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Stress Management

Stress Management

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Publicado porHardik Patel

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Published by: Hardik Patel on Jul 26, 2011
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A study on stress management

ABSTRACT Stress is usually symptoms that people experience when they are stressed. STRESS MANAGEMENT is a very vital aspect of every organization. Stress management can be linked to our day to day activities. Job and career related stress has been on the rise in recent years, as occupations become more complex, and workers are taking on more and more responsibility. In fact, work place stress is now considered an occupational illness. Many employees undergo stress as a normal part of their jobs, but some experience it more severely than others, to point that they need time away from work. The issues concerned are:

To study the existing HR policies and procedures used to avoid stress at The company • To find the stress levels of the employee’s • To elicit the opinions of employee’s on the existing stress they are facing due to various factors. • To find the relationship between the stress levels and demographic factors like age, experience, and designations. • To find the stress causing factors arising out from the work atmosphere. • To identify its merits and demerits. • Finally to make an attempt to suggest measures and activities that helps in effective as management and control of stress. PROCEDURE FOLLOWED: A sample of 60 employees was selected and a questionnaire was framed in a structured and disguised form with 15 questions and survey process was conducted. The statistical tool used is percentage method and the analysis carried out is presented in the form of bar diagrams. The project has been successfully carried out with the cooperation of the employees. INTRODUCTION TO STRESS MANAGEMENT Stress is usually defined in terms of the internal and external conditions that create stressful situations, and the symptoms that people experience when they are stressed. STRESS MANAGEMENT is a very vital aspect of every organization. Stress management can be linked to our day to day activities. McGrath (1976) proposed a definition based on the conditions necessary for stress. 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.” Williams and Huber (1986) defined stress as “a psychological and physical reaction to prolonged internal and/or environmental conditions in which an individual’s adaptive capabilities are over extended.” In Gestalt Therapy Verbatim (Real People Press, 1969) Perls proposes a more general definition, where stress is a manifestation of thinking about the future. Anxiety is created by focusing attention away from the “here and now”. When anxiety finds an outlet, we say that the stress was motivating; when it doesn’t, we call it debilitating. French, Kast, and Rosenzweig(1985) also emphasized the idea that stress it self is not necessarily bad. “The term stress can be considered neutral with the words distress and eustress used for designating bad and good effects.” Corporate Stress Stress has become a part and parcel of human life and is more pronounced in corporate life. While the idea to excel in life is a great thing to have, the same should not result in such a stressful situation where the individual is forced to devote more time in solving stress related problems than in achieving his objectives. This is what is happening in the present day corporate environment with deadlines hanging over one’s head, day in day out. Yes a certain amount of stress is essential even in our day-to-day life without which nothing can be achieved: it could be even at school level where a student goes through stress while appearing for his exams, extending upto a CEO of a company as the accounting year end approaches. This stress gives us zest for life and releases our creativity in finding better ways of performing our tasks. But with the intense competition, work _related stress has assumed economic proportions as identified by the WHO. Employees are experiencing work related stress a little too frequently resulting in their inability to cope with both official and domestic lives ,since it manifests on psychological, physiological and behavioral planes companies are doing their best to remedy the situation through recreational facilities, flexible timings, forced holidays, yoga centers, gymnasiums and even with art of living programs. Whatever may be done at the organizational level to alleviate and free people from stress, unless it is addressed at an individual level no tangible results can be achieved. Stress has got a lot to do with a person’s attitude to start with and the next is the priority of things in life. People want to achieve too much in too short a time, in the process achieving too little or nothing, but landing up with lots of stress and the associated problems. Hence, a regular introspection is the first logical step in the fight against stress. Stress is additive and workplace stress can become cumulative with the one at home or vice versa thus each making the other worse. The situation is further aggravated with more and more women entering the workforce and the pressures mount when they have to balance workplace and family responsibilities. A recent worldwide survey indicated that working women with children under the age of 13 are getting into high stress situations.

Silence is the way to grow. putting off all communication gadgets . is a substantial and serious one.Live your life to the fullest. It is a well-known fact that every organization has his own methods of managing or preventing stress among the employees. listen to others. These imply the objective of the study to be To study the existing HR policies and procedures used to avoid stress. industrial and family life. 6. 7. 8. 2. 4. The 10 Secrets of Balancing Stress in our lives 1. learn and move on. . however. social. OBJECTIVES OF THE STUDY In order to achieve the organizational objectives and to be a successful organization. The organizations should develop and implement its own methods. skilled. a method that surfs the purpose of the function to the fullest extent.Stay away from negative thoughts and people. and whose strike a balance mentally and physically. Organizations should not blindly choose a method or a technique to reduce the stress levels of the employees just because it is in vogue in an industry. taking up meditation and spending quality time with family. which fits into its area of interest and ultimately servers the very purpose and helps the organization achieve its objectives.Surrender your ego. relaxation. The only way of achieving this is by managing or preventing stress prevailing among the employee’s.Don’t die with your music still in you . It inhibits creativity and personal effectiveness and exhibit itself in a general dissatisfaction. It is a precious gift.Live for the present moment. Have a mind that is open to everything and attached to nothing. the organizations should adapt the most economical method and at the same time.Surrender your past don’t make excuses. 10. At the worst. so obvious in our day-to-day lives. 5. Hence the problem of stress for the business and industry. learn from your mistakes. the organizations are to be manned by people who are highly qualified.Give up any anger or resentment that may be inside you. heart diseases and can be major contributor to disturbances in one’s emotional. Source: Wayne Dywer NEED FOR THE STUDY Stress underlies diverse condition as psychosomatic diseases.Individual level techniques for coping with stress involve physical exercise. getting away from work. Is this how you want to be remembered? 9. way stress is excessive. Basically a person is free to choose his own response to any situation and perceive challenges in life either at work or at home and that’s what is going to decide whether one is getting into a manageable stress situation or the stress is getting the better of him. stress is a liability and a threat to the survival of the organization. Listen to yourself. in this era of globalization. 3.Don’t give yourself away to others. personal and organizational performance is at best damaged. Stress is a path of every employee’s life. Auto suggestion is yet another technique which can be applied at an individual level to fight stress.Live by the golden rule. and at the same time use the one.

mentally and emotionally.” . SCOPE OF THE STUDY The study was made to have an insight of the type of job. These are piecemeal techniques and are not complete solutions. For example. CONCLUSION “Stress manifests itself physically. To find the relationship between the stress levels and demographic factors like age.To find the stress levels of the employee’s To elicit the opinions of employee’s on the existing stress they are facing due to various factors. The personnel bias of the respondents might have been an impact on the data collected due to the respondent’s reluctance to answer the questions.  To find the stress causing factors arising out from the work atmosphere. the time period allotted by the organization was 30 days but it was extended to 45 days. we try to tackle it at only one plane and fail to find relief. and designations. or others only resort to meditation. experience. the employee’s were into. Often. The duration of the study might be a limitation because of which it was not possible to gather information about some remote methodologies. Finally to make an attempt to suggest measures and activities that helps in effective management and control of stress. many turn to physical exercises as a coping mechanism. mind and emotions. it lies within and not outside. LIMITATIONS OF THE STUDY The study is limited to a small sample of 60 employees’ both at executive and staff level. The confidentiality aspect of the organization may play a spoil sport in some aspects. We need solutions that can manage stress at all levels of the body. The scope of the study was to identify various causes of stress among the employee’s and effect of stress on behavior. The duration of the study might be a limitation because of which it was not possible to gather the information about some remote methodologies. The information made available in the project work is a result of my effort at the office. PERIOD OF THE STUDY Based on the topic selected for the study. attitude of the measures to counter such stress. To identify its merits and demerits.

com/newsletter.html .industrialrehabservices.lifepositive.pdf http://www.html http://www.com/article/6996.enotalone. mental emotional.net/health-fitness/21264-causes-workplace-stress-how-overcome-work-stress. it is growing fast as the most popular tool for stress management in the corporate world and elsewhere.html http://ezinearticles.com/?Achieve-Your-Goals-Without-Negative-Stress&id=89490 http://www. by nature. is one of the most productive techniques of stress management as it deals with stress on various planes – physical.scribd.websukat.html http://www.expresscomputeronline.enotalone.asp http://www. thus having a holistic approach. http://www.com/SMU-Books/Management-Process-and-Organization-Behavior/13-Stressmanagement. Today.com/doc/47509199/Managing-Stress-in-the-Work-Place http://forums.Yoga.html http://www.shtml http://www.com/20060417/bestoftechnologylife08.com/mind/psychology/stress/stress-at-work.indianmba.com/article/6995. attitudinal and lifestyle.sureshkumar.com/Faculty_Column/FC1286/fc1286.

unless it is addressed at an individual level no tangible results can be achieved. While the idea to excel in life is a great thing to have. This stress gives us zest for life and releases our creativity in finding better ways of performing our tasks. putting off all communication gadgets. . since it manifests on psychological. Employees are experiencing work related stress a little too frequently resulting in their inability to cope with both official and domestic lives. gymnasiums and even with art of living programs. forced holidays.REVIEW OF LITERATURE INTRODUCTION TO STRESS Stress has become a part and parcel of human life and is more pronounced in corporate life. relaxation. work related stress has assumed economic proportions as identified by the WHO. but landing up with lots of stress and the associated problems. extending up to a CEO of a company as the accounting yearend approaches. Hence. The situation is further aggravated with more and more women entering the workforce and the pressures mount when they have to balance workplace and family responsibilities. People want to achieve too much in too short a time. yoga centers. But with the intense competition. day in day out. This is what is happening in the present day corporate environment with deadlines hanging over one’s head. Individual level techniques for coping with stress involve physical exercise. Stress has got a lot to do with a person’s attitude to start with and the next is the priority of things in life. physiological and behavioral planes companies are doing their best to remedy the situation through recreational facilities. Auto suggestion is yet another technique which can be applied at an individual level to fight stress. the same should not result in such a stressful situation where the individual is forced to devote more time in solving stress related problems than in achieving his objectives. flexible timings. Whatever may be done at the organizational level to alleviate and free people from stress. taking up meditation and spending quality time with family. a regular introspection is the first logical step in the fight against stress Stress is additive and workplace stress can become cumulative with the one at home or vice versa thus each making the other worse. in the process achieving too little or nothing. A recent worldwide survey indicated that working women with children under the age of 13 are getting into high stress situations. Yes a certain amount of stress is essential even in our day-to-day life without which nothing can be achieved: it could be even at school level where a student goes through stress while appearing for his exams. Basically a person is free to choose his own response to any situation and perceive challenges in life either at work or at home and that’s what is going to decide whether one is getting into a manageable stress situation or the stress is getting the better of him. getting away from work.

he was thrust into mankind’s first stressful situation. Maximum adaptation occurs during this stage. However when Adam was given the tantalizing chance to eat the forbidden fruit. as we know. . or the defensive reaction proves ineffective. According to Selye.” Beehr and Newman defined job stress as “the condition arising from the interaction of people and their jobs and characterized by changes within people that force them to deviate from their normal functioning. it may overwhelm the body resources. The body signs characteristic of alarm reaction disappear. Ivancevich and Matteson defined stress as “the interaction of the individual with the environment. If the stressors persist. decision-making is the breeding ground for conflict. mental and physical well-being.”  RESISTANCE: The individual attempts to resist or cope with the threat. the General Adaptation Syndrome consists of 3 phases:  ALARM REACTION: The first is the alarm phase. Adam was offered a chance and. Canadian physician Hans Selye (1907-1982) in his boot the stress of life 1956 popularized the idea of stress. Here the individual mobilizes Norma l to meet the threat. frustration and distress.EVOLUTION OF STRESS The Garden of Eden began as a tranquil stress environment. The alarm reaction has two phases. The first phase includes an initial “shock phase” in which defensive mechanism become active. The second phase is “mild invigoration” in which the period of resistance varies and the severity of symptoms may differ to “disease of adaptation. DEFINITION Stress in individual is defined as any interference that disturbs a person’s healthy. It occurs when the body is required to perform beyond its normal range of capabilities.

