Stress Management

CHAPTER I INTRODUCTION
INTRODUCTION ON STRESS
Stress is a psychological and physiological response to events that upset our personal balance in some way. When faced with a threat, whether to our physical safety or emotional equilibrium, the bodys defenses kick into high gear in a rapid, automatic process known as the fight-or-flight response. We all know what this stress response feels like: hearts pounding in the chest, muscles tensing up breathe coming faster, every sense on red alert.
Stress, or to be more accurate pressure, is an unavoidable part of everyday life, meaning different things to each of us. You only have to pick up a newspaper, read a magazine, watch television, listen to the radio or walk into any High Street bookshop and see the many books written on the subject of stress, to realize that we perceive it to be a big problem. Stress is much more recognized than it used to be, we have become very aware of the potential negative impact of stress on our health.
Stress affects most people in some way. Acute (sudden, short-term) stress leads to rapid changes throughout the body. Almost all body systems (the heart and blood vessels, the immune system, the lungs, the digestive system, the sensory organs, and brain) gear up to meet perceived danger.
These stresses could prove beneficial in a critical, life-or-death situation. Over time, however, repeated stressful situations put a strain on the body that may contribute to physical and psychological problems. Chronic (long-term) stress can have real health consequences and should be addressed like any other health concern. Fortunately; research is showing that lifestyle changes and stress-reduction techniques can help people learn to manage their stress. 2
EXTERNAL AND INTERNAL STRESSORS

People can experience stress from external or internal factors. External stressors include adverse physical conditions (such as pain or hot or cold temperatures) or stressful psychological environments (such as poor working conditions or abusive relationships). Internal stressors can also be physical (infections and other illnesses, inflammation) or psychological (such as intense worry about a harmful event that may or may not occur). As far as anyone can tell, internal psychological stressors are rare or absent in most animals except humans.
SIGNS AND SYMPTOMS OF STRESS

To get a handle on stress, you first need to learn how to recognize it in yourself. Stress affects the mind, body, and behaviors in many ways all directly tied to the physiological changes of the fight-or-flight response. The specific signs and symptoms of stress vary widely from person to person. Some people primarily experience physical symptoms, such as low back pain, stomach problems, and skin outbreaks.
According to Newstrom, 1999, stress is state of mind which reflects certain biochemical reactions in the human body and is projected by a sense of anxiety, tension and depression and is caused by such demands by the environmental forces or internal forces that cannot be met by the resources available to the person. Such environmental events or conditions that have the potential to induce stress are known as stressors.
1.1 NEED FOR THE STUDY

This study involves learning stress level among employees in siemens Company. Because these are the people who work in different departments and shifts and difficult conditions which leads to more stress to them. This study enables me to analyze various factors and their effects on stress level among employees.
The working employees normally belongs to the age of 25 to 60 years, works under different departments and shifts. It also belongs to very high population which makes my study very significant that how these people get stress at age from 25 onwards. It is very important issue because they are the pillars of our nation. And if they are not properly guided then it is not far that people will get problems like hypertension, psych disorder and even death can occur. So it is important issue which has to be paid attention to avert tension and stress arising in jobs.
Thus the researcher has decided to conduct survey on problems associated with stress, causes of stress and also possible suggestions to overcome stress by taking into consideration.
1.2
OBJECTIVES OF THE STUDY:
1.2.1 PRIMARY OBJECTIVE:

Evaluating the stress management programmers existing in Siemens limited.
1.2.2 SECONDARY OBJECTIVES:

To find out different levels of stress among employees. To find out various causes for the stress. To compare and analysis the stress level between male and female employees. To study management techniques to remove stress management.
1.3
SCOPE AND SIGNIFICANCE OF STUDY:

The study also aims at analyzing the factors causing stress, the impact of stress and identifying ways for reducing stress. Moreover, this study as a feed back to the management, enabling to take appropriate action to manage stress among its employees. The study gives a clear-cut idea as to which groups of employees are facing stress in the organization. The study has a scope for further research.
1.4
LIMITATIONS OF THE STUDY

The study only covers the employees of Siemens limited, hence this cannot be generalized. The findings of this study are subject to the bias and prejudice of the respondents. Hence, objectivity cannot be ensured. The accuracy of findings is limited by the accuracy of the statistical tools used for the analysis. Some employees refused to make time to be interviewed and sub-consciously answered some specific questions. Due to different time schedule I didnt get proper time to meet employees easily.
CHAPTER II COMPANY PROFILE
2.1Siemens
The Siemens Group in India is a unique player in the field of electrical and electronics engineering. They have the capability to integrate diverse products, systems and services into turnkey solutions across the life- cycle of a project. Innovation is company strength. But it's not the only one. The company customers also know that they can rely on us to execute quality projects, while delivering value. In all areas of company operation, they provide the complete range of offerings. In the Energy sector, they expertise ranges from power plants to meters and in the Industry sector, they build airports, as well as produce contactors. In Transportation, they deliver complete high-speed trains, right down to safety relays, whereas in Lighting, company illuminate large stadiums and also manufacture small light bulbs.
Siemens' Businesses
Siemens is dealing in following businesses: 1.Automation and Control 2.Energy 3.Information and Communications 4.Healthcare 5.Transportation 6.Lighting
Siemens Limited. The Group's principal activities are to manufacture and distribute
switchgear items, electric motors and generators, switchboards, control boards, control systems and protection systems. It business is grouped into three sectors: industry, energy and healthcare. The Group products and solutions in power generation, power transmission and distribution, automation and drives, industrial solutions division, transportation systems and medical solutions. It also manufactures x-ray equipment, railway signaling equipment, medical electronic diagnostic equipment, variable speed AC and DC drive systems and EPABX, EPAX and intercom and key telephone systems. The Group also provides services related to automation systems, railway and transport systems, power generating and transmission systems, medical engineering and telecommunications systems.
SIEMENS VALUES AND ITS HIGHEST PERFORMANCE WITH HIGHEST ETHICS RESPONSIBLE
Committed to ethical and responsible actions.

EXCELLENT
Achieving high performance and excellent results
INNOVATIVE
Being innovative to create sustainable value
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SIEMENS PHYLOSOPHY "To set the benchmark by being the Best in Class in our fields and to create value for our customers, wealth for our stakeholders and a future for our employees, while giving back graciously to society, a piece of our success.
Siemens is an integrated technology company with a clear focus on the three Sectors Industry, Energy and Healthcare. These Sectors are sub-divided into 15 Divisions.
SIEMENS ORGANIZATION: Three Major Sectors 1. INDUSTRY 2. ENERGY 3. HEALTH CARE 1. INDUSTRY:1. Industrial automation A) Industrial automation systems (AS) PLC HMI panels Distributed control system WIN cc software for monitoring and controlling
B) Sensors and communications
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Temperature Measurement Pressure Measurement Flow Measurement Level Measurement Process Recorder Software SIMATIC box PC SIMATIC panel PC SIMATIC rack PC Micro computers Contractor Breaker Molded case circuit breaker Motor starters and relays Low voltage power distribution boards
C) Systems engineering
D) Low voltage controls and distribution (CD)
2. Drives technologies (DT) A) Large Drives(LD) > 200KW AC Drives MV Drives & Motors Explosion-proof Drives DC Drives
B) Motion Control Systems(MC) Servo Motor & Drives for Printing, Packaging, Textile etc. applications Numerical Controls for Machine Tool application
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Linear Motors Gears and Clutches for Wind and Industry > 200KW AC Drives Geared Motors Low-voltage Motors
C) Mechanical Drives (MD) D) standard drives (SD)
ORGANISATION STRUCTURE:
Siemens is an integrated technology company with a clear focus on the three Sectors Industry, Energy and Healthcare. These Sectors are sub-divided into 15 Divisions.
SUPERVISORY BOARD
MANAGING BOARD
INDUSTRY SECTOR
ENERGY SECTOR
HEALTH SECTOR
Industry automation Drive technologies Build technologies OSRAM Industry solutions Mobility
fossil power generation renewable energy oil & gas energy services power transmission power distribution 13
imaging workflow& solutions Diagnostics
MAJOR R&D INVESTMENTS 3.8 billion in fiscal 2008, or 4.9% of revenue 32,300 R&D employees worldwide 17,000 software engineers 150 R&D locations in over 30 countries around the world 8,200 inventions in FY2008 55,000 active patents
MAJOR INNOVATIONS
Their patent position in fiscal 2008: Germany: Europe: USA: No. 2 No. 3 No. 11
Most recent innovations: Somatom Definition Flash: Worldwide first CT with fastest imaging and lowest radiation dosage
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Efficient power transport (HVDC): the new 800-kV high-voltage, direct-current transmission system minimizes power losses Digital factory: virtual factory makes production more efficient and flexible
Siemens&India An Enduring Partnership
1867: First Indo-European telegraph line between Calcutta London commissioned 1922: Siemens in India founded 1957: Siemens India Ltd. incorporated 1959: Medical equipment added to product range at Worli 1960: Switchgear manufacturing started at Worli 1966: Motor production started at Kalwa 1987: Electronic equipment manufacture commences at Nashik 1991: Foray into software with Siemens Information Systems Ltd. 1992: Manufacture of LV and EHV switchgear at Aurangabad 1993: Siemens Public Communication Networks Ltd subsidiary to handle telecom business set up 1995: Osram India Ltd. set up to cater to domestic & industrial lighting 1995: Manufacture of medical equipment starts at Goa Works, Verna 1997: AT Works starts functioning at Nashik 1998: Siemens Hearing Instruments Pvt. Ltd formed 1998: Siemens Power Engineering Pvt. Ltd. comes up 2004: Corporate Technology Center set up in Bangalore 2006: 50 years of Manufacturing Presence in India
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2007: 50 years of Incorporation in India
CHAPTER - III REVIEW OF LITERATURE
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3.1 REVIEW OF LITERATURE:

For this study it is important to understand what is stress, causes of stress especially job related stress, relationship between stress and job performance and consequences of stress and this has been discussed in brief in following few paragraphs.
3.1.1 STRESS:
Stress is the general term applied to the pressures people feel in life. The presence of stress at work is almost inevitable in many jobs. When pressure begins to build up, it can cause adverse strain on a persons emotions, taught process, and physical condition. When stress becomes excessive, employees develop various symptoms of stress that can harm their job performance and health, and even threaten their ability to cope with the environment. Christina Malachi and Michael p. Liter, 2001 says that stress is a serious problem in todays work place: companies every where are downsizing, outsourcing, and restructuring, leaving workers at all levels feeling stressed, insecure, misunderstood, undervalued and alienated.
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Stress is a state of mind which reflects certain biochemical reactions in the human body and is projected by a sense of anxiety, tension and depression and is caused by such demands by the environmental forces or internal forces that cannot be met by resources available to the person. The intensity of such demands that require a readjustment of resources or operational styles would determine the extent of stress. Such environmental events or conditions that have the potential to induce stress are known as stressors.
Stress comes in all shapes and sizes, and has become so pervasive, that it seems to permeate everything and every body. There is job stress in lawyers, doctors, CEOs, policemen, drivers, housewives, senior citizens, etc.
Stress is an unavoidable consequence of life. Without stress, there would be no life. However, just as distress can cause disease, there are good stresses that offset this, and promote wellness. Increased stress results in increased productivity up to a point. However, this level differs from person to person. Its very much like the stress on a violin string. Not enough produces a dull, raspy sound. Too much makes a shrill, annoying noise, or causes the string to snap. However, just the right degree can create Magnificent tones. Sometimes, we all need to find the proper level of stress that promotes optimal performance, and enables us to make melodious music.
Time magazines June 6, 1983 cover story referred to stress as The epidemic of the 80s, as if it were some kind of new plague. However, numerous surveys confirm that the problem has progressively escalated since then. Its hard to get through the day without reading or hearing something about stress. Why all the commotion? After all, stress has been around since Adam and Eve were in the Garden of Eden.
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3.1.2 GENERAL ADAPTIVE SYNDROME:

The general adaptation syndrome refers to a general development of response to stressful events in the form of psychological and behavioral believed to follow a fairly consistent pattern and consists of three stages. The first stage is known as alarm stage and it occurs at the sign of stress. It results in psychological changes in the body as warning and preparation against stress.
3.2 STRESS RESPONSE:

Physiological response Psychological response Behavioral response
3.2.1 PHYSIOLOGICAL RESPOSES:
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As soon as stress appears, the brain acts and immediate biochemical changes take place in heart beat and heightening of practically all the senses. The long term physiological effects are more disturbing. Serious health problems occur as body confronts stress over a long period of time. The stress could lead to breakdowns in the bodys immune systems and may result in serious health problems such as high blood pressure, ulcers and heart attack. In general, according to Baron, Taking all events into account though, it seems reasonable to conclude that high level of stress can result in physical changes that threaten our health and well-being.
3.2.2 PSYCHOLOGICAL RESPONSES:

There are some people who can handle stress better those others. People who tend to be highly affected by stress tend to be depressed and lack of self confidence and self-esteem. They tend to believe that they are helpless and elicit sympathy from others. They have greater fear of the unknown and as increased sense of futility, tension and neurotic tendencies. They become irritated quickly, are impatient and tend to be blaming everybody else for their own problems. They are more worried about their job security and their job commitment is very low.
3.2.3 BEHAVIOURAL RESPONSES:

According to Cohen people under constant stress behave differently as compared to people who are emotionally well-balanced. Stress is usually associated with increased use of alcohol, smoking, eating, and sometimes drugs. People under stress may gain weight and thus behave differently. Their behaviors become highly defensive or highly aggressive towards others and inter-personal relationship is highly affected. Stress induces irritation and lack of patience and these elements is exhibits in behavioral patterns. The person may become an introvert may withdraw from social situations and may avoid communication with others resulting in social isolation.
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A second term of stress is anxiety which is feeling of inability and helplessness in formulating appropriate responses or plans for dealing with the anticipated negative outcomes. It occurs when a decision has to be made but the decision could have positive as well as negative consequences. Anxiety also occurs when all the options result in undesirable consequences. Organizations need to identify both the jobs that lead out stress and employees who exhibit some of the stress symptoms. Sometimes it may be possible to change the parts of a job that contributes to stress, such as reducing the frequency or intensity of interpersonal contracts. In other cases the firm can help employees learn how to cope up better with their stressful work situations. In this research the researcher has given due importance to various stress responses by finding out in the study various consequences of stress especially in the areas of physiological, psychological and behavioral. Following are some of the job related stress is identified by the researcher in the study.
3.3 JOB STRESS:

According to the national institute for occupational safety and health, 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, resources, or needs of the worker. Job stress is often linked or equated with challenge, but the two are very different. Challenge motivates and energizes us psychological and physically to learn new skills and master given tasks.
3.4 CAUSES OF JOB STRESS:
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Quite simple, job stress results from the interaction of the worker and the conditions of the work. Views differ on the importance of worker characteristics versus working conditions as the primary cause of job stress. Some view differences in individual characteristics, such as personality and copying style, are most important in predicting whether certain job conditions will result in stress. What may be stressful for one person may not be a problem for someone else. This viewpoint leads to prevention strategies that focus on workers and ways to help them cope with demanding job conditions.
3.5 JOB RELATED STRESS:

Work overload Time pressures Poor quality of supervision Insecure job climate Lack of personal control Inadequate authority to match responsibilities Role conflict and ambiguity Difference between company and employee values Change of any type when it is major or unusual Frustration Technology with training or support Stress and job performance
3.6 CONSEQUENCES OF JOB STRESS:
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The conditions that create stressful situations for employee are fairly constant; fear of losing job, work overload, lack of participation in decision regarding their own work environment no supportive supervisors and co-workers, limited job opportunities and so on. The stress is acute especially for current generation middle managers whose jobs are more uncertain and who have less control over their destinies as compared with the senior level managers. Furthermore their stress coping capabilities are reduced because they are generally mobile, less religious, marry later in life and have fewer children-factors that act as a buffer and reduce the impact of stress. These are some starling truths as revealed in the study. In this study efforts have been taken by the researcher to find out ways and means to combat the various consequences of stress. These ways and means are suggested by the employees themselves as a part of survey
3.6.1 ANXIETY:
Excessive worry, irritability, anger, nervousness as well as inability to concentrate or sleep. Physical changes include palpitations, chest pain and dizziness.
3.6.2 DEPRESSION:
Feelings of sadness, hopelessness, guilt and worthlessness, loss of interest in activities, change in appetite or weight, difficulty in concentrating and suicidal thoughts.
3.7 ORGANIZATIONAL STRATEGIES FOR COPING WITH STRESS

Following are of some of the strategies the organization can follow for effective stress management as discussed by Murphy, 1984.
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Health maintenance Selection and placement Job enrichment Participation in decision making Building teamwork
CHAPTER IV
RESEARCH METHODOLOGY RESEARCH DESIGN DATA COLLECTION SAMPLE DESIGN STATISTICAL TOOLS USED FOR ANALYSIS
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4.1 RESEARCH METHODOLOGY:

The methodology of study explains the systematic way of finding the answers to pre-determined questions. Moreover, this provides the clear path to accomplish and achieve the clear solution for the problem stated. The reliability, strength and accuracy of the study mainly depend upon the methodology. The following are the stages through which research had passed through the collecting, analyzing and interpreting the various types of information pertaining to the study. Methodology shall be considered as the methods used in this study in selecting samples, sample size, data collection and various tools for data analysis and interpretation. The present study is on empirical investigation and analytical in suitable forms, keeping in view the objectives of the study. Further the research is designed to employ percentage, weighted average method and simple statistical methods.
4.2 RESEARCH DESIGN:

A research design is purely land simply the framework of plan for a study that guides the collection and analysis of data. It is a blue print for a complete study. It resembles the architects blue print map for constructing a house. There are two types of research design namely.
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Exploratory Descriptive
The type of research carried out for this project is DESCRIPTIVE in nature.
4.2.1 DESCRIPTIVE RESEARCH:

Descriptive research includes surveys and fact-finding enquiries of different kinds. The major purpose of descriptive research is descriptive of the state of affairs, as it exists at present. In social science and business research we quite often use the term EX POST FACTO research for descriptive research studies. The main characteristic of this method is that the researcher has no control over the variables; he can only report what has happened or what is happening. The methods of research utilized in descriptive research are survey methods of all kinds, including comparative and correlation methods. The study aims to find out the causes for stress in the work environment, the impact of stress and its manifestation. It also tries to put forth suggestion to effectively cope with stress. This involves study in detailed about the employees, attributes to stress and the organization as a whole.
4.3 AREA OF STUDY:

The research work is carried out at SIEMENS LIMITED, Chennai.
4.4 DATA:
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The unprocessed data is gathered through the survey. To secure this (primary and secondary) data we needed internal and external sources.
4.5 NATURE OF DATA:

The nature of data is mainly related to primary data, which was collected through a structural questionnaire for the objectives of the study. Secondary data was collected from web sites, journals, textbooks which were also used to supplement the primary data.
4.6 DATA COLLECTION:

Primary data are those, which are collected a fresh and for the first time, and thus happen to be pertaining to the current research process.
4.7 TYPE OF DATA:

Were collected from through questionnaire. Thus this project is based on primary data only.
4.8 QUESTIONNAIRE:
The sampling design involves questionnaire to collect data from the samples. A questionnaire is a prescribed set of questions in a sequenced manner set by the researcher in order to extract the view point of the respondents to the subject/ problem under study. 27
The questions may be either open-ended or close-ended depending upon the nature of research and subjectivity of the problem statement. The questionnaire used in the research consists of close-ended questions to extract the view points of the respondents. The type of questionnaire is a structured one.
STATISTICAL TOOLS USED FOR ANALYSIS: PERCENTAGE ANALYSIS