These hormones raise the blood pressure and the body prepares to react to the situation. in many cases. We all encounter various stressors(causes of stress) in everyday life. affects the health of organizations.” A condition or circumstance (not always adverse). With change comes stress. This state of accumulated stress can increase the risk of both acute and chronic psychosomatic illnesses and weaken the immune system. In medical parlance ‘stress’ is defined as a perturbation of the body’s homeostasis. psychologists say. A ‘stress’ condition seems ‘relative’ in nature.EXHAUSTION: Adaptation energy is exhausted. are detrimental to human health but in moderation stress is normal and. which can disturb the normal physiological and psychological functioning of an individual. namely. or a commercial pilot to a sales executive. proves useful. The organism collapses. It results in stress related physical symptoms such as tense muscles. This demand on mind-body occurs when it tries to cope with incessant changes in life. But. Stress. One or more of a host of physical and mental illnesses manifests job stress. They have touched almost all professions. if not released. consequently. Subsequently. When we fail to counter a stress situation (flight response) the hormones and chemicals remain unreleased in the blood stream for a long period of time. is synonymous with negative conditions. Stress at work is a relatively new phenomenon of modern lifestyles. Work related stress in the life of organized workers. there are innumerable instances of athletes rising to the challenge of stress and achieving the unachievable. nonetheless. starting from an artist to surgeon. Professional stress or job stress poses a threat to physical health. STRESS CAN BE POSTIVE The words ‘positive’ and ‘stress’ may not often go together. it compels the mind and body to be in an almost constant alarm-state in preparation to fight or flee. entailing reduced stress effects and symptoms of anxiety. With a concrete defensive action (fight response) the stress hormones in the blood get used up. which can accumulate. DYNAMICS OF STRESS In a challenging situation the brain prepares the body for defensive action—the fight or flight response by releasing stress hormones. dizziness and rapid heartbeats. unfocused anxiety. inevitably. Signs of alarm reaction reappear. Extreme stress conditions. and the resistance level begins to decline irreversibly. job stress can be disabling. In some cases. cortisone and adrenaline. In chronic cases a psychiatric consultation is usually required to validate the reason and degree of work related stress. WHAT’S IT? 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. .  The word STRESS is defined by the Oxford Dictionary as “a state of affair involving demand on physical or mental energy. The nature of work has gone through drastic changes over the last century and it is still changing at whirlwind speed.

Reorganizations.WHAT IS JOB STRESS? Job stress can be defined as the harmful physical and emotional responses that occur when the requirements of the job do not match the capabilities. especially in the time of corporate reorganizations. but these concepts are not the same. and likewise a painter. we feel relaxed and satisfied. Stress can stimulate one’s faculties to delve deep into and discover one’s true potential. Views differ. a composer or a writer producing the best paintings. Job stress can lead to poor health and even injury. body releases stress hormones that instantly make us more alert and our senses become more focused. from a CEO to a mere executive. Instead of wilting under stress. sometimes. Psychologists second the opinion that some ‘stress’ situations can actually boost our inner potential and can be creatively helpful. Research suggests that stress can actually increase our performance. Stress responses are one of our body’s best defense systems against outer and inner dangers.scientists stressing themselves out over a point to bring into light the most unthinkable secrets of the phenomenal world. Sudha Chandran. It is supposed to keep us sharp and ready for action. in moderate doses. or needs of the worker. can be a tremendous source of stress and suffering. however. mergers. can . Under stress the brain is emotionally and biochemical stimulated to sharpen its performance. Challenge energizes us psychologically and physically. are necessary in our life. the most lilting of tunes or the most appealing piece of writing by pushing themselves to the limit. The body is also prepared to act with increased strength and speed in a pressure situation. which. Some of the most visible causes of work place stress are. extremely long work hours an intense pressure to perform at peak levels all the time for the same pay. Job stress may be caused by complex set of reasons. Increased workload. JOB STRESS-. challenge is an important ingredient for healthy and productive work. The importance of challenge in our work lives is probably what people are referring to when they say “a little bit of stress is good for you. In a risky situation in case of accidents or a sudden attack on life et al. and it motivates us to learn new skills and master our jobs. These reformations have put demand on everyone. puts unhealthy and unreasonable pressures on the employee. on the importance of worker characteristics verses working conditions as primary cause of job stress. The concept of job stress is often confused with challenge. • HIGH DEMAND FOR PERFORMANCE: Unrealistic expectations. lost both of her legs in an accident. When a challenge is met. one can use it as an impetus to achieve success.” WHAT ARE THE CAUSES OF JOB STRESS? Nearly everyone agrees that job stress results from the interaction of the worker and the conditions of the work. Thus. the physical and social inadequacies gave her more impetus to carry on with her dance performances with the help of prosthetic legs rather than deter her spirits. as companies try to live up to the competition to survive. takeovers. Experts tell us that stress. resources. • JOB INSECURITY: Organized work places are going through metamorphic changes under intense economic transformations and consequent pressures. downsizing and other changes have become major stressors for employees. But.

 Avoid giving in to alcohol. In many cases office politics or gossips can be major stress inducers. Also. Since we don’t want to perish under it. to remodel your lifestyle. forcing employees to learn new software all the times. Women may suffer from tremendous stress such as ‘hostile work environment harassment’. • TECHNOLOGY: The expansion of technology-computers. re-energize and re-motivate yourself. This can be an excellent source of emotional and moral support. smoking and other substance abuses while under constant stress. family pressure and societal demands add to these stress factors. increasing pressure on the individual worker to constantly operate at peak performance level. When one is in a depressed mood his unfocussed attention or lack of motivation affects his ability to carry out job responsibilities. Because changes constant in life. anger and revengeful attitudes. Workers working with heavy machinery are under constant stress to remain alert. can be a lesson of life. whether in a new company or not.  Develop positive attitudes towards stressful situations in life.  Find and protect whatever time you get to refresh. which actually regerminate stress.actually leave an employee physically and emotionally drained. In today’s business climate. breathing and exercises. Maladjustment to work place culture may lead to subtle conflicts with colleagues or with superiors. stress is an integral part of it. work space and most importantly working and behavioral patterns of the boss as well as the coworkers. • WORKPLACE CULTURE: Adjusting to the work place culture. cell phones. can be intensely stressful. speed and efficiency. Excessive travel and too much time away from family also contribute to an employee’s stressors. This can consist of unwelcome verbal or physical conduct. There is also the constant pressure to keep up with technological breakthroughs and improvisations. dress code if any. hierarchy. which is defined in legal terms ‘offensive or intimidating behavior in the work place’. Spent quality time with your family. . the truth remains that changing with the times makes one’s position more secure. we have to adhered to the bottom line for survival-adapt. Give up negative mental traits such as fear. since long. subtle discriminations at work places. • JOB STRESS IN WOMEN: Women may suffer from mental and physical harassment at work places.  Even if we feel secure in a habituated life. pagers. In this case both the worker and their family members live under constant mental stress. apart from the common job stress. Following are some of the long term tips to survive stress. • PERSONAL OR FAMILY PROBLEMS: Employees going through personal family problems tend to carry their worries and anxieties to the workplace. Try to revert to holistic relaxation and personal growth techniques such as meditation. you must continually be prepared for changes to avoid stress and survive in the competitive world. These can be as constant source of tension for women in job sectors. Sexual harassment in work place has been a major source of worry for women. Making oneself adapt to the various aspects of workplace culture such as communication patterns. fax machines and the internet has resulted in heightened expectations for productivity.

 Don’t be complacent.  Relax and count backwards (20. feeling deeply de-motivated and disenchanted with your job or life. emotionally and financially. 17. • Family and even counseling in reducing stress. • If people demand too much emotional energy. • Identify your ability to comfortably meet these demands. when you are under stress at work. • Ensure that you are following healthy lifestyle: 1) Get adequate sleep and rest to maintain your energy levels. and try BREATHING EXERCISE.  Adapting to demands of stress also means changing a personality. gyms. Be prepared for any change physically. • Evaluate the demands placed on you and see how they fit in with your goals. Involve other people in a supportive role. some simple practices can help. Reduce work place stress by celebrating yours or your colleagues’ accomplishments.15….   ABOUT NIOSH . try to switch to another area of activity within your organization. It will relax your nerves and muscles. 19. • If you are late stages of burnout.).In case of chronic stress consult a health professional. 16.. • Learn stress management skills. 18.  Sit straight and comfortably on your seat. 3) Try to recognize your spiritual needs that may have been buried under the mires of • Develop alternative activities such as relaxing hobby to take your mind off problems. aerobics or sports clubs to switch your focus. get help from a good psychologist. 2) Ensure that you are eating a healthy balanced diet-bad diet can make you ill or feel bad. become more unapproachable and less sympathetic. then take some time off. efficiency and learn from others experiences. If do. • Take support and counseling of near and dear one’s to bring change to the current situation. ARE YOU IN DANGER OF BURNING OUT? If you feel that you are in danger of burning out. • Enroll yourself with some meditation or yoga classes (to ensure groups spiritual practice). the suggestions below can help you correct the situation: • Re-evaluate your goals and prioritize them. Acknowledge your own humanity: remember that you have a right to pleasure and right to relaxation. But. Limit your caffeine and alcohol intake. and to recognize your priorities. • Alternatively. Improve your line of communication.

4) JOB CONDITIONS THAT MAY LEAD TO STRESS THE DESIGN OF TASKS Heavy workload. Department of Labor. and universities to better understand the stress of modern work.The National Institute for Occupational Safety and Health (NIOSH) is the Federal agency responsible for conducting research and making recommendations' for the prevention of work-related illness and injury. ' MANAGEMENT STYLE . Theresa's need to care for her ill mother is an increasingly common example of an individual or situational factor that may intensify the effects of stressful working conditions. hectic and routine tasks that have little inherent meaning. and provide little sense of control Example: David works to the point of exhaustion. and ways to reduce stress in the workplace. Examples of individual and situational factors that can help to reduce the effect of stressful working conditions include the following: 7) Balance between work and family or personal life 8) A support network of friends and coworkers 9)  A relaxed and positive outlook. exposure to stressful working conditions (called job stressors) can have a direct influence on worker safety and health. do not utilize workers' skills. working conditions play a primary role in causing job stress.and research. or rest. But as shown below. which is regulatory agency located in the U. infrequent rest breaks. NIOSH is part of the U. individual and other situational factors can intervene to strengthen or weaken this influence. long work hours and shift work. labor. According to the NIOSH view. However. the rote of individual factors is not ignored.S. it is distinct from the Occupational Safety and Health Administration (OSHA). allowing little room for flexibility. NIOSH favors die view that. the effects of stress on worker safety and health. 5) NIOSH APPROACH TO JOB STRESS 6) On the basis of experience. NIOSH works in collaboration with industry. As part of its mandate.S. Theresa is tied to the computer. Department of Health and Human Services. including stress at work. NIOSH is directed by Congress to study The psychological aspects of occupational safer)' and health. self-initiative.

12) MUSCULO SKELETAL DISORDERS . quicken the pulse. or promotion. The response is preprogrammed biologically. Example: David is exposed to constant noise at work. everyone. rapid changes for which workers are unprepared. Example: Theresa needs to get the boss’s approval for everything and the company is insensitive to her family needs. Example: Theresa is often caught in a difficult situation trying to satisfy both die customer's needs and the company's expectations. or ergonomic problems. poor communication in the organization. regardless of whether the stressful situation is at work or home.) Example: Since the reorganization at David's plant. Everyone responds in much die same way. WORK ROLES Conflicting or uncertain job expectations. CAREER CONCERNS Job insecurity and lack of opportunity for growth. ENVIRONMENTAL CONDITIONS Unpleasant or dangerous physical conditions such as crowding. and tense the muscles. is worried about their future with the company and what will happen next. deepen respiration. air pollution. This response (sometimes called the fight or flight response) is important because it helps ns defend against threatening situations. JOB STRESS AND HEALTH Stress sets off an alarm in the brain.Lack of participation by workers in decision making. noise. EARLY WARNING SIGNS OF STRESS Head ache Sleep disturbances Difficulty in concentrating Short temper Upset stomach Job dissatisfaction Low morale WHAT THE RESULT TELLS US 10) CARDIOVVASCULAR DISEASE 11) Many studies suggest that psychologically demanding jobs that allow employees little control over the work process increase the risk of cardiovascular disease. too much responsibility too many "hats to wear”. INTER PERSONAL RELATIONSHIPS Poor social environment and lack of support or help from co-workers and supervisors Example: Theresa’s physical isolation reduces her opportunities to interact with other workers or receive help from them. lack of family friendly policies. which responds by preparing the body for defensive action. advancement. The nervous system is aroused and hormones are released to sharpen the senses.

16) WORK PLACE INJURY 17) Although more study is needed. NIOSH Research has identified organizational characteristics associated with both healthy. 14) PSYCHOLOGICAL DISORDERS 15) Several studies suggest that differences in rates of mental health problems (such as depression and burn out) for various occupations are due partly to differences in job stress levels. 20) STRESS. However.On the basis of research by NIOHO and many other organizations. CANCER. tardiness and intentions by workers to quit their jobs-all of which have negative effects. there is a growing concern that stressful working conditions interfere with safe work practices and set the stage for injuries at work. Examples of these characteristics include the following: 22) Recognition of employees for good work performance 23) Opportunity for carrier development 24) An organizational culture that values the individual worker 25) Management actions that are consistent with organizational values 13) LIST OF SYMPTOMS AND HEALTH DISORDERS ASSOCIATED WITH STRESS SYMPTOMS HEALTH DISORDERS . low stress work and high levels of productivity. But research finding challenge this belief. Recent studies of so-called healthy organizations suggest that policies benefiting worker health also benefit the bottom line. Studies show that stressful working conditions are actually associated with increased absenteeism. ULCERS AND IMPAIRED IMMUNE FUNCTION 19) Some studies suggest a relationship between stressful working conditions and these help problems. HEALTH AND PRODUCTIVITY 21) Some employers assume that stressful working conditions are a necessary evilthat companies must turn up the pressure on workers and set aside health concerns to r4emain predictive and profitable in today’s economy. ( economic and life style differences between occupations may also contribute to some of these problems. injury. The healthy organization is defined as one that has low rate of illness. and disability in its work force and is also competitive in the market place. more research is needed before firm conclusions can be drawn. 18) SUICIDE. it is widely believe that job stress increases the risk for development of back and upper extremity muscular skeletal disorders.