Percentage refers to a special king of ratio. Percentages are used in making comparison of two or more series of data. Percentage is used to describe relationships. Percentage can also be used to compare the relative term, the distribution of two or more series of data. Percentage = Number of responses X 100 Total number of employees
CHI-SQUARE ANALYSIS
Chi-square test is used as a statistical tool in this project. Also it invokes no assumption about the form of original distribution from which the observations are made. In this method we test if two attributes considered are dependent or not. Null hypothesis H0 : Attributes are independent : Attributes are not independent Alternative hypothesis H1
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Degrees of freedom
: (Number of rows-1) (Number of columns-1) (O-E) 2 E
Chi-square formula=
O = observed frequency E = expected frequency If calculated valve is less than table at given degrees of freedom we accept H0, else we reject H0.
CHAPTER V DATA ANALYSIS AND INTERPRETATION
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DATA ANALYSIS AND INTERPRETATION
For any research the purpose of achieving the objectives is a very important criterion. Unless the information drawn from the survey is properly interpreted and explained the very purpose of a research cannot be served. Hence the data analysis and interpretation is a very important aspect in a project report.
Analysis of data is the process of orderly research objectives. The primary data collection is in accurate form that is not ready for analysis. So the researcher must take some measures to bring the data to a form where it can be easily analyzed.
The various steps include editing (modifying, correcting the collected data), coding and tabulation (arranging similar data together).
The analysis is carried using statistical tools like percentages. Percentage is a special kind of ratio. Percentage is used in making comparison between two or more series of data.
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Finally meaningful information is extracted from the analysis. The collected data is illustrated using graphs. The findings, suggestions and conclusions are given on the inference drawn from the analysis.
TABLE NO. 5.1 TABLE SHOWING GENDER OF THE EMPLOYEES SI NO. 1 2 GENDER Male Female Total PERCENTAGE 70 30 100
INFERENCE: From the above table it is found that, 70% of respondents are male and 30% of respondents are female. So the majority of respondents are male Graph: 5.1
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Percentage
Female 30%
Male 70%
TABLE NO. 5.2 TABLE SHOWING AGE OT THE EMPLOYEES S.No. 1 2 3 4 5 INFERENCE: From the above table it is found that, In male 35.4% of the respondents belongs to the age group of >45 years. In female 52% of the respondents belongs to the age group of 25-35 years. Graph: 5.2 AGE Below 25 25 35 35 45 Above 45 Total MALE(Numbers) 05 12 15 38 70 FEMALE(Numbers) 15 03 08 04 30
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40 35 30 25 20 15 10 5 0 Below 25 25 - 35 35 - 45 Above 35 Male (Num bers) Fem (Num ale bers)
TABLE NO. 5.3 TABLE SHOWING STRESS AT WORK IS INCREASINGLY FELT S.No. 1) 2) 3) 4) 5) 6) Particulars Strongly agree Agree Neutral Disagree Strongly disagree Total No. of Respondents 63 16 10 02 09 100 Percentage 63 16 10 02 09 100
INFERENCE: From the above table it is found that 63 % of respondents strongly agree, 16 % of respondents agree, 10 % of respondents Neutral. 2 % of respondents disagree, 9 % of respondents strongly disagree. Graph: 5.3
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TABLE NO. 5.4 TABLE SHOWING STRESS IS NOT NECESSARILY BAD-IT ALL DEPENDS ON HOW YOU TAKE IT S.No. 1) 2) 3) 4) 5) 6) Particulars Strongly agree Agree Neutral Disagree Strongly disagree Total No. of Respondents 44 43 02 02 09 100 Percentage 44 43 02 02 09 100
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TABLE NO. 5.5 TABLE SHOWING STRESS IS ALWAYS CAUSED DUE TO LACK OF CONTROL OVER ONES SITUATION S.No. 1) 2) 3) 4) 5) 6) Particulars Strongly agree Agree Neutral Disagree Strongly disagree Total No. of Respondents 35 44 08 06 07 100 Percentage 35 44 08 06 07 100
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TABLE NO. 5.6 TABLE SHOWING I FACE STRESSFUL SITUATION IN MY JOB FREQUENTLY sS.No. 1) 2) 3) 4) 5) 6) Particulars Strongly agree Agree Neutral Disagree Strongly disagree Total No. of Respondents 14 51 21 10 4 100 Percentage 14 51 21 10 4 100
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TABLE NO.5.7 TABLE SHOWING I AM CAPABLE OF MANAGING STRESS S.No. 1) 2) 3) 4) 5) 6) Particulars Strongly agree Agree Neutral Disagree Strongly disagree Total No. of Respondents 14 37 35 10 4 100 Percentage 14 37 35 10 4 100
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TABLE NO. 5.8 TABLE SHOWING I FEEL THAT MY PRESENT WORKING HOURS INCREASE MY STRESS LEVEL S.No. 1) 2) 3) 4) 5) 6) Particulars Strongly agree Agree Neutral Disagree Strongly disagree Total No. of Respondents 07 48 28 15 02 100 Percentage 07 48 28 15 02 100
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TABLE NO. 5.9 TABLE SHOWING FAIR EQUITABLE REWARDS AND RECOGNITIONS REDUCE STRESS LEVEL S.No. 1) 2) 3) 4) 5) 6) Particulars Strongly agree Agree Neutral Disagree Strongly disagree Total No. of Respondents 12 30 35 21 02 100 Percentage 12 30 35 21 2 100
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TABLE NO. 5.10 TABLE SHOWING PROPER COMMUNICATION AND FLOW OF INFORMATION AT WORK S.No. 1) 2) 3) 4) 5) 6) Particulars Strongly agree Agree Neutral Disagree Strongly disagree Total No. of Respondents 12 22 39 19 08 100 Percentage 12 22 39 19 8 100
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TABLE NO. 5.11 TABLE SHOWING THE ORGANIZATIONAL STRUCTURE AND POLICIES ARE CLEAR THAT REDUCE THE STRESS LEVEL S.No. 1) 2) 3) 4) 5) 6) Particulars Strongly agree Agree Neutral Disagree Strongly disagree Total No. of Respondents 22 17 29 30 02 100 Percentage 22 17 29 30 2 100
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TABLE NO. 5.12 TABLE SHOWING MY JOB DESCRIPTIONS ARE CLEAR THAT MY STRESS LEVEL HOLDS GOOD S.No. 1) 2) 3) 4) 5) 6) Particulars Strongly agree Agree Neutral Disagree Strongly disagree Total No. of Respondents 12 30 36 12 10 100 Percentage 12 30 36 12 10 100
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TABLE NO. 5.13 TABLE SHOWING MY RESPONSIBILITIES MATCH WITH SKILLS AND CONFIDENCE THAT MY STRESS LEVEL HOLDS GOOD S.No. 1) 2) 3) 4) 5) 6) Particulars Strongly agree Agree Neutral Disagree Strongly disagree Total No. of Respondents 07 28 40 16 09 100 Percentage 07 28 40 16 9 100
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TABLE NO. 5.14 TABLE SHOWING MY ORGANIZATION GIVES ME ENOUGH TRAINING TO DO MY WORK SYSTEMATICALLY S.No. 1) 2) 3) 4) 5) 6) Particulars Strongly agree Agree Neutral Disagree Strongly disagree Total No. of Respondents 18 38 19 18 07 100 Percentage 18 38 19 18 7 100
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TABLE NO. 5.15 TABLE SHOWING RESPONDENTS DO NOT FEEL MUCH IRRITATED WHEN MY SUBORDINATES DONT COMPLETE THE JOB ON TIME. S.No. 1) 2) 3) 4) 5) 6) Particulars Strongly agree Agree Neutral Disagree Strongly disagree Total No. of Respondents 12 35 31 11 11 100 Percentage 12 35 31 11 11 100
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TABLE NO. 5.16 TABLE SHOWING THERE IS LESS CONFLICT IN MY DEPARTMENT MY STRESS LEVEL IS LOW S.No. 1) 2) 3) 4) 5) 6) Particulars Strongly agree Agree Neutral Disagree Strongly disagree Total No. of Respondents 21 40 19 12 08 100 Percentage 21 40 19 12 08 100
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TABLE NO. 5.17 TABLE SHOWING THERE IS A PROPER VENTILATION, LIGHTING, AND TEMPERATURE, IN MY WORKPLACE THAT REDUCES MY STRESS LEVEL S.No. 1) 2) 3) 4) 5) 6) Particulars Strongly agree Agree Neutral Disagree Strongly disagree Total No. of Respondents 18 34 35 06 07 100 Percentage 18 34 35 06 07 100
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TABLE NO. 5.18 TABLE SHOWING THE LAYOUT OF EQUIPMENT, SEATING, AND FURNITURE ARE COMFORTABLE THAT REDUCES MY STRESS LEVEL S.No. 1) 2) 3) 4) 5) 6) Particulars Strongly agree Agree Neutral Disagree Strongly disagree Total No. of Respondents 22 30 26 15 07 100 Percentage 22 30 26 15 7 100
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TABLE NO. 5.19 TABLE SHOWING RESPONDENTS USE SELF-RELAXATION TECHNIQUES TO REDUCE STRESS LEVEL Particulars Table: 17S.No. 1) 2) 3) 4) 5) 6) INFERENCE: From the above table it is found that 22 % of respondents strongly agree, 23 % of respondents agree, 33 % of respondents Neutral. 16 % of respondents disagree, 6 % of respondents strongly disagree. Graph: 5.19 Strongly agree Agree Neutral Disagree Strongly disagree Total No. of Respondents 22 23 33 16 06 100 22 23 33 16 6 100 Percentage
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TABLE NO. 5.20 TABLE SHOWING RESPONDENTS DRINK COFFEE OR TEA FREQUENTLY TO REDUCE STRESS S.No. 1) 2) 3) 4) 5) 6) Particulars Strongly agree Agree Neutral Disagree Strongly disagree Total No. of Respondents 17 31 40 11 01 100 Percentage 17 31 40 11 1 100
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TABLE NO. 5.21 TABLE SHOWING DAILY RESPONDENTS GIVE TIME FOR THEIR SELFDEVELOPMENT S.No. 1) 2) 3) 4) 5) 6) Particulars Strongly agree Agree Neutral Disagree Strongly disagree Total No. of Respondents 22 45 21 10 2 100 Percentage 22 45 21 10 2 100
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TABLE NO. 5.22 TABLE SHOWING RESPONDENTS FINANCIAL PLANS ARE GOOD THAT THEY DO NOT BOTHER MUCH S.No. 1) 2) 3) 4) 5) 6) Particulars Strongly agree Agree Neutral Disagree Strongly disagree Total No. of Respondents 31 34 20 12 03 100 Percentage 31 34 20 12 03 100
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TABLE NO. 5.23 TABLE SHOWING RESPONDENTS EXERCISE REGULARLY TO REDUCE STRESS S.No. 1) 2) 3) 4) 5) 6) Particulars Strongly agree Agree Neutral Disagree Strongly disagree Total No. of Respondents 36 32 16 14 02 100 Percentage 36 32 16 14 2 100
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TABLE NO. 5.24 TABLE SHOWING RESPONDENTS HAVE TO FORGO THEIR REFRESHMENT AND LUNCH BREAKS DUE TO WORK PRESSURE S.No. 1) 2) 3) 4) 5) 6) Particulars Strongly agree Agree Neutral Disagree Strongly disagree Total No. of Respondents 43 24 20 09 04 100 Percentage 43 24 20 09 04 100
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TABLE NO. 5.25 TABLE SHOWING RESPONDENTS TAKE COURSE OF ACTION WHEN THEIR WORK METHODS ARE NOT IMPROVED S.No. 1) 2) 3) 4) 5) 6) Particulars Strongly agree Agree Neutral Disagree Strongly disagree Total No. of Respondents 19 64 10 02 05 100 Percentage 19 64 10 2 5 100
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TABLE NO. 5.26 TABLE SHOWING RESPONDENTS NOT EXPERIENCING DIZZINESS OR HEADACHE DURING COURSE OF WORK S.No. 1) 2) 3) 4) 5) 6) Particulars Strongly agree Agree Neutral Disagree Strongly disagree Total No. of Respondents 50 25 15 04 06 100 Percentage 50 25 15 04 06 100
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TABLE NO. 5. 27 TABLE SHOWING THERE IS SUFFICIENT STRESS BUSTING ACTIVITIES IN THEIR WORKPLACE S.No. 1) 2) 3) 4) 5) 6) Particulars Strongly agree Agree Neutral Disagree Strongly disagree Total No. of Respondents 17 46 22 09 06 100 Percentage 17 46 22 09 06 100
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TESTING OF HYPOTHESIS
(I)
Need for the test: To determine whether there is an association between the
Gender and capable of managing stress Null Hypothesis Ho There is no association between the Gender and capable of managing stress. Alternate Hypothesis H1 There is an association between the Gender and Capable of managing stress.
TABLE NO. 5.28 TABLE SHOWING ASSOCIATION BETWEEN GENDER AND CAPABLE OF MANAGING STRESS Gender Strongly Agree Neutral 58 Disagree Strongly Total
Male Female Total
Agree 12 2 14
20 17 37
30 05 35
06 04 10
Disagree 02 02 04
70 30 100
S.No.
Observed Frequency (O) 12 20 30 06 02 02 17 05 04 02
Expected Frequency (E) 9.8 25.9 24.5 7.0 2.8 4.2 11.1 10.5 3.0 1.2
Observed Expected ( O-E ) 2.2 -5.9 5.5 -1.0 -o.8 -2.2 5.9 5.5 1.0 0.8
(O-E)2
[ (O-E)2 / E ]
1. 2. 3. 4. 5. 6. 7. 8. 9. 10.
4.84 34.81 30.25 1.00 0.64 4.84 34.81 30.25 1.00 0.64
0.494 1.344 1.235 0.142 0.229 1.152 3.135 2.000 0.333 0.533
2 = (O E)2 / E = 10.597
Thus the calculated value of 2 is = 10.597 Degrees of freedom, V = (c 1) (r 1) = (5 1) (2 1) = 4 * 1 = 4. For 4 degrees of freedom, at 5% level of significance, the table value of 2 is 9.488 INFERENCE:
59
The calculated value of 2 is greater than the table value, (i.e., 2 > 20.05), Ho is rejected. Therefore, there is an association between the Gender and Capable of managing stress.
(II)
Age and capable of managing stress Null Hypothesis Ho There is no association between the Age and capable of managing stress. Alternate Hypothesis H1 There is an association between the Age and Capable of managing stress.
TABLE NO. 5.29 TABLE SHOWING ASSOCIATION BETWEEN AGE AND CAPABLE OF MANAGING STRESS
Age Below 25 25 - 35 35 - 45 Above 45 Total
Strongly Agree 01 02 03 08 14
Agree 5 5 8 19 37
Neutral 6 5 10 14 35
Disagree 5 2 2 1 10
Strongly Disagree 3 1 0 0 4
Total 20 15 23 42 100
60
S.No.
Observed Frequency (O) 1 5 6 5 3 2 5 5 2 1 3 8 10 2 0 8 19 14 1 0
Expected Frequency (E) 2.8 5.5 7.0 2.0 0.8 2.1 5.6 5.3 1.5 0.6 3.2 8.5 8.1 2.3 0.9 5.9 15.5 14.7 4.2 1.7
Observed Expected ( O-E ) -1.8 -0.5 -1.0 3.0 2.2 -0.1 -0.6 -0.3 0.5 0.4 -0.2 -0.5 1.9 -0.3 -0.9 2.1 3.5 -0.7 3.2 -1.7
(O-E)2
[ (O-E)2 / E ]
1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20.
3.24 0.25 1.00 9.00 4.84 0.01 0.36 0.09 0.25 0.16 0.04 0.25 3.61 0.09 0.81 4.41 12.25 0.49 10.24 2.89
1.157 0.050 0.142 4.500 6.100 0.010 0.054 0.016 0.156 0.256 0.013 0.030 0.450 0.040 0.900 0.747 0.800 0.033 2.430 1.700
2 = (O E)2 / E = 19.584
61
Thus the calculated value of 2 is = 19.587 Degrees of freedom, V = (c 1) (r 1) = (5 1) (4 1) = 4 * 3 = 12. For 4 degrees of freedom, at 5% level of significance, the table value of 2 is 21.026 INFERENCE: The calculated value of 2 is lesser than the table value, (i.e., 2 < 20.05), Ho is accepted. Therefore, there is no association between the Age and Capable of managing stress.
62
(III)
Gender and Organization gives enough training to do the work systematically Null Hypothesis Ho There is no association between the Gender and Organization gives enough training to do the work systematically. Alternate Hypothesis H1 There is an association between the Gender and organization gives enough training to do the work systematically.
TABLE NO. 5.30 TABLE SHOWING ASSOCIATION BETWEEN GENDER AND ORGANIZATION GIVES ENOUGH TRAINING TO DO THE WORK SYSTEMATICALLY
Gender Male Female Total
Strongly Agree 10 8 18
Agree 30 8 38
Neutral 12 7 19
Disagree 13 5 18
Strongly Disagree 5 2 7
Total 70 30 100
63
S.No.
Observed Frequency (O) 10 30 12 3 5 8 8 7 5 2
Expected Frequency (E) 12.6 26.6 13.3 12.6 4.9 5.4 11.4 5.7 5.4 2.1
Observed Expected ( O-E ) -2.6 3.4 -1.3 -9.6 0.1 2.6 -3.4 1.3 -0.4 -0.1
(O-E)2
[ (O-E)2 / E ]
1. 2. 3. 4. 5. 6. 7. 8. 9. 10.
6.76 11.56 1.69 92.16 0.01 6.76 11.56 1.69 0.16 0.01
0.536 0.435 0.127 7.314 0.003 1.252 1.014 0.295 0.929 0.005
2 = (O E)2 / E = 11.910
Thus the calculated value of 2 is = 11.910 Degrees of freedom, V = (c 1) (r 1) = (5 1) (2 1) = 4 * 1 = 4. For 4 degrees of freedom, at 5% level of significance, the table value of 2 is 9.488 INFERENCE: The calculated value of 2 is greater than the table value, (i.e., 2 > 20.05), Ho is rejected. Therefore, there is an association between the Gender and Organization gives enough training to do the work systematically.
(IV)
Gender and Usage of self-relaxation techniques to reduce stress level. Null Hypothesis Ho 64
There is no association between the Gender and Usage of self-relaxation techniques to reduce stress level. Alternate Hypothesis H1 There is an association between the Gender and Usage of self-relaxation techniques to reduce stress level.
TABLE NO.5.31 TABLE SHOWING ASSOCIATION BETWEEN GENDER AND USE OF SELFRELAXATION TECHNIQUES TO REDUCE STRESS LEVEL
Gender Male Female Total
Strongly Agree 18 4 22
Agree 16 7 23
Neutral 20 13 33
Disagree 10 6 16
Strongly Disagree 6 0 6
Total 70 30 100
S.No.