Insufficient stress acts as a depressant and could leave you feeling bored or dejected. and even our frustrations and sorrows add depth and enhancement to our lives. and we one and all thrive under a certain amount of stress. anger. panic. conflict. Your goal should not to eliminate stress but to learn how to manage it and how to use it to help you achieve your goals. but bewares of work without thought for better ways or new ways to reach your personal goals. Stress handling wouldn't seem like it would be a part of setting goals but it could be the difference between you accomplishing them or not There is positive stress versus negative stress. Competition. Working hard on your goals is OK. hostility Fear. Don't let unnecessary or harmful stress lead you away from what you want to achieve. Positive stress blends expectation and excitement to life. WHAT IS OPTIMAL STRESS FOR ME? . on the opposite.• • • • • • • • • • • • • • • • • • Headaches Muscular aches Grinding of teeth Nervous tics Increased sweating Rapid heart rate High blood pressure Low grade infection Increase in or loss of appetite Irritation. anxiety Poor concentration Dizziness Restlessness Nightmares Insomnia Fatigue impotence • • • • • • • • • • • coronary heart disease hypertension eating disorders ulcers diabetes asthma depression migraine headaches sleep disorders chronic fatigue possibly some cancers ACHIEVE YOUR GOALS WITHOUT NEGATIVE STRESS Working smart to reach your goals is important. excessive stress may leave you feeling all mixed up inside.

anxiety. It has been further been found that many illnesses are related to unrelieved stress. what is distressing to me might be a joy to you. you need to reduce the stress in your life and/or improve your ability to handle it. tiredness. A person who loves to clear up difficult situations for his boss and moves from job site to job site would be stressed in a job that was stable and routine. a sense of being physically run down Anger at those making demands Self-criticism for putting up with the demands Cynicism. bowel disorders etc. Also. AMONG OTHERS:  Chronic fatigue . STRESS SYMPTOMS INCLUDE. negativity.exhaustion. whereas the person who settles easily under stable conditions would very likely be stressed on a job where duties were highly varied. and irritability  A sense or being besieged Exploding easily at seemingly inconsequential things Frequent headaches and gastrointestinal disturbance Weight loss or gain Sleeplessness and depression . personal stress requirements and the amount which we can tolerate before we become distressed changes with our ages. As individuals with unique wants and needs. you have gone beyond your optimal stress level.There is no single level of stress that is optimal for every person. for example. If you are experiencing stress symptoms. disorders.

a worsening safely record. rapid staff turnover. depletion of energy reverse showered resistance to illness .Shortness of breath Suspiciousness Feelings of helplessness Anxiety attacks Headache Loss of appetite Increase of appetite Hair falling out ORGANIZATIONAL STRESS: Stress affects organizations as well as the individuals within them. deteriorating industrial customer relations.increased dissatisfaction and pessimism and increased absenteeism and inefficiency at work. 29) VENINGLE AND SP RAD LEY HAVE IDENTIFIED 5 DISTINCT STAGES OF BOSS HONEYMOON STAGE: 28) . or poor quality control is suffering from organizational stress. An organization with a high level of absenteeism. 27) BURNOUT STRESS SYNDROME (BOSS) 26) BOSS can lead to at least 4 types of stress related consequences such as.

which may mark die end of one's professional career. CRISIS STAGE When these feelings and physiological symptoms persist over a period of time. inefficiency. Director. absenteeism. among other things." adds AdvaniT Stress undermines an employee's ability to think clearly. leading to an impact on the bottom line-. Talent Transformation Group. Seth Appel. challenge and pride. bum-out. which are often not useful in coping with later challenges. and fatigue and sleep disturbances leading to escape activities such as increased eating. such scenarios are completely fuelled by intangible conditions like unmanaged stress. first: the energy reverses are gradually depleted m coping with the demands of a challenging environment. to eradicate cohesion of employees in a formal context (unions. Office Tiger. As a nation. a company can easily suffer external image damage from being perceived as a hotbed of a stressful work environment. anger & depression. Common symptoms are chronic exhaustion. HITTING THE WALL STAGE This stage of BOSS is characterized by total exhaustion of one's adaptation energy. while recovery from this stage may elude some. associations) from the workplace.This stage can be described as accounting for the euphoric feeling of encounter for the new job such as excitement. 30) FUEL SHORTAGE STAGE This stage can be identified as compose of die value feelings of loss. we have spent the last two decades trying. CHRONIC SYMPTOM STAGE Fuel shortage stage is followed by physiological symptoms which become more pronounced and demand attention and help at this stage. to work well with others and to perform his or her best. drinking and smoking. attrition. physical illness. CONSEQUENCES OF UNMANAGED STRESS Stressful working conditions have a direct negative impact on the mental and physical well-being of the workforce^ A disgruntled workforce obviously under-performs. "In a more precautionary sense. focuses on the obvious consequences: poor decision-making.. Unfortunately. Other symptoms are dissatisfaction. unnecessary and wasteful inter-personal conflict . unmanaged stress can be very infectious in large-sized organizations with workforces that are inhabited together. others may be resourceful to tide over the crisis. fatigue and confusion arising from die individuals overdraw on reverses of adaptation energy. the individual enters the stage of crisis) At this stage he develops escape mentality and feels oppressed. limiting its talent acquisition strategies. enthusiasm.and under-delivers. second: habits or strategies for coping with stress are found in this stage . Dysfunctional features emerge in 2 ways. A sense of fatigue and exhaustion overtakes the individual. In addition.

low morale. extreme expectations. less . stress is caused when a person is subjected to unusual situations. stress is defined as any action or situation that places special physical or psychological demands upon a person. as it motivates them to learn new skills and master their jobs resulting in increased productivity. resources. Workplaces stress can be defined as the most harmful physical and emotional responses that occur within a human being when the requirements of the job do not match his capabilities. or pressure that is difficult to handle. frequent absence. According to Douglas (1980). or even needs. and poor morale of employees.WORKPLACE STRESS Stress has being defined by many in different ways as it takes different forms depending on the situations. The direct cost of stress in the organization is frequent absence of employee’s. demands. replacement of staff. The problem arises only when stress is not managed properly. Excessive workplaces stress will affect the employee’s motivation and health leading to lack of interest in job. reduced productivity. Stress also affects the growth and profit of any organization. or production time. and more incidents of sickness. loss of service. The indirect cost of stress in the organization is reduced productivity. Some experts argue that moderate amount of both physical and mental stress is required for a normal and healthy growth. According to van fleet (1998). A little degree of stress a workplace energies them employees psychologically and physically.

 Change: Change in management policies is very important for the growth of any organization. and/or family problem. and the financial cost incurred. According to dyer the cause of stress at workplace are as follows: • Physical: lighting. values. and lack of recognition for good performance can act as a stressor to the employees. and support. temperature. family and society. task culture. noise. conflict among team members. its negative outcomes. In the competitive world. inadequate support. A bad culture such as harassment. high staff turnover. encouragement. lack of proper communication. change. Support: Employees feel the stress when the organization does not provide them with adequate resources. Organizational Approaches It is important for the organization to understand the main cause of workplace stress and try to manage it in an effective manner. role. Culture comprises of the assumptions.. and power culture. and/or conflict among team members. and/or air pollution. The employees feel the stress when the organization does not communicate properly with their employees. and unrealistic targets. organization. • Organization: culture structure (inappropriate divisions). complexity of work. control. increased recruitment cost. lower customer service. Organizational culture plays a major role for stress in the workplace. Demands : The organization often demands that the employees perform more than their real potential Then the employees will start feeling the stress due to overwork. threat of job security. vibration. but should also prevent stress in its initial stages. increased errors.  Relationship: Employees feel the stress when they face harassment of any form or when there is a conflict between the team members and also when the behavior of a team member is strange. and more health insurance costs. • Individual: role conflict. work load. • Group: lack of unity. The organization should not only manage stress. values. working methods. continuous unreasonable performance demands. feeling powerless. models. and/or leadership influence (style and impact of the leader). motivation. long working hours office politics. relationship.innovation. individual and organizational stress. and tangible signs of behavior of the members of the organization. Role: The organization should define the employees' roles and responsibilities properly. Risk assessment helps to identify the risks to health arid . to highlite the relationship between potential work related stress hazards. MODEL FOR WORKPLACE STRESS: Workplace stress builds up from various hazards related to individual. which is interlinked with all the other potential hazards such as demand. the organization should change according to the new market environment.have developed the model of workplace stress. and proper training. poor time keeping. Palmeter et al. Culture A good organizational culture should actually create trust. motivation and happiness to employees which in turn would lead to increase in productivity. Organizational culture can be classified into three types such as role culture.  Control: Employees feel a sense of low morale when their freedom is restricted in voicing their opinion and in revealing their originality in work.

control. and change. role. • Communication: The management should effectively communicate workplace changes to all the employees. • Evaluate the risk: The organization should evaluate how the hazards affect the employee's health. which should consist of the following: • Stress awareness among the employees • Top management's commitment • Employees' participation and interest • Definite program objective. . • Monitor and review: The organization should review the risk assessment program especially the significant changes occurring within the organi2ation. support. relationship. etc • Record the findings: The organization should record their findings so that they can be used to monitor the progress. The organization should ask questions such as—what action has already been taken? And what more is required to be done?. It can be identified through both quantitative and qualitative methods. Some of the steps are enumerated below: Work Culture The organization should provide a good work culture for the employees.how it impacts the employees. Roles and. demands. It should take various steps to reduce/manage stress within the organization. The organization should conduct a stress prevention program for the employees. Stress Risk Assessment Work-related stress risk assessment allows measurement of the current situation in the workplace using surveys and other techniques promoting active discussion with the employees to help decide upon the practical improvements to facilitate stress-free environment in the work place. Organizational Commitment The organization should have a well-defined stress management policy and strategy to manage workplace stress effectively. The health and safety executive is given a five-step work-related stress risk assessment to aid in the diagnosis of problems and provide a framework for workplace stress prevention. This information is needed to make decisions on how to manage those risks. • Employees' autonomy: The organization should clearly define employees' roles and responsibilities and encourage them to express their concerns freely to the management. It must commit fully to reduce stress and provide adequate resources to the stress management team. The five steps of stress risk assessments are: • Identify hazards: The organization should identify the potential hazards like culture. in turn managing workplace stress effectively. • Identify who might be harmed and how: The organization should identify the persons affected by stress and find out how they are affected. The purpose of risk assessment is to help the organization determine what measures should be taken to prevent stress in the workplace. Stress Prevention The organization must make sure that the workload is in line with the employees' capabilities and resources and the job provides opportunities for the workers to use their skills. responsibilities of the employees must be defined clearly.

which would lead to more productivity. Training Proper training is very essential for the employees to reduce workplace stress. and assistance to the employees in balancing their time between work and home.• Workload: The management should monitor the workload of the employees and redesign when workload goes beyond employees' capabilities. The Training Program should deal with all aspects of stress creating awareness in the employees regarding symptoms of stress and its physiological processes along with various means of maintaining physical fitness through a proper diet program. • Flexible times: The organization must provide flexible time in the workplace. . and personal symptoms of stress. anxiety. The same amount of stress that may lead to depression in one person may become a stimulant for a challenge in other because the impact of stress depends on individual psychology. The cause of stress also varies from person to person. Environment • Team: the organization should create a good relationship ant team spirit among the employees by providing a flat organizational structure. The job analysis consists of six steps which are: • Understanding the job: the employees should understand the nature of the job and identify its key objectives and priorities. and a library. This includes pickup facilities. picnic programs. Placing green indoor plans in the office will go a long way in adding to the pleasantness of the work atmosphere. family and society. Job analysis helps the employees gain a deeper understanding of job. He should also understand the incentive schemes and reward policies of the organization. job analysis is a process to identify and determine in detail the particular job duties and requirements with the relative importance of these duties for a given job. The training should also contain practical suggestions on emotional control during times of depression. the nature of his job. a fitness center. It should give personal space to the employees by providing comfortable furniture. Is every individual should be aware of his strengths and weaknesses. Individual approaches The individual approach towards stress management is very important. so that they can quickly distinguish between important and unimportant task. health checkup programs. Job analysis Each employee could conduct a job analysis so that he could avoid uncertainty. He must know the importance of his role and the training needed for that. • Promote a relaxing workplace: the organization should sponsor quality facilities top employees. last minute deadlines etc. He should also learn to balance all problems related to his work. periodical family counseling. physical strength and general attitude. psychological strain and burnout. a recreation center. Physical and psychological support It is the responsibility of the organization to provide all the necessary resources to the employees.