Observed Frequency (O) 18 6
Expected Frequency (E) 15.4 16.10
Observed Expected ( O-E ) 2.6 -10.1
(O-E)2
[ (O-E)2 / E ]
1. 2.
6.76 102.01
0.440 5.336
65
3. 4. 5. 6. 7. 8. 9. 10.
20 10 6 4 7 13 6 0
23.10 11.20 4.20 6.60 6.90 9.90 4.80 1.80
-3.1 -1.2 1.8 -2.6 0.1 3.1 1.2 -1.8
9.61 1.44 3.24 6.67 0.01 9.61 1.44 3.24
0.415 0.130 0.771 1.924 0.001 0.970 0.300 1.800
2 = (O E)2 / E = 12.097
Thus the calculated value of 2 is = 12.097 Degrees of freedom, V = (c 1) (r 1) = (5 1) (2 1) = 4 * 1 = 4. For 4 degrees of freedom, at 5% level of significance, the table value of 2 is 9.488 INFERENCE: The calculated value of 2 is greater than the table value, (i.e., 2 > 20.05), Ho is rejected. Therefore, there is an association between the Gender and Usage of selfrelaxation techniques to reduce stress level.
(V)
Age and Organization gives the enough training to do the work systematically Null Hypothesis Ho There is no association between the Age and Organization gives the enough training to do the work systematically. Alternate Hypothesis H1 66
There is an association between the Age and Organization gives the enough training to do the work systematically.
TABLE NO. 5.32 TABLE SHOWING ASSOCIATION BETWEEN AGE AND ORGANIZATION GIVES THE ENOUGH TRAINING TO DO THE WORK SYSTEMATICALLY
Agree 5 6 9 14 34
Neutral 5 3 5 6 19
Disagree 4 2 4 10 20
Total 20 15 23 42 100
S.No.
Observed Frequency (O) 4 5 5 4 2 3 6 3 2
Expected Frequency (E) 3.78 7.80 4.00 3.78 1.47 3.78 7.80 4.00 3.78
Observed Expected ( O-E ) 0.22 -2.8 1.0 0.22 0.53 0.22 0.20 -1.0 0.22 67
(O-E)2
[ (O-E)2 / E ]
1. 2. 3. 4. 5. 6. 7. 8. 9.
0.05 7.84 1.00 0.05 0.28 0.05 0.04 1.00 0.05
0.013 1.005 0.250 0.013 0.200 0.013 0.415 0.250 0.013
10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20.
1 4 9 5 4 1 8 14 6 10 4
1.47 4.32 9.12 4.00 4.32 1.68 6.12 12.92 6.46 6.12 2.38
0.53 -0.32 -0.12 1.00 0.32 -0.68 1.88 1.08 -0.46 3.88 1.62
0.28 0.10 0.014 1.00 0.10 0.46 3.53 1.17 0.211 15.05 2.52
0.200 0.023 0.002 0.250 0.024 0.275 0.576 0.001 0.033 2.45 1.19
2 = (O E)2 / E = 7.196
Thus the calculated value of 2 is = 7.196 Degrees of freedom, V = (c 1) (r 1) = (5 1) (4 1) = 4 * 3 = 12. For 4 degrees of freedom, at 5% level of significance, the table value of 2 is 21.026 INFERENCE: The calculated value of 2 is lesser than the table value, (i.e., 2 < 20.05), Ho is accepted. Therefore, there is no association between the Age and Organization gives enough training to do the work systematically.
68
(VI)
Age and Usage of self-relaxation techniques to reduce stress level Null Hypothesis Ho There is no association between the Age and Usage of self-relaxation techniques to reduce stress level. Alternate Hypothesis H1 There is an association between the Age and Usage of self-relaxation techniques to reduce stress level.
TABLE NO.5.33 TABLE SHOWING ASSOCIATION BETWEEN AGE AND USE OF SELFRELAXATION TECHIQUES TO REDUCE STRESS LEVEL
69
Agree 5 3 6 10 24
Neutral 7 5 8 12 32
Disagree 3 3 4 7 17
Total 20 15 23 42 100
S.No.
Observed Frequency (O) 3 5 7 3 2 4 3 5 3 0 3 6 8 4 2 11 10 12 7 2
Expected Frequency (E) 4.18 4.37 6.27 3.04 1.14 4.84 5.06 7.26 3.52 1.32 4.62 4.83 6.93 2.26 1.26 8.36 8.74 12.54 6.08 2.28
Observed Expected ( O-E ) -0.18 4.63 0.73 0.04 0.86 -0.16 -2.06 -2.26 -0.48 -1.32 -1.62 1.17 1.07 0.64 0.74 2.65 1.26 -0.54 0.92 -0.28
(O-E)2
[ (O-E)2 / E ]
1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20.
0.032 21.44 0.533 0.160 0.739 0.030 4.24 0.511 0.230 1.742 2.624 1.357 1.145 0.410 0.548 7.023 1.590 0.291 0.946 0.219
0.008 5.00 0.090 0.053 0.848 0.006 0.004 0.074 0.055 1.320 0.568 0.203 0.155 0.122 0.435 0.840 0.182 0.023 0.137 0.095
70
2 = (O E)2 / E = 10.218
Thus the calculated value of 2 is = 10.218 Degrees of freedom, V = (c 1) (r 1) = (5 1) (4 1) = 4 * 3 = 12. For 4 degrees of freedom, at 5% level of significance, the table value of 2 is 21.026 INFERENCE: The calculated value of 2 is lesser than the table value, (i.e., 2 < 20.05), Ho is accepted. Therefore, there is no association between the Age and Usage of self-relaxation techniques to reduce stress level.
71
CHAPTER: VI FINDINGS OF THE STUDY
72
FINDINGS
It is inferred that 51% of respondents agree, that they face stressful situation in the job frequently.
It is inferred that 37 % of respondents agree that they can be able to manage stress.
It is inferred that 48% of respondents agree, that the present working hour increase their stress level.
It is inferred that 40% of respondents neutral, that responsibilities match with skills and confidence that their stress level holds good.
It is inferred that 38% of respondents agreed, that organization gives them enough training to do their work systematically.
It is inferred that 40% of respondents agreed, that less conflict in their department reduces the stress level.
73
It is inferred that 33% of respondents neutral, that they use selfrelaxation techniques to reduce stress level.
It is inferred that 40% of respondents neutral, that they drink coffee or tea frequently to reduce stress.
It is inferred that 34% of respondents agreed, that their financial plans are good and they do not bother much about stress.
CHAPTER VII
SUGGESTION
74
SUGGESTIONS
1. SRATEGIES TO REDUCE STRESS ON THE EMPLOYEES (BY THE MANAGEMENT) A. Stress management to improve a workers ability to cope with difficult work situations. The company should offer stress management training or offer assistance through an employees assistance program like providing advice, reassurance, and release of emotional tension, clarified thinking and re-orientation through well established counseling cell within the organization. B. Organizational change by the company upon identifying stressful aspects of work, and designing strategies and improving work conditions to reduce or eliminate the identified stressors. SOME OF THE SUGGSUGGESTIONS TO MANAGEMENT 1. Management must assign jobs to employees based on their ability to perform 75
2.
Adequate rewards and quick promotion should be given which provide career growth to the employees.
3.
It is evident from the study that employees rarely or never perform yoga, meditation, and muscle relaxation exercise.
4.
Management must conduct program to educate employees about the importance of above said activities and changes that it will make in their regular course of work.
CONCLUSION
76
CONCLUSION
Stress is a consequence of a situation or a response that places either physical or psychological demands on a person. The bodys general biological response to stressors prepares the individual to flight or flee behavior generally in appropriate in the work place, many factors determine of work place and interaction with clients. An optimal level of stress probably exists for any particular task, and less or more stress than that level leads to reduced performance. Job burnout is a major result of unrelieved jobrelated stress. The success of managing stress lies in the ability to convert distress to esters or cope up with existing stress to get maximum performance. Today science has improved and organization feel fortunate as various techniques and program are available to help people, manage stress. The fast growing meditation centers and professional counseling centers are examples for that, it is the management ability to design and
77
implement programs best for their organization and employees so that more performance could be brought with satisfaction on both sides.
REFERENCE
78
REFERENCE
John W. Newstrom, Keith Davis, Stress and counseling, 11th edition, TATA McGraw-Hill. David A. Aaker, V. Kumar and George S. Day, Marketing Research- seventh edition, John Wiley & Sons, Inc. C.R. Kothari, Research Methodology, methods & techniques, second edition, New Age Publishers, Research Methodology- An introduction
BIBILIOGRAGHY
79
www.siemens.com www.stressfocus.com www.dissolvestressnow.com
ANNEXURE
80
QUESTIONNAIRE
PERSONAL INFORMATION: 1. Age 2. Gender 3. Qualification 4. Designation 5. Department 6. Shifts 6. Income : : : : : : : General / Shifts Below 25 [ ] Above 45 [ ] Male [ ] 25-35 [ ] Female [ ] 35-45 [ ]
7. Years of Experience in siemens:
81
(PLEASE TICK THE OPTION)

Strongly S.No 1 2 3 4 5 6 7 8 9 10 Particulars Stress at work place is increasingly felt Stress is not necessarily bad-it all depends on how you take it. Stress is always caused due to lack of control over ones situation I face stressful situations in my job frequently. Iam capable of managing stress I feel that my present working hours increase my stress level. Fair equitable rewards and recognition reduce stress level. Proper communication and flow of information at work The Organizational structure and policies are clear that reduce the stress level. My job descriptions are clear that my stress level holds good. Agree Agree Neutral Disagree Strongly Disagree
82
11 12 13
My responsibilities match with skills and confidence that my stress level holds good. My Organization gives me enough training to do my work systematically I do not feel much irritated when my subordinates dont complete the job on time. There is less conflict in my department my stress level is low. There is a proper ventilation, lighting, and temperature, in my workplace that reduces my stress level. The layout of equipment, seating and furniture are comfortable that reduces my stress level. I use self-relaxation techniques to reduce stress level. I drink coffee or tea frequently to reduce stress. Daily I give time for my self-development. My financial plans are good that I do not bother much. I exercise regularly to reduce stress. I have to forgo my refreshment and lunch breaks due to work pressure. I take course of action when my work methods are not improved. I am not experiencing dizziness or headache during course of work. There is sufficient stress busting activities in
14 15
16
17 18 19 20 21 22 23 24
25.
my workplace.
26. In your perception, which is the strongest factor causing stress at your workplace?
83
27. Suggestions if any please.
84