reading books and novels. • Benchmark top achievers: The employee should find out about the top achievers in the organization as well as outside. attending regular fitness programs such as walking. • Take care of health: This refers to diet. listening to music. increasing his zeal through rewards and avoiding people who try to exert a negative influence on him. The employee should recognize his limitations and health problems and be aware of the symptoms of stress. • Consult with the boss: The employee should discuss his plan with his boss and decide the priorities in the job. • Take action: The employee should do some sifting and avoid the unimportant tasks^ He also should negotiate with the boss. developing a good network of family and friends. watching movies. in case he needs any extra resources or training to complete the job. and rights. • Review resources: The employee should review the available resources and utilize what is needed to complete the job successfully. Individual Commitment Individual stress management is very important to reduce workplace stress. drinking more water. managing time cleverly. • Learn to relax: This includes practicing a few relaxation techniques regularly in the workplace like taking five minutes break away from work. • Self-awareness: This is a very important aspect of stress management. taking food on time. and being serious about deadlines. doing aerobics. setting priorities in work. • Get organized: This includes keeping the work area organized. • Understand the organizational culture: every organization has his own culture. The employee should be aware of these and ensure that their actions should not go against all these. The following measures can help an employee manage stress effectively. He must also find out how they are successful and what they have done to achieve success. rules. and weight exercise. involving in social activities. practicing regular relaxation and controlled breathing exercises like yoga and getting involving in spiritual activities. avoiding smoking and alcohol. planning the work in the right way. . swimming.• Understanding the organization strategy: the employee should be aware of the organization mission and strategies and try to identify his role in helping the company achieve his mission. • Positive thinking: The employee should have a positive approach towards stress management like maintaining motivation.

while 11% said that it was too much. • About 70% 0f the industry leaders coping with the work pressure suffer more of a mental stress than physical strain. work . most of them do not consult doctors but read books and spend time with their families to cope with the work pressure. • CEOs suffer quite a bit of stress mainly because of severe business competition. • In reply to a separate questionnaire. • “Doing business under severe competitive conditions is not easy. not many of the corporate honchos prefer to consult their doctors unless they have symptoms of diabetes. .66% CEO ’S ARE UNDER STRESS • About 70pc of the industry leaders coping with the work pressure suffer more of a mental stress than the physical strain. • Over 66% of the 270 CEOs and CMDs contracted by the ABB Survey stated that they do come under stress. indigestion and insomnia.Anil K Agarwal said while commenting on the findings of the Survey. Severe business competition (SBC) puts the maximum of pressure on the company heads who are always looking for 'innovative' ways to stay ahead of their rivals. As many as 77 per cent of the ABB respondents said the SBC was die main culprit for adding to their pressure. • Paradoxically. As many as 22% said that the stress level was moderate for them. There was an overlap of reasons among these three parameters. 82% of the medical consultants revealed that the company heads do not visit them unless they have visible and severe life-style related diseases. an ASSOCHAM Business Barometer (ABB) Survey has revealed. ASSOCHAM President. blood pressure.related deadlines ( 44 per cent) and business traveling ( 44 per cent ) are other three main reasons for die stress level of the CEOs. the ABB Survey covering most of the industry sectors showed. • Staff constraint ( 44 per cent). It tests your physical and mental stamina”. with the mental pressure being the severest of the trouble spots. Mr.

Fifty five per cent of the CEOs and CMDs take to reading.• • • • • • • • • • • • • • • • • • The respondents were given the options to rank the causes of stress and all the three reasons were cited with equal weightage. the ABB found.11% Working our. Not everyone sees a situation in the same way. spending time with family and listening to music were cited as the three main stress busters. The SBC in these countries takes the maximum toll on the corporate leaders than here . the CEOs said that their peers in die US . month or day.44% Staff constraint. Identify the external and interior factors that create stress for you. we automatically assess the situation mentally and try to determine if it is threatening to us. no two people react to stress in the same way. 33 per cent of the ABB respondents said they do meditation and Pranayam and find it quite a stress. hungry. Europe and China suffer more stress . landing that job you've always wanted or . External factors can include certain people. We don't tool stress when we think that we have more than enough resources to cope.77% Business traveling. Heading books (stealing time at the airport lounges etc). moving to the house of our dreams.55% Spending time with family. the time of the year.11% Spending weekends away from city -11 % COPING WITH STRESS When something happens in our lives. Interestingly. 1.11% STRESS BUSTERS: Reading books. If we feel that we don't have the skills or resources necessary to deal with the situation then we feel stress. Thanks to popularity of the Yoga Gurus and things like Art of Living. Events that we perceive as joyful such as bringing home a new baby. not feeling well. places. Interior factors can include when you are tired. therefore.44% Work related deadlines-44% Multi-tasking-22% 6 Family pressure along with business pressure.reliever.44% Music. I have identified 5 steps for managing stress. bored or simply out of energy. Yoga is catching up fast among the corporate leaders while the good old habit of playing golf has taken a back seat.44% Yoga-33% Playing golf. PRESSURE COMES FROM: Severe business competition. while 44 per cent each find spending time with family and listening to their favorite numbers as the ways to relax their nerves.

When you see it in your mind. Run your black and white movie again only now add an absurd sound track to it. Now run the movie again except mat this time it is in black and white. Choose a sound track that just doesn't fit with the situation or make the person in it have a Daffy Duck voice. Make it lower than a 6. Does your heart beat faster? Does your stomach feel knotted up? Are your muscles tense? Do you have a sense of dread? Do you spend a lot of time complaining to anyone who will listen? Find yourself getting angry easily? I often feel scattered. 3. out of control or victimized?1 Realize that you cannot control anybody else's behavior but you can definitely control your own attitude and therefore your reaction to their behavior. How do you know you are stressed? Identify the symptoms or indicators. Close your eyes if it helps you. 2. or if we choose to interpret then. Based on what filters we have in place. How many of you have a bad script in your head and it's looping over and over? Do any of you have a picture or a situation that you just can't forget about? Let’s try some refraining. like I'm being pulled in a thousand directions at once. hear the audio track. Now think of the situation again. we are only aware of a small portion of it. Far away or be looking down at it so that it appears (o be very small from a bird's eye point of view. These feelings are associated with the fight –or. No one can make you reel stress. . are there any smells attached to it? Be there in that moment.flight response causing a release of adrenaline. What goes on in our mind falls within our ownership and control. sec. unfocused. make any meaning or respond in any way you wish. differently.it far. This is the response that has helped the human race survive up to this point by readying our body to deal with threatening situations. Does anyone feel a difference in its intensity? Less? We simply want to change the meaning of the event that is sent to die brain. then we change our attitude or reaction. You own it! You are ultimately responsible for your own reaction to the stress at hand.when your children leave home often leave us feeling stressed simply because we don't feel prepared to deal with them. There are billions of pieces of information fighting to our attention at all times. Now run it one last time but change the viewpoint. if you decide to react otherwise. Run this incident through your head frame by frame like a movie. We interpret the information that we choose to be aware of based on a variety of factors including our beliefs. I want you to take a second and think about an incident that has upset you recently. Try and see it. What is behind your reaction to the stress at hand? Do you feel helpless. a) Reframing The meaning we attach to a situation or event depends on the frame we put mound it. Don't make it a 10 on the Richter scale. 4. If we choose to pay attention to different pieces of information. We create our own reality by what information we allow to come to our attention and how we choose to interpret it. Cheer up! There are a variety of strategies available to help you cope with stress. Even in the most difficult of external circumstances you can create your own thoughts.

And even when you have made it a habit. As motivational speaker. it will continue to make you uneasy. Your mind and body are part of one system Take care of yourself we react differently to stress. We all know what we have to do to care for our physical needs but we also need to take care of our spiritual and mental health as well. Our behavior is a . Change your physiology and you will change how you are feeling. Al! too often we simply don't put. Leading to a willingness to sacrifice the nation's or the larger interests for our own. he has few equals. Feeling stressed can be a direct result of what you are saying to yourself. then that is exactly how you will feel . exercise regularly and get enough sleep. Stress is the major problem of our times. Take on the body language that you use when you are confident and in control and that is how you will feel. Take a course. c) Change your physiology Have you ever watched people when they are experiencing stress? We all have a particular way we hold our bodies when we are experiencing that flight or fight. as I see it. go to a particular place or when it is a specific time of day etc. d) Refocus on your intention or purpose 1 often feel stressed when I try and do a dozen things at once and need to stop and refocus. both literally and figuratively! HANDLING STRESS A STEP BY STEP METHOD Shiv Khera needs no introduction. Put a smile on your face. In order to cope with stress effectively we have to eat well. as long as you don't get caught. In the long run we can also end up with serious illness. learn something brand new. write every day. is going against the value system. It is a pity.b) What is in your head comes true in your life Nothing has any power over us except the power we give it in our own thoughts. based on how we feel physically. The quality of your life is determined by what you communicate to yourself]. if you are anticipating a certain type of reaction when you see a particular person. How you feel is what you say What you say is what you do. a lifestyle. but dishonesty is considered perfectly all right by many—a way to cope with the modem times. Remember to breath. ourselves first The end result is that we end up with no physical or emotion:)!resources left and take it out on everyone around us. Choose carefully what you say to yourself." This seems to be the guiding principle. signal. What is my intention here? What am I trying to accomplish? Often simply refocusing on the here and now and accomplishing one thing at a time will calm down. your conscience is bound to trouble you. even if it feels artificial and take deep even breaths. The first time you cheat or have been dishonest. meditate or find times in the day to be totally silent. corporate guru and consultant. What you think is how you feel. one reason for stress. "Do wrong it doesn't matter. Spend time each day doing those things that you are passionate about.

how we face them distinguishes one individual from another. It crystallizes the issue. The Final Step: Find possible solutions. and life's chief characteristic is the existence of problems. then go ahead and act. Action is all-important. The Fourth Step: Find the causes.reflection of our internal state. as cautioned. A Step by Step Method The First Step: Ask yourself: Is it a problem or an s inconvenience? Nine times out of 10 it will turn out to be an inconvenience. It means we are alive. Don't blow it out of proportion. However. it will relax you." Remember. it will stress you. he had encountered a set of people who'd no problems and were in possession of complete peace of mind. especially corporate executives. Everyone did. Say the serenity prayer: "God grant me the serenity to accept the things I can't change. Circumstances don't make a man. don't. like parents or skin color And so many other things in your life. Don't be afraid of or resist a problem. but don't expect it accepting it releases the tension and gives you a burst of energy in your system. And then move on. ask yourself what is the worst that can happen? Visualize it and accept it. This helps in constructive problem-solving. Everyone has problems. About the second. And so no great cause for worry. others (lesser ones) break themselves. but not out of sight (this is demodulating and stressful). He explained that on the way to the church. this prayer and the attitude contained in the prayer can be very energizing and tension-releasing. Under the same set of circumstances. but we sure can "handle" every problem. if you can change things. Why brood over it? From my own experience as well as that of many I know. I once met Norman Vincent Peale. our conscience keeps troubling us and this reflects itself as stress. he asked? Again. And having zeroed in on the best solution. The Third Step: Next. is to have realistic goals. there are many things that just cannot be changed. The Second Step: Write down the problem. Goals should be out of reach (this makes for a challenge). . Me was addressing a congregation on how to face life's problems. There are ways of handling stress. We can't "solve" every problem. if you accept them grudgingly. It is important to keep the problem in perspective. the legendary exponent of positive thinking. If we are doing wrong. everyone raised their hands. He asked the persons assembled there to raise their hands if anyone had a problem. Learn to accept these things graciously. expect it—you will be overwhelmed by anxiety. chronic stress is bad and must be avoided at all costs because it is both physically and emotionally damaging. some people break records. How many want to get rid of their problems. they reveal him. is their pursuit of unrealistic goals. A problem is a sign of life. However. the courage to change the things I can and the wisdom to know the difference. Now you know clearly what you have to face. rather than solve. act. The problem with most people who suffer stress and psychosomatic disorders. "Handle" is the key word. Some stress is indeed useful: it challenges you and acts as a stimulus to great performance. Another way to avoid stress. The place where he had met these people was the cemetery a few yards away from that church.

In a scenario where there are too few rewards and too many aspirants. It involves the identification of stressful aspects of work (e.g. However. Nobody's flawless and nobody's lived life without making mistakes. The advantage of this approach is that it deals directly with the root causes of stress at work. But the parents' duty is to explain that failing doesn't mean [hat the child is a failure." What Can Be Done About Job Stress? Stress Management Theresa's company is providing stress management training and an employee assistance program (EAP) to improve the ability of workers to cope with difficult work situations. at the workplace) being chased by too many students and aspirants. And when the child fails either to' secure the seat or the job. However. Organizational Change. David's company is trying to reduce job stress by bringing in consultant to recommend ways to improve working conditions. excessive workload. the effects of stress on health. Cheat me once. The reason is the competition.. it also has the advantage of being inexpensive and easy to implement. but if I get cheated twice (by you. forgive oneself for past mistakes. In contrast to stress management training and EAP programs. John Kennedy said: "Forgive the deed but don't forget the man.) Stress management training may rapidly reduce stress symptoms such as anxiety and sleep disturbances. (Heaps provide individual counseling for employees with both work and personal problems. stress management programs have two major disadvantages: The beneficial effects on stress symptoms are often short-lived. colleges. Nearly cine-half or large companies in the United States provide some type of stress management training for their workforces. the same person) shame on me. There are too few seats (in schools. it's a shame on you. this doesn't mean you don't learn from the other's evil and cunning and stay on guard against him or her. Parents have unrealistic goals and force them on their children. it wastes the energy we could use constructively in our own betterment. managers are sometimes uncomfortable with this approach because it . conflicting expectations) and the design of strategies to reduce or eliminate the identified stressors. Another stress-handling method. However. given all the pressure put on him or her and all the emphasis on winning by the parents so far. Stress management programs teach workers about the nature and sources of stress. he or she acquires an inferiority complex. Guilt and resentment are the result of not forgiving oneself and can be highly stressful. And revenge is senseless. and personal skills to reduce stress—for example. Failing doesn't mean you are a failure. time management or relaxation exercises.This is the crisis in many parent-child relationships in our country today. This approach is the most direct way to reduce stress at work. They often ignore important root causes of stress because they focus on die worker and not die environment. and to restore his self-esteem. failing is got to happen somewhere. And forgive others too.

—American Psychologist Preventing Job Stress — Getting Started No standardized approaches or simple "how to" manuals exist for developing a stress prevention program.can involve changes in work routines or production schedules.. For this reason. At a minimum. a combination of organizational change and stress management is often the most useful approach for preventing stress at work. and especially the unique types of stress problems faced by the organization. Although it is not possible to give a universal prescription for preventing stress at work. Give workers opportunities to participate in decisions and affecting their jobs. specialized training for in-house staff or use of job stress consultants) Bringing workers or workers and managers together in a committee or problemsolving group may be an especially useful approach for developing a stress prevention program. partly because they capitalize on workers' firsthand knowledge of hazards encountered in their jobs. on the other hand. for example. available resources. organizations need to be adequately prepared. Program design and appropriate solutions will be influenced by several factors— die size and complexity of the organization. it is possible to offer guidelines on the process of stress prevention in organizations. is bothered by difficult interactions with the public and an inflexible work schedule. the main problem is work overload. In David's company. However. How to change the organization to prevent job stress? Ensure that the workload is in line with worker’s capabilities and resources. preparation for a stress prevention program should include the following: Building general awareness about job stress (causes. In all situations. costs. Research has shown these participatory efforts to be effective in dealing with ergonomic problems in the workplace. Theresa. But even the most conscientious efforts to improve working conditions are unlikely to eliminate stress completely for all workers. Clearly define workers’ roles and responsibilities. or changes in the organizational structure. intervention and evaluation For this process to succeed. Establish work schedules that are compatible with demands and responsibilities outside the job. As a general rule. Improve communications—reduce uncertainty about career development and future employment prospects. Provide opportunities for social interaction among workers. the process for stress prevention programs involves three distinct steps: problem identification. stimulation and opportunities for workers to use their skills. actions to reduce job stress should give top priority to organizational change to improve working conditions. when forming such . Design jobs to provide meaning. and control) Securing top management commitment and support for the program Incorporating employee input and involvement in all phases or the program Establishing the technical capacity to conduct die program (e.g.

labor representatives. But sometimes there are no clues.working groups. cure must be taken to be sure that they are in compliance with current labor laws. Step 1 — Identify the Problem. In a larger organization. such discussions can be used to help design form surveys for gathering input about stressful job conditions from large numbers of employees Regardless of the method used to collect data. health and job complaints. Group discussions among managers. The best method to explore the scope and source of a suspected stress problem in an organization depends partly on the size of die organization and die available resources. Lack of obvious or widespread signs is not a good reason to dismiss concerns about job stress or minimize the importance of a prevention program. information . and employees can provide rich sources of information. especially if employees are fearful of losing their jobs. Such discussions may be all that is needed to track down and remedy stress problems in a small company. and employee turnover often provide the first signs of job stress. STEPS TOWARDS PREVENTION Low morale.

Data from discussions. and satisfaction The list of job conditions that may lead to stress and the warning signs and effects of stress provide good starting points for deciding what information to collect. Other problems such as excessive workload may exist only in some departments and thus require more narrow solutions such as redesign of the way a job is performed. a team is asked to develop recommendations based on analysis of data from Step 1 and consultation with outside experts. but others may require additional time to put into place Before any intervention occurs. measures are only rough indicators of job stress—at best.g. Frequently. Employee perceptions are usually the most sensitive measure of stressful working . Long-term evaluations are often conducted annually and are necessary to determine whether interventions produce lasting effects. such as an all-hands meeting. In small organizations. a more formal process may be needed. Many interventions produce initial effects that do not persist. employees should be informed about actions that will be taken and when they will occur. and satisfaction. or performance problems can also be examined to gauge the presence and scope of job stress. However. improved communication. Certain problems. health problems. levels of perceived stress. may be pervasive in the organization and require company-wide interventions.should be obtained about employee perceptions of their job conditions and perceived levels of stress. stress management training). Step 3 — Evaluate the Interventions. illness and turnover rates. In large organizations. surveys. Evaluation is an essential step in the intervention process. Some interventions might be implemented rapidly (e. A Kick-off event. Evaluations should focus on the same types information collected during the problem identification phase of the intervention. such as a hostile work environment. Still other problems may be specific to certain employees and resistant to any kind of organizational change. Time frames for evaluating interventions should be established. die stage is set for design and implementation of an intervention strategy. is often useful for this purpose. and other sources should be summarized and analyzed answer questions about the location of a stress problem and job conditions that may be responsible—for example. Evaluation is necessary to determine whether the intervention is producing desired effects and whether changes in direction are needed. Short-term evaluations might be done quarterly to provide an early indication of program effectiveness or possible need for redirection. including information from employees about working conditions. Objective measures such as absenteeism. the informal discussions that helped identify stress problems may also produce fruitful ideas for prevention. are problems present throughout the organization or confined to single departments or specific jobs? Step 2 — Design and Implement Interventions: Once die sources of stress at work have been identified and the scope of the problem is understood. Interventions involving organizational change should receive both short. health.and long-term scrutiny.. calling instead for stress management or employee assistance interventions.

that burst of energy will enhance your performance at the right moment I've yet to see a top sportsman totally relaxed before a big competition. as you can take action to make it less stressful. Or if you've got the inclination. meetings. the effects of job stress interventions on such measures tend to be less clearcut and can take a long time to appear. Adding objective measures such as absenteeism and health care costs may also be useful. Stress is contagious Stressed people sneeze stress germs indiscriminately and before you knew it. 2. Easy to learn and easy to implement. Use heavy breathing You can trick your body into relaxing. so why waste all that energy worrying needlessly? Give stress thought-trains die red light and stop them in their tracks. Know your stress hot spots and trigger points Presentations. "If this happens. Use stress wisely to push yourself that little bit harder when it counts most. play stress doctor and reach them how to better manage their stress.how likely is that. giving difficult feedback. Repeat the 7-1l breathing until your heart rate slows down. interviews. tight deadlines? My heart rate is cranking up just writing these down! Make your own list of stress trigger points or hot spots. job stress prevention should be seen as a continuous process that uses evaluation data to refine or redirect the intervention strategy. Stop stress thought trains It is possible to tangle yourself up in a stress knot all by yourself. your sweaty palms dry ff and things start to feel more normal. 1. around are losing their bead.conditions and often provide the first indication of intervention effectiveness. Copy good stress managers When people. 3. Breathe slowly for a count of 7 then breathe out for a count of 11. then that might happen and then we're all up the creek!" Most of these things never happen. 7 Successful Stress Management Techniques Everyone needs successful stress management techniques. Rather. you are infected with stress germs too! Protect yourself from stress germs by recognising stress in others and limiting your contact with them. you can use them for your own stress management or teach them to help others manage theirs. Is it only presentations to a certain audience that get you worked up? Does one project cause more stress than another? Did you drink too much coffee? Knowing what causes you stress is powerful information. which keeps calm? What are they doing differently? What is their attitude? What language do they use? Are they trained and experienced? Figure it out from afar or sit them down for a chat. However. Do you . Make stress your friend Acknowledge that stress is good and make stress your friend! Based on the body's natural "fight or flight" response. 4. The job stress prevention process does not end with evaluation. by using heavy breathing. 5. Be specific. Okay so it might go wrong . and what can you do to prevent it? 6. Learn from the best stress managers and copy what they do.

We have a special cell with experienced teachers who conduct such workshops. also holds sessions for corporates. more than 90 per cent of ailments emerge in the mind that get reflected in the body. According to research conducted by the institute. drink. Companies are beginning to realize that their employees need a structured solution to manage stress and large corporate. an Art of hiving Foundation Course teacher reiterates this fact. Our aim is to introduce them to the wonders of yoga and make it a part of their daily life. but worth mentioning as it's often ignored as a stress management technique. yoga is gaining acceptance as an effective tool." . "For more than 10 years now. A Fast Follower Statistics reveal that the corporate segment is one the fastest growing clientele for yoga and stress management institutes. etc on stress management. healing process. multinationals and employee-friendly companies have already set the ball in motion. This all-in one formula that is acting as a soothing agent for the burned-out corporate is only growing on the popularity charts. the number of corporate classes in Mumbai has jumped from around 70 per year since 2000 to 100. With the influx of foreign companies. Eat. the organizational culture is changing and companies are becoming more open to trying out new methods to boost employee productivity and morale. The government-recognized The Yoga Institute in Santacruz. What is cementing its position firmly as the numero uno stress buster among working men and women is that yoga is seen as a definite. Reema Sisodia navigates through the corporate jungle to find yogic relevance in the stress-saturated workplace From the much publicized strict routine of Ashtanga Yoga that Madonna so famously adopted to having October 3 being declared as BKS Iyengar Day by City & County ot San Francisco in honor of the famous exponent. Kind of obvious. entertainment industry. we have been holding workshops for leading corporate houses ranging from BPOs. The statement made by Balvinder Chandiok. Don't burn the candle at both ends! Yoganomics In The Corporate Age Jetsetting corporate employees are turning to yoga as much as ergonomics in the office environment to fight work pressures.need to learn some new skills? Do you need extra resources? Do you need to switch to de-caffeinated coffee? 7. founded by Shri Yogcndraji in 1918. A yoga trainer from the institute says. poor diet and no exercise wreaks havoc on our body and mind. sleep and be merry! Lack of sleep. Mumbai. Corporate World. (Source: CNN News). albeit gradual.000-year old yoga tradition has definitely come a long way. More and more people are going back to their roots to look for answers that promise to solve their 21st century complaints. the 5. According to him. As a result. which can well be the beginning of a health revolution. media.

The technique of conscious relaxation has proved to be popular among corporates. Kumkum Nongrum. US and China. who experienced a two-day workshop with VibrantLife. we turn the workstation to a fitness station. says. A Part Of Company HR Policy Organizations such as ABN AMRO Bank have laid increased emphasis on fitness and health of their employees. Executives from JM Morgan Stanley. practical and effective." International Popularity Yoga's popularity has transcended borders and made its impact felt even in the corporate sector of the western world. head (Learning & Development) at ABN AMRO. Nandita explains that it is vital that the workshop-offers techniques that can be done at t'-e workstation itself without laying down the mat: or looking for a secluded corner or room to practice. Phil Aston. Yoga has been an important aspect of our company fitness program apart from other fitness regimes that we offer our staff. which are designed across a certain time frame. especially the young blood. "Most of our waking time is spent in office and it is important to introduce techniques that are simple." she adds. are now realizing the importance of the age-old traditional and science of yoga and are ready to make that 360-degree turn. Many participants have got back to us saying that it refreshes and rejuvenates them to face die remaining part of the day without fatigue. He believes that the demand for corporate yoga is definitely on the rise and trains others to conduct corporate yoga sessions." A key lesson his colleague says he learned is that self control rather than control of others leads to better stress management. Some even admitted that yoga actually showed them the extent to which they had abused their bodies. Our staff has taken very well to yoga as we have recorded a 40 per cent participation increase between two yoga modules. Sizable amounts are being spent on yoga workshops in Europe. says. Stress Prevention Programs: What Some Organizations Have Done . "Our leadership program Tit-in-job' module is based on the thought that a fit body is a fit mind.Working people." But she warns renders that little knowledge can be dangerous. too felt that the relaxation technique were ?. Yoga should be learned practiced only under professional guidance especially for beginners. We outsource the yoga program and hire experts in the field as well and insist on the combination of mediation and nutrition with our yoga curriculum. hence. "Yoga is beautiful as it shows results even through simple methods like breathing the right way. "This was the first time that I was introduced to yoga and relaxation techniques and I can feel the difference in just two days. An executive of Tata Motors. and she recommends joining only reputed institutes and experts with credibility. when interviewed after a half-day session with VibrantLife.n absolute winner. Gopalan concludes saying. a yoga expert based in UK has been conducting workshops for many years now and confirms the fact that yoga has all the answers with regards to stress management.