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CHAPTER I INTRODUCTION

EXTERNAL AND INTERNAL STRESSORS

SIGNS AND SYMPTOMS OF STRESS

1.1 NEED FOR THE STUDY

OBJECTIVES OF THE STUDY:

1.2.1 PRIMARY OBJECTIVE:

1.2.2 SECONDARY OBJECTIVES:

SCOPE AND SIGNIFICANCE OF STUDY:

LIMITATIONS OF THE STUDY

CHAPTER II COMPANY PROFILE

Committed to ethical and responsible actions.

Achieving high performance and excellent results

Being innovative to create sustainable value

B) Sensors and communications

D) Low voltage controls and distribution (CD)

C) Mechanical Drives (MD) D) standard drives (SD)

imaging workflow& solutions Diagnostics

Siemens&India An Enduring Partnership

2007: 50 years of Incorporation in India

CHAPTER - III REVIEW OF LITERATURE

3.1 REVIEW OF LITERATURE:

3.1.2 GENERAL ADAPTIVE SYNDROME:

3.2 STRESS RESPONSE:

3.2.1 PHYSIOLOGICAL RESPOSES:

3.2.2 PSYCHOLOGICAL RESPONSES:

3.2.3 BEHAVIOURAL RESPONSES:

3.3 JOB STRESS:

3.4 CAUSES OF JOB STRESS:

3.5 JOB RELATED STRESS:

3.6 CONSEQUENCES OF JOB STRESS:

3.7 ORGANIZATIONAL STRATEGIES FOR COPING WITH STRESS

4.1 RESEARCH METHODOLOGY:

4.2 RESEARCH DESIGN:

4.2.1 DESCRIPTIVE RESEARCH:

4.3 AREA OF STUDY:

4.5 NATURE OF DATA:

4.6 DATA COLLECTION:

4.7 TYPE OF DATA:

STATISTICAL TOOLS USED FOR ANALYSIS: PERCENTAGE ANALYSIS

: (Number of rows-1) (Number of columns-1) (O-E) 2 E

CHAPTER V DATA ANALYSIS AND INTERPRETATION

DATA ANALYSIS AND INTERPRETATION

40 35 30 25 20 15 10 5 0 Below 25 25 - 35 35 - 45 Above 35 Male (Num bers) Fem (Num ale bers)

Male Female Total

Observed Frequency (O) 12 20 30 06 02 02 17 05 04 02

Age Below 25 25 - 35 35 - 45 Above 45 Total

Observed Frequency (O) 1 5 6 5 3 2 5 5 2 1 3 8 10 2 0 8 19 14 1 0

Gender Male Female Total

Observed Frequency (O) 10 30 12 3 5 8 8 7 5 2

Gender Male Female Total

Observed Frequency (O) 18 6

Expected Frequency (E) 15.4 16.10

Observed Expected ( O-E ) 2.6 -10.1

23.10 11.20 4.20 6.60 6.90 9.90 4.80 1.80

-3.1 -1.2 1.8 -2.6 0.1 3.1 1.2 -1.8

9.61 1.44 3.24 6.67 0.01 9.61 1.44 3.24

0.415 0.130 0.771 1.924 0.001 0.970 0.300 1.800

Age Below 25 25 - 35 35 - 45 Above 45 Total

Observed Frequency (O) 4 5 5 4 2 3 6 3 2

0.05 7.84 1.00 0.05 0.28 0.05 0.04 1.00 0.05

0.013 1.005 0.250 0.013 0.200 0.013 0.415 0.250 0.013

Age Below 25 25 - 35 35 - 45 Above 45 Total

Observed Frequency (O) 3 5 7 3 2 4 3 5 3 0 3 6 8 4 2 11 10 12 7 2