Examples of these actions included (1) greater participation of employees in. Analysis of the survey data suggested that three types of job conditions were linked to stress complaints among workers: Unrealistic deadlines Low levels of support from supervisors Lack of worker involvement in decision-making. she decided to seek help from a faculty member at a local university who taught courses on job stress and organism on a! behavior. These meetings could be best described as brainstorming sessions where individual employees freely expressed their views about the scope and sources of stress in their units and the measures that might be implemented to bring the problem under control. the department head developed and prioritized a list of corrective measures for implementation. she concluded that a serious problem probably existed and that quick action was needed. she decided to hold a series of all-hands meetings with employees in the different work units of the department to explore this concern further. The faculty member used information from the meetings with workers and managers to design the survey. For weeks he had been plagued by aching muscles. The faculty member was also involved in the distribution and collection of the anonymous survey to ensure that workers felt free to respond honestly and openly about what was bothering them. he didn't even notice when . but eventually he became so short tempered and irritable that his wife insisted he get a checkup. Using the information collected in these meetings and in meetings with middle managers. Now. Stress in Today's Workplace The longer he waited. and prevention—for all workers and managers in the department. After reviewing the information collected at the brainstorming sessions. loss of appetite. work scheduling to reduce unrealistic deadlines and (2) more frequent meetings between workers and managers to keep supervisors and workers updated on developing problems. and a complete sense of exhaustion. restless sleep. It was also decided that a survey would be useful to obtain a more reliable picture of problematic job conditions and stress-related health complaints in the department. At first he tried to ignore these problems. the more David worried. Job dissatisfaction and health symptoms such as headaches also seemed to be on the rise.A department head in a small public service organization sensed an escalating level of tension and deteriorating morale among her staff. He then helped the department head analyze and interpret the data. Because she was relatively unfamiliar with the job stress field. sitting in the doctor's office and wondering what the verdict would be. effects. they decided it would be useful for the faculty member to conduct informal classes to raise awareness about job stress—its causes. I having pinpointed these problems. Suspecting that stress was a developing problem in the department.

the situation is different—the challenge has turned into job demands that cannot be met. friend. and within minutes they were talking and gossiping as if she had never left "You got out just in time he told her. you had a job. If only I could use some of my sick time to look after her. That's not for sure anymore. Most of the time I'm caught between what the customer wants and company policy. the computer routes the calls and they never stop. I try to be helpful and sympathetic. But sooner or later. Morale is so bad they're talking about bringing in some consultants to figure out a better way to get I he job done. It used to be that as long as you did your work. We all go to our own little cubicles and stay there until quitting time. Not your co-worker. relaxation has turned to exhaustion. Write them out and describe each situation. ! . I really miss you guys. but i can't promise anything without getting my boss's approval. or wife. Guys are calling in sick just to get a break. Before you can conquer your stresses you must know what is stressing you. A lot of the reps are seeing the employee assistance counselor and taking stress management classes. "I'm afraid I jumped from the frying pan into the fire.The other reps are so uptight and tense they don't even talk to one another. and job failure. nobody feels safe. Her gentle poke in the ribs brought him around. They had been good friends when she worked in the front office at the plant.swear I hear those machines humming in my sleep. We're so backed up I'm working twelve-hour shifts six days a week. They expect the same production rates even though two guys are now doing the work of three. which seems to help. Share all bad feelings with a friend or in a journal. The Nine Stress Management Tips 1." she said. someone will have to make some changes in the way the place is run. No wonder I'm in here with migraine headaches and high blood pressure. I'm not sure who I'm supposed to keep happy.I even have to schedule my bathroom breaks. and a sense of satisfaction has turned into feelings of stress.Theresa took the seat beside him. the stage is set for illness. In my new job. injury. Know what stresses you most. but he hadn't seen her since she left three years ago to take a job as a customer service representative. "Since the reorganization." Conclusion For David and Theresa. YOU!! Get your feelings out. my mother's health is deteriorating. husband. to make matters worse." CASE 2 "Well. All 1 hear the whole day are complaints from unhappy customers. In short. .

but will help make you a success in your chosen field. Take those vitamin pills daily. or read a book. Saying no is one of the hardest things in life. goals. If asked to chair another group or take on another responsibility. Work all day if you must but when you get home play. Cortisol. We can actually lower the amount of the bad stress hormone. and protect your immune system. Focus on your own goals. Work hard but know when to take time off to be with the family. Say no. needs. and dreams. Learn to meditate and take deep breaths to calm down 4. Studies show a good attitude helps lower cancer rates. If it is does not fit it there say thank you but I just cannot. Ask yourself WHY . 5. your dreams. or tell your child a story. Learn to relax . and keeps a relationship together through hard times 6. 3. not your spouse's or parents'. look at your mission statement or goals for the day. Eat healthy . and your passions. Keep a sense of humor. by taking vitamins. Eat less junk food and more fruit and vegetables for an amazing overall lowering of stress levels. watch cartoons. makes surgery more effective. This allows stress tension to go away and helps you calm the heart's pace and digest food normally. You must know yourself. hopes. go to the beach. Keep laughing . Why are you doing this? Write down your wants. Does what you are doing now help you get fulfill any of these things? What is your motivation? The more you understand why you doing what you are .2.

Joseph Campbell. Stay active . Do the worst and hardest tasks first. The more you do in life that goes with your own flow. then stop doing it.doing the less stress you will have. you plan to fail. If you fail to plan. a wise philosopher. You'll come back with an acute focus and renewed energy. If you cannot come up with a good reason. the more passion you'll have for what you do 9. Follow your bliss. 8. 7. Exercise is a great way to relive tension and gives you a great break from exams. advises you to follow your bliss. Even a three minute jog is helpful at taking your mind off your pressures. Organize and Prioritize. Try to know which subjects and type of people you enjoy. A healthy body makes a happy body. CORPORATE STRESS . Keep a to-do list and calendar with you at all times. Structure your life around activities that you love.

1994). only on a global platform can the far reaching impacts of corporate stress be fathomed.The fact that animate human resources are as vital as the inanimate plane and machinery for any organization is just stating obvious. stress-related problems are linked to half of all premature deaths. poor job satisfaction. Xerox corporation estimate portray the cost of losing 1 executive to stress-related illness to be about $6. . 1993) • Around 28% of problem in an employee’s family life can be attributed to job stress. resulting in absenteeism. Thus. low employee morel.000bn. 60% of companies now claim to ensure that jobs are in consonance to their personality. (Davis & Teasdelle. COST OF CORPORATE STRESS: The fact that corporate stress is expensive is evidence from the finding of the following empirical survey: • Stress-related illnesses cause losses upto 30 times the working days which are lost due to industrial disputes [configuration of British industry (CBI) Report. so that stress can be eradicated. ultimately leading to reduce performance standards. quality of human resources assumes an even greater significant in the modern-day world. It is estimated that over 150$bn is wasted due to corporate stress related failures. a company spends a quarter of their after –tax profits on medical bills. • Stress-related is responsible for an average employee being absent from the work place for one-and-half years of his/her working life.1992]. The WHO has predicted that by 2020 “depression is likely to spread its vicious tentacles as the second largest global factor contributing to the increase in a number of unproductive years in an individual’s life. Efficiency and productivity of modern organization largely depend on a sound and committed workforce. thus it is evident that stress is not only troublesome but also expensive. estimates reflect the total cost of job stress to be 2$bn.00. • As per CBI survey conducted in 1993. • In the US. • On an average. In view of the paucity of related data ns scenario. the survey of the economy of the UK is no exception. • Stress-related mental illness is responsible for the loss of 80million working days(CBI report.

• It is observed that out of every 10 people. As is evident. political impacts. Earlier. This reduces time for recreational and family activities • Changes in business cycles create economic imbalances. For a majority of people in recent years. one seeks psychiatric help at some time or the other in his or her life time. Three factors have been identified to be the causal factors contributing to job stress: Environment Stressors Organizational Stressors Individual Stressors. estimates that approximately 30-40% of all sickness and absenteeism is attributable to mental and emotional disturbances among employees at work places. their financial situation has also proved to be a major cause of stress. As shown. people become increasingly anxious about their job security. but unfortunately with complexities of modern age and information technology revolution. etc. The antecedents of stress or the so-called stressors. the victims of job stress were mostly people in their middle age. individual dispositions affect stress outcomes the most. When the economy is contracting. Modern researchers opine that job stress is not just limited to factors that are internal to the organization but also to the ones that are external. Political factors also contribute to . are diagrammatically represented in Exhibit 1. or the spouse has had to enter the work force in order to make ends meet. it is now increasingly becoming clear that these do have a tremendous impact. stress-related disorders have begun to affect people in their early 20s or even late teens. as reported in the mind survey conducted in 2005. these causes originate from factors that are both external and internal to the organization. financial. Stressors Effecting Today's Employees The magnitude of stress depends on the proximity of the stressor to the job and the individual. The below diagrammatic exposition represents the extent of influence that each factor exerts on stress. affecting today's employees. whereas organizational factors are observed to exert a moderate degree of stress k is now important to take a closer look at each of these factors in detail: Environmental Stressors Although most analyzes of job stress ignore the importance of exogenous factors and events. Many people have been forced to take up a second job.• The mind survey conducted in 2005. economic. environmental stressors have the least impact. Environmental stressors include societal or technological. Causal Factors Leading to Organizational Stress Job stress is a major phenomenon that cripples organizational life.

opened s new dimension of terrorism-related stress for the Americans. Although the organization is an association of lndividuals. working conditions. there are varied macro-level dimensions that are unique to the organization which contain potential stressors. Technology is another environmental factor contributing to job stress. Economic problems are created by individuals. Interpersonal pressures are created by otter employees in an organization. Non-cooperation from other employees and poor interpersonal relationships can cause considerable degree of stress among employees. The establishment stage is characterized by a great deal of excitement and uncertainty. For instance. Terrorism is another potential cause. working in a damp. automation and other improved forms of technological innovations pose a potential threat to many people and cause stress. role. Role pressures relate to the demands placed on a person on account of a particular role he or she has to play in the organization. Organizational Stressors Besides potential stressors that occur outside the organization. all organizations too pass through a life cycle. Individual Stressors Although an average employee works for about 50 hours a week. for instance. of environment-induced stress in the 21" Century. the breaking off of a relationship. computers. physical work. during which risks and uncertainties are the least. discoveries can make an employee's skills and experience obsolete in a very short time. etc. Task pressures are the ones that relate to a person's job.job stress. who overextend their financial resources and give rise to a fresh set of personal troubles that in turn prove stressful for them and distract their attention from their work. there are a few stressors which are associated within the organization itself. organizational pressures. These factors can be categorized as task. Role conflict creates expectations that may be hard to reconcile or satisfy. they and become mature and eventually decline. New innovations. . the terrorist attack on the World Trade Center on September 11. This encompasses factors prevalent in the employee's personal life. interpersonal. problems that people encounter in the remaining 120 non-working hours can impact one's job. particularly the birth and decline stages of an organization's life cycle ate the most stressful for them. The incidence of stress is observed to be the least in the maturity stage. etc. discipline troubles with children are examples of relationship problems that tend to create stress for employees and even influence job performance. Political threats and changes in developed countries like the US and Canada can also induce stress. Regardless of one's income level these problems crop up because most people are poor money managers or have wants which always seem to exceed their earning capacity. uncongenial work environment can increase anxiety and stress. 2001. especially the ones with a high social need. layoffs. Marital problems. retrenchment. Employees face different problems and pressures during the course of an organization's life cycle. They are born. while the decline stage demands cutbacks. Role overload is experienced when more is expected from the employee what he or she is capable of. yet the hazards. these factors range from personal family issues those which are inherent to an individual's personal characteristics. Similar to a product. etc. aggravating symptoms of stress. Primarily. layout. Various surveys have consistently revealed that people hold family and persona! relationships dear.

It is apparent that the effects of stress are extremely powerful and farreaching.6 73. 149. The most widely studied pattern in the stress-performance literature is the invertedU relationship which is represented in the following exhibit. Lawyer Insurance Agent Advertising Salesperson College Professor School Principal Market Research Analyst Personnel. 119.6 108. 103. 17. 173. The greater the stress people encounter on the job. .Table: Stress Scores According to their Magnitude Rank Score 1. 31.7 42. Advertising Account Executive Real Estate Agent Stock Broker.8 38. 104. 60. 42. that it has been estimated that its annual costs exceed 10% of the US GNP Stress and Job Accomplishment The most recent evidence available suggests that stress exerts negative influence on job performance.3 63.Adapted from the Wall Dow Jones's & Company Inc. 35. job performance levels are lowered even by relatively low levels of stress. Differently put. so widespread are the antagonistic effects of stress.2 51.9 54.3 59. Retail Salesperson Accountant Street Stress Score 176. the more adversely affected their job performance tends to be.6 74.9 31. Effects of Corporate Stress It's evident that stress stems from multifarious sources and exerts tremendous influence on the people who experience it.7 34. Recruiter Economist. SO. 2. Jobs US President Senior Executive . 20.1 41. In fact. 7 64. 16.1 71.1 journal 1997 Source. There has been a significant amount of research investigating the stress—job accomplishment relationship.

boredom and procrastination.Leading to Psychological Symptoms Stress can cause dissatisfaction. Stress and Desk Rage A manifestation of stress on job in recent years is the job/desk rage— lashing out at others—as a consequence of stressful encounters on the job. Burnout . increased blood pressure. This research led to the conclusion that stress can cause change^ metabolism. anxiety. It is further argued that even moderate levels of stress can have a negative influence on performance in the long term'. etc. to physical violence or even hitting a co-worker. It was predominantly due to the fact that the topic was researched by specialists in the health and medical sciences. Stress-affected people are often described to suffer from burnout. insomnia. but excessive amounts of stress constrains a person and lowers his/her job performance. increased heart and breathing rates. induced heart rate. which is a syndrome of emotional. and continued intensity of the stress wears down an individual fast. Individuals then often perform their tasks better. Stress Survival Sutras in Organizational Framework . Stress shows itself in other psychological states—tension. job dissatisfaction in fact is "the simplest and most obvious psychological effect" of stress. irritability. Research reveals that office workers have been known to behave violently towards others when stressed out by long hours and difficult working conditions. and exhausts his or her energy resources. This may take different forms.The logic underlying the inverted "U" is that low to moderate levels of stress stimulate the body and increase its ability to react. ranging from yelling or verbal abuse at co-workers to crying over work-related issues. ^ Physiological and Health Syndrome Research estimates reveal that stress accounts for around 50-70% of all forms of physical illness. headaches. physical and mental exhaustion coupled with feelings of low self-esteem or low self-efficacy.

However. The reason for this being: Such levels of stress may be functional and may le. Such programs deal with various issues like personal problems. It is a well acknowledged truth that better the health of workers. Absence Control Programs It is acknowledged that employees do need to take time off from the job to reduce the incidence of stress. conducive to their well-being. to help people quit smoking.. free of mental. several effective strategies are available for coping with this malady. Employee Assistance Programs A recent survey report suggests that almost two-thirds of all major companies have incorporated employee assistance programs in place. Moreover. we need to adhere to the bottom line for survival. few companies are offering programs that provide employee flexibility so that employees are given time off from work.. financial and legal problems. e. profit and corporate success. at the organizational level. relaxation. Defusing Corporate Stress The health and wellness of workers is not only a matter of serious concern for the employees them selves. etc. the management may not be concerned when employees experience low to mode levels of stress.. Here. E-therapy or counseling assistance is another program that is gaining popularity these days. physical and social stressors. lose weight. The organization is a mere vehicle to facilitate employee involvement. substance abuse. orientation programs. stress is also an integral part of it. It is therefore the duty of the employer to ensure that workers are made to work in a congenial work environment. Research studies indicate that around 56% of today's large companies have wellness programs which involve workshops. etc. thereby resulting in more productivity on the job. It is crystal clear that stress stems from multifarious factors and conditions that are al impossible to eliminate. employees take time off when they are suffering problems caused by stress.Since change is a constant phenomenon in life. as refuse to perish under it. can be helpful for employees. high levels of stress are even low levels of stress sustained long period of time can lead to reduced employee performance and thus may require manage intervention. Wellness Programs Organizationally-supported wellness programs focus on the employees' total physical and mental conditions. Following are the measures that aim at reducing employee stress in an organizational setting: . The underlying assumption of all these programs is: Minimizing employee's adverse reactions to stress will consequently lead to less absenteeism. This approach may not be what many employers approve of but is slowly gaining popularity. But. control alcohol use. before problems crop up or aggravate leading to discontentment among employees. the greater will be the productivity. people with psychological problems communicate with trained counselors via e-mail. but also for the employer. From the organization’ standpoint. recreation. concrete steps can be taken to minimize its harmful Fortunately. Stress Management Programs Systematic efforts to train employees in a variety of stress-managing techniques like meditation. Many companies have now introduced systematic programs designed to help employees reduce or prevent the occurrence of stress altogether. career planning. eat better and develop healthy lifestyles.g. Typically. higher employee performance. Absence control programs are effective since they allow employees to take time off.

challenging and enterprising. Hence companies should monitor their employees’ decision-making and estimate the cost of a wrong decision to the company. organizations can find out if their employees are victims of stress. companies should be proactive by taking appropriate action whenever required so that stressful relationships are prevented. demands and commitments are of prime importance for any individual which the employer should keep in mind. Hence. the workplace needs to be well ventilated. but not the least the employer should ensure that the nature of the job is such that workers are not exposed to a great deal of physical difficulties in performing their work visà-vis a non physiological posture of carrying out any work requiring full contraction of muscles for long periods at a stretch. etc. There may be a chance that the number is increasing due to the increased stress. well illuminated. •Accident reports: research done on the accidents may reveal the effect of the stress over mind and the cause of the accident. •Tardiness: with the help of daily report and weekly summaries. The employers should facilitate participative decision-making. exciting. for example. Family responsibilities. good salary.• • • • • • • • • • The employer should ensure that the workplace environment is conducive to the wellbeing of employees. •Errors in judgment or misstatements: some employees are prone to errors and make wrong decisions. provisions for free interactions with colleagues and co-workers should be available. an analysis of the reasons why employees come late can be done. Working hours should be made more flexible and the time schedule must be realistic. The employer should avoid setting unattainable deadlines for workers which expose the employees to greater magnitudes of stress. etc. promotional opportunities and satisfactory retirement benefits that boost their morale. gases. •Personal relationships: the behavior of people changes as per the situation. •Professional assistance: professional trainers can help employees to trace out the root cause of stress which develops into physical ailments and guide them accordingly. relaxation. The employer should punctuate laborious work routine with intermissions and breaks. . •Complaints or grievances: departments with the greater number of complaints have to be facilitated with some stress-control strategies. non-humid and free from external disturbances like vibrations. STRESS MANAGEMENT TOOLS Following are some practical ways to benchmark the current stress levels and monitor future stress-related conditions: •Absences: maintaining a register for marking the number of absentees at regular interval of time can reveal the cause of stress. The job profile of employees should be made in such a way that they find it meaningful. The employees should be provided with job security. exercise. •Medical claims: by analyzing the data of their health insurance companies. The employers should provide the workers with facilities for yoga. etc Last. fumes.

DATA ANALYSIS & interpretation DATA ANALYSIS In analysis part study mainly focuses on the employees of this organization. in tabular form and graphs using certain statistical techniques. This can help finding the cause of stress and eliminating it. The analysis part mainly focuses on different aspects of stress management techniques in the organization. •Quality problems: a quality report should contain the description of stress-related activities and their trends among certain employees or departments.•Customer service problems: companies can analyze their employees are facing stress because of customer service problems and can take measures to reduce the errors involved while taking customers’ orders. invoicing. The analysis part depends upon the questionnaire. percentage . The questionnaire consists of question/variables on the different levels of stress and its management development The survey was conducted by taking the sample of 60. The following pages depict the information collected from the survey and is presented in an easy way to understand. shipping. etc.

methods. Each of the tables carries necessary explanation for understanding and arriving at a conclusion. The attributes used in the table, from the questionnaire are as follows: SA A N D SD _ _ _ _ _ STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY DISAGREE

TABLE-1 1) Do you feel that your work hours are appropriate? Working hours of the employees are appropriate. ATTRIBUTES NUMBER PERCENTAGE S.A A N D.A S.D TOTAL 36 18 0 6 0 60 60 30 0 10 0 100

SOURCE OF DATA: QUESTIONNAIRE Inference: From the above table, it is evident that 60% of the employees strongly agree and 30% of the employees agree that The company provides effective working hours.10% of the employees feel that the working hours are not appropriate.

Table-2 2) Do you feel that environment in the office is congenial to work comfortably? Congenial Working Environment ATTRIBUTES NUMBER PERCENTAGE S.A A N D.A S.D TOTAL 36 12 0 6 6 60 60 20 0 10 10 100

SOURCE OF DATA: QUESTIONNAIRE Inference: From the above table, it is evident that 60% of the employees strongly agree and 20% of the employees agree that the company. Provides congenial work environment.

TABLE-3 3) According to you are you being paid what you deserve? Are you paid what you deserve? ATTRIBUTES NUMBER PERCENTAGE S.A A N D.A S.D TOTAL 36 12 0 6 6 60 60 20 0 10 10 100

SOURCE OF DATA: QUESTIONNAIRE Inference: From the above table it is evident that 60% of the employees strongly agree and 20% of the employees agree while 10% disagree and 10% of the employees strongly disagree that they are being paid what they deserve.

A S.Table-4 4) Do you think the medical and accidental benefits provided by the company are sufficient? Sufficient medical and accidental benefits ATTRIBUTES NUMBER PERCENTAGE S. .D TOTAL 48 6 3 3 0 60 80 10 5 5 0 100 SOURCES OF DATA: QUESTIONAIRE Inference: From the above table it is evident that 80% of the employees strongly agree and 10% of the employees agree while 5% are neutral and 5% of the employees disagree that the medical and accidental benefits are sufficient and satisfactory.A A N D.

Table-5 5) Do you think the recreation facilities provided by the company are sufficient? Sufficient recreation facilities ATTRIBUTES NUMBER PERCENTAGE S.A A N D. . 15% disagree and 10% of the employees strongly disagree that the recreation facilities provided by The company are sufficient.D TOTAL 15 15 15 9 6 60 25 25 25 15 10 100 SOURCES OF DATA: QUESTIONNAIRE Inference: From the above table it can be inferred that 25% of the employees strongly agree and 25% agree while 25% are neutral.A S.

5% were neutral and 10% of the employees disagreed that they are upgrading their technical skills and knowledge. .A S.D TOTAL 42 9 3 6 0 60 70 15 5 10 0 100 SOURCE OF DATA: QUESTIONNAIRE Inferences: When asked whether the employees are upgrading their skills with the change and development in technology. 15% agreed.Table-6 6) Do you feel that you are constantly upgrading your skills with the continuous growth in technology? Upgrading skills with the growth in technology ATTRIBUTES NUMBER PERCENTAGE S. 70% strongly agreed.A A N D.

.A S.D TOTAL 42 12 3 3 0 60 70 20 5 5 0 100 SOURCE OF DATA: QUESTIONNAIRE Inference: From the above table it is evident that 70% of the employees strongly agree.A A N D.Table-7 7) Do you think that scheduling work saves time and energy? Scheduling work saves time and energy ATTRIBUTES NUMBER PERCENTAGE S. 20 % agree while 5% of the employees are neutral and 5% disagree that scheduling work saves time and energy.

. 20% agree and 10% of the employees disagree and 10% strongly disagree that they feel rundown and drained of physical energy due to the work pressure.A A N D.Table-8 8) Do you feel run down and drained of physical or emotional energy due to work pressure? Rundown and drained of physical or emotional energy due to work pressure ATTRIBUTES NUMBER PERCENTAGE S.A S.D TOTAL 36 12 0 6 6 60 60 20 0 10 10 100 SOURCE OF DATA: QUESTIONNAIRE Inference: From the above table it is evident that 60% of the employees strongly agree.

A A N D.Table-9 9) Do you feel that your boss supports and encourages you at work? Boss supports and encourages you. 10% disagree and 10% of the employees strongly disagree that they receive total support and encouragement from their boss.A S. .D TOTAL 42 0 6 6 6 60 70 0 10 10 10 100 SOURCE OF DATA: QUESTIONNAIRE Inference: From the above table it is clear that 70% of the employees strongly agree and 10% are neutral. ATTRIBUTES NUMBER PERCENTAGE S.

5% disagree that they have confidence to handle more responsibilities than what they do now. .Table-10 10) Do you have the confidence to handle more responsibility than what you do now? Confidence to handle more responsibilities ATTRIBUTES NUMBER PERCENTAGE S.D TOTAL 36 9 12 3 0 60 60 15 20 5 0 100 SOURCE OF DATA: QUESTIONNAIRE Inference: From the above table it is evident that 60% of the employees strongly agree.A S. 15% agree while 20% are neutral.A A N D.

10% disagree and 10% of the employees strongly disagree that The company provides enough authorities to execute daily activities in the work place.D TOTAL 12 30 6 6 6 60 20 50 10 10 10 100 SOURCE OF DATA: QUESTIONNAIRE Inference: From the above table it is evident that 20% of the employees strongly agree.Table-11 11) Do you feel you are given enough authority to execute your daily activities? Proper delegation of authority ATTRIBUTES NUMBER PERCENTAGE S.A S.A A N D. . 50% agree while 10% are neutral.

D TOTAL 15 6 9 24 6 60 30 10 15 35 10 100 SOURCE OF DATA: QUESTIONNAIRE Inference: When asked whether their skills are utilized appropriately. .30% of the employees strongly agree.Table-12 12) Do you feel that your skills are being utilized appropriately by the organization? Appropriate utilization of skills ATTRIBUTES NUMBER PERCENTAGE S. 10% agreed while 15% were neutral.A S.35% disagreed and 10% strongly disagreed that their skills were utilized appropriately.A A N D.

D TOTAL 30 12 9 6 3 60 50 20 15 10 5 100 SOURCE OF DATA: QUESTIONNAIRE Inference: From the above table it is evident that 50% of the employees strongly agree.A S. . 20% agree and 15% are neutral.Table-13 13) Do you think that your role in the organization’s growth is note worthy? Role is note worthy ATTRIBUTES NUMBER PERCENTAGE S. 10% disagree and 5% of the employees strongly disagree that their role in the organization’s growth is note worthy.A A N D.

Table-14 14) Does your personal life affect your work? Personal life affect work life ATTRIBUTES NUMBER S.A S.A A N D. .D TOTAL 0 6 3 6 39 60 PERCENTAGE 0 10 5 65 20 100 SOURCE OF DATA: QUESTIONNAIRE Inference: From the above table it is evident that 10% of the employees agree. 5% are neutral and 65% disagree and 20% strongly disagree that their personal life affect their work. They feel that they keep their personal life and professional life different.

65% strongly agreed while 5% were neutral and 10% disagreed that they were able to balance both of them.D TOTAL 12 39 3 6 0 60 20 65 5 10 0 100 SOURCE OF DATA: QUESTIONNAIRE Inference: When asked whether the employees are able to balance their personal and professional life 20% agreed.A S. .A A N D.Table-15 15) Are you able to build a balance between work and personal life? Balance personal and work life ATTRIBUTES NUMBER PERCENTAGE S.

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This has always demanded a preparedness and long. The Primary data has been collected through a self-administered questionnaire. The data was collected from both primary and secondary sources. . Apart from this data. The questionnaire consists of 15 questions and the sample size is 60. designed to assess the employees’ perception of the current HR practices and systems. The questionnaire was administered in random sample basis to the work force and was collected with in a week. The secondary data for the study was collected from magazines. The data regarding the policies. The present study entitled ‘ A STUDY ON STRESS MANAGEMENT’ is aimed at finding the workforce stress levels and major stressors. The organization is a growing one and is in the growth stage of its life cycle.term organizational vision that can encompass the turbulences and paradoxes of shifting terms and terrain's of business. text books and websites.RESEARCH METHODOLOGY RATIONALE BEHIND THE STUDY The company is an enterprise molded by global aspirations. other information has been gathered by personal observation and interviews. procedures used in order to reduce the stress levels of the employees have been collected from the HR Department. journals.

yoga.. The scale is a 5 point scale which has the following attributes. 4. to cope with their stress. At least 50% of the employees feel that the recreation facilities provided to them are inadequate and they require more facilities to beat stress. . SUGGESTIONS AND RECOMMENDATIONS According to the table there are a variety of stress factors in the organization. FINDINGS The study reveals that the overall impact of stress prevailing at The company was found to be less than 60% among the employees. 2. 1) Strongly agree 2) Agree 3) Neutral 4) Disagree 5) Strongly disagree Employees had to rate the questions on the scale from 1-5. 6. etc. Majority of respondents work well even under stress. smoking. The major consequences of stress among the respondents are headache.These questions are designed in such a way that they can be calibrated on a scale. which need to be looked into. 8. The coping mechanisms followed by the respondents are said to be effective in their opinion. 10. Achieving targets is the primary objective of the organization followed by employee satisfaction with good results and for more than 75% of employee’s goals compliment the organization goals. 1. 3. 5. The following are some suggestions which need to be looked into with immediate effect contributing to a decrease in the overall stress of the organization. Overall work is not a source of stress for the respondents. 7. Money and family are definitely sources of stress for the respondents. 9. Majority of the respondents are comfortable with the present level of stress. Most of the respondents feel relaxed when they speak to their friends and the others go for meditation. music. anxiousness and irritation.

e the reporting authority should be one. coffee. LIMITATIONS OF THE STUDY The study is limited to a small sample of 60 employee’s both at executive and staff level. 8) Person facing stress at the organizational level leads to a lot of psychological problems.  Interpersonal skill development  Time management. 5) The structure of the organization should be of pyramid type i.1) To beat stress due to workload I suggested that meditation and Yoga camps should be organized with the help of professionals frequently. cigarette. 2) The management should reconsider the roles and responsibilities of the employees and provide a vision of the growth opportunities as a factor of reassurance. 3) Planning is a continuous process and should be done well in advance and last minute changes should be minimized to avoid stress on the workers. is not an answer to stress. The duration of the study might be a limitation because of which it was not possible to gather information about some remote methodologies. 7) Manpower should be adequate to meet the workload. 6) Performance appraisals should also consider KRA’s.  Self analysis through personality type test. try to get 6-7 hrs of continuous sleep per day. The personnel bias of the respondents might have been an impact on the data collected due to the respondents reluctance to answer the questions. which will help them to build coping strategies and ease out their stress. so recruitment should be a continuous process. The stress management courses comprises of a package program consisting of:  Relaxation. 9) At the individual level the employees could practice a relaxing holiday.  Positive outlook towards work/responsibilities. employees facing stress are advised to attend stress management courses. realize the excessive use of tea. As a remedy for the above said. 4) Each employee should be made aware of his responsibilities as well as his importance to the company. .

it is growing fast as the most popular tool for stress management in the corporate world and elsewhere. or others only resort to meditation. mentally and emotionally. For example. CONCLUSION “Stress manifests itself physically. the organization and the society at large. Often. We need solutions that can manage stress at all levels of the body. Moderate levels of stress increased effort. it lies within and not outside.The duration of the study might be a limitation because of which it was not possible to gather the information about some remote methodologies. These are piecemeal techniques and are not complete solutions. mind and emotions. APPENDIX ARE YOU STRESSED? . thus having a holistic approach. Yoga. is one of the most productive techniques of stress management as it deals with stress on various planes – physical.” An individual’s success or failure in controlling stress depends on his physical and psychological strength. The cost of stress is very expensive because it affects the individual. Today. What can how ever be avoided is the negative reaction to stress. stimulate creativity and encourage diligence in one’s work. Stress is an inevitable part of one’s life and cannot be avoided. attitudinal and lifestyle. Excessively high levels of stress can overload and break down a person’s physical and mental system. If he faces stress with positive attitude. The confidentiality aspect of the organization may play a spoil sport in some aspects. many turn to physical exercises as a coping mechanism. we try to tackle it at only one plane and fail to find relief. The commitment of the organization and the individual are very important factors in managing stress effectively. by nature. mental emotional. it will create a lot of positive energy to achieve the task.

DO YOU FEEL THAT YOU ARE CONSTANTLY UPGRADING YOUR SKILLS WITH THE CONTINUOUS GROWTH IN TECHNOLOGY? A. DO YOU FEEL RUN DOWN AND DRAINED OF PHYSICAL OR EMOTIONAL ENERGY DUE TO WORK PRESSURE? A. Agree C. Neutral D. Agree C. Neutral D. Agree C. Strongly Disagree 7. This is a small questionnaire to know your views on Work Related Stress. Disagree E. This is for academic purpose ONLY and will be kept strictly confidential. Agree C. Neutral D. Strongly Disagree 10. A. Strongly Disagree 4. Strongly Disagree 9. Strongly Disagree 2. Neutral D. Disagree E. Agree C. Disagree E. Strongly Disagree 3. Strongly Agree B. Neutral D. DO YOU FEEL THAT YOUR BOSS SUPPORTS AND ENCOURAGES YOU AT WORK? A. Disagree E. GENERAL INFORMATION: Name: Designation: Department: 1. A. Neutral D. DO YOU FEEL THAT OFFICE ENVIRONMENT IS CONGENIAL TO WORK COMFORTABLY? A. Disagree E. Neutral D. Strongly Agree B. Agree C.IF YES PLEASE ANSWER THIS QUESTIONNAIRE. Disagree E. ACCORDING TO YOU ARE YOU BEING PAID WHAT YOU DESERVE? Strongly Agree B. Strongly Agree B. Disagree E. Disagree E. Neutral D. Agree C. DO YOU HAVE THE CONFIDENCE TO HANDLE MORE RESPONSIBILITIES THAN WHAT YOU DO NOW? A. Agree C. Strongly Disagree 8. Disagree E. Strongly Disagree 5. Strongly Agree B. Neutral D. Neutral D. A. DO YOU THINK SCHEDULING WORK SAVES TIME AND ENERGY? Strongly Agree B. DO YOU THINK THE RECREATION FACILITIES PROVIDED BY THE COMPANY ARE SUFFICIENT? A. Agree C. Strongly Agree B. Strongly Agree B. Strongly Disagree 6. Sex: Date of birth/ Age: Date of joining: DO YOU FEEL THAT YOUR WORK HOURS ARE APPROPRIATE? Strongly Agree B. DO YOU THINK THE MEDICAL AND ACCIDENTAL BENEFITS PROVI DED BY THE COMPANY ARE SUFFICIENT? A. Strongly Agree B. Agree C. Strongly Disagree . Disagree E.

Disagree E. DOES YOUR WORK LIFE AFFECT YOUR PERSONAL LIFE? Strongly Agree B. Does stress at work affect your output? 10. Agree C. Agree C. What steps have been implemented to improve working conditions of the employees? 4. A. DO YOU THINK THAT YOUR ROLE IN THE ORGANISATIONS GROWTH IS NOTE WORTHY? A. DO YOU FEEL THAT YOU ARE GIVEN ENOUGH AUTHORITY TO EXECUTE Strongly Agree B.11. Strongly Disagree 14. Disagree E. Neutral D. Do you feel the policies of your company cause stress among the employees? 11. Neutral D. Do you feel that leadership styles cause stress among the employees? 12. 5. Strongly Agree B. What does stress mean to you? 2. Do you face similar stress conditions that your employees face at work? What do you do to reduce such conditions? 7. Strongly Agree B. Agree C. Have you noticed stress warning signs in your company? Example: Mood and behavior changes Health complaints Absenteeism Indecisiveness Reduced performance Deteriorating relationships If yes. Do you feel that the existing manpower is enough to meet the work demands in your organization? 9. ARE YOU ABLE TO BUILD A BALANCE BETWEEN WORK LIFE AND PERSONAL LIFE? A. What is the severity level of importance you consider for the welfare of your employees where 1 being the lowest and 9 being the highest? 8. Strongly Disagree 15. A. DO YOU FEEL THAT YOUR SKILLS ARE BEING UTILISED APPROPRIATELY BY THE ORGANISATION? A. Neutral D. Strongly Disagree 12. Do your employees face any physical or emotional ailments in common? What steps have you taken to avoid this? 13. Neutral D. Disagree E. Agree C. Strongly Agree B. Disagree E. Strongly Disagree OPEN ENDED QUESTIONNAIRE 1. why? What have you done in such situations? . What steps have you taken to reduce stress at your work place? 3. Agree C. Do your employees approach you with their issues and do you resolve them? Justify. Neutral D. What steps have you taken to know the prevailing conditions of the employees? 6. Strongly Disagree 13. Disagree E.

com .com www.stress. Have you ever organized brain storming sessions/ training sessions among your employees? BIBLIOGRAPHY BOOKS OF REFERENCE: AUTHOR PESTONJEE D.14.yogaincorp.M FRED LUTHANS TIM HINDLE TITLE OF THE BOOK : “STRESS AND COPING THE INDIAN EXPERIENCE” Sage publications Indian Ltd.com www. Did you ever feel that the employees in your company have “TOO MANY HATS TO WEAR”? 15.mindstool. : “ORGANIZATION BEHAVIOUR” : “REDUCING STRESS” MAGAZINES AND JOURNALS BUSINESS WORLD OSMANIA JOURNAL OF MANAGEMENT WEBSITES www.

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