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INTRODUCTION
INTRODUCTION:
Stress is a pressure that is exterted on something. The term stress is also used to
describe the individual response to pressure. The response can be psychological or Behavioural.
How the individual responds to the stressor will depend on their personality, their perceptions &
their past experience.
Scope:
Organization life is quite stressful. Work pressures, tight schedules, meetings that never seem to
end on time, unhelpful colleagues, critical bosses, incompletement subordinates and host of other
irritating factors may all have a cumulative effect in making the lives of modern- day executes quite
miserable.
Stress is usually though of negative terms. This is a form of distress. It can lead to poor
performance on the job of death. Coronary heart diseases, stroke, hypertension, diabetes, cancer and also
suicide.
But there is also positive stress. This is in the form of Eustress. Eustress that come with increased
job responsibility time pressure & high quality assignments.
How well a person will cope with occupational stress will depend on.
The extent to which they feel threatened by the stressor.
Objectives:
The study aims at identifying.
Identifying early signs of work related stress.
Understanding possible work related causes.
Identifying the different underlying factors attributed to both work related and stress and
personal factors.
Studying the possible health risk related to stress.
Assessing the various approaches to manage work related stress and evaluating their
possible benefits.
Literature Review:
Stress is simply as the interaction of the individual with the environment. An adaptive
CHAPTER II
ORGANIZATION PROFILE
HBL Power Systems Ltd has more than 30 years of experience in the filed of specialized
Batteries and DC power systems. The company is the result of a merger between Hyderabad
Batteries Ltd. (1977) & SABNIFF Power Systems Ltd. (1986).
VISION:
To organize Indias engineering talent into a globally competitive business, whether in
manufacturing or in services. We want to become a learning organization to export technology
from India. Our choice is for Business with technological barriers and or engineering intensity.
Our location at Hyderabad makes this vision feasible, because Hyderabad has Indias largest
cluster of scientific & technical training institutions providing caliber Human Resources.
Products:
HBL is committed to improving global competitiveness by sharing knowledge, drive for
innovation & growth, and investment in internally benchmarked technology & niche products.
Markets:
The customer focus for these products is on five sectors.
Aviation
Defence
Industry
Railway
Telecommunications
HBL Resources:
Engineers - 60
Lead Acid
ISO 9001
ISO 14001
IEC 60623 Certification (CSA)
ISO 9001
ISO14001
IEC 60896 Part 21 & 22 (Intertek
SEMKO) for VRLA Single cells
and Monblocks.
Environment Protection:
Fully fledged effluent treatment plant to treat plant waste & sewage.
in various parts of the country HBL also has offices/ Distributors/ Agents all over the Globe to
cater to its ever growing export Business.
Regional Offices:
Delhi delhi@hbl.in
Kolkata salesseast@hbl.in
Mumbai mumbai@hbl.in
Lucknow luknow@hbl.in
Chennai chennai@hbl.in
Hyderabad hro@hbl.in
Banglore banglore@hbl.in
Baroda baroda@hbl.in
International Contacts:
China & Honkong battery@hblchina.com
USA www.sbsbattery.com
UK www.hblnicad.co.uk
Factory:
Shameetpet www.hbl.in
Nandigaon www.hbl.in
Mehboobnagar www.hbl.in
Vijayanagaram www.hbl.in
VSEZ www.hbl.in
Haridwar www.hbl.in
CHAPTER III
RESEARCH METHODOLOGY
Research Methodology:
Research Methodology generally refers to the systematic procedure carried out in any
project on research study methodology gives clear picture of suitable clarification and sequences
of the different stages of the study as to arrive at a proper manifestation of the object scope and
limitations of the study.
Sources of Data:
The main source of data is Primary Data and Secondary Data.
Primary Data:
The primary data are those which are collected and for first time and thus happened to be
original in character questionnaire are mainly used.
Secondary Data:
The secondary data are those which have been passed through the statically process. The
study used annual reports, broaches, pamphlets and customer training manually.
Sampling Method:
Sampling Techniques is the process selecting few from a bigger group to become the
basis for estimating are predicting the fact, situation or outcome regarding to better group. The
researches adopted convenience sampling. The respondents are selected according to convince
of the research.
Sample Size:
The sample size for research is 100.
Questionnaire:
This method used in data collection is quite population particularly in case of enquires.
Private individuals research persons, private and policy organization is adapting it. A
questionnaire consists of a number of questions printed are type in a definition on their own.
Questionnaire Design:
The questionnaire consists of number of questions printed in a definite order or a set
forms questions include 5 point scale, dichotomous etc.
CHAPTER IV
DATA STRUCTURING
Excessive workload.
Physical environment
Ergonomic problems.
Organizational practices
Multiple supervisors.
Career Development
Over Promotion.
Under Promotion
Thwarted ambition.
Workplace change
Fear of layoff.
Interpersonal Relationships
Bullying or harassment.
Economic conditions
Market changes
Technological changes
Multinational
Organizational Specific
Reorganizations
Layoffs
Organizational structure
Reward systems
Promotional policies
Job security
Leadership style
Job Specific
Job characteristics
Pressure of responsibility
Time pressures
Lack of information
Lack of collaboration
Working conditions
Insufficient training
Work overload
Personality traits
Demographic characteristics
Coping skills.
Work/life conflict
Family problems
Personal problems
Social problems
Financial difficulties.
The worker feels doubts about his or her competence and ability to do the job.
The worker relies on favorable opinions and input from others as a basis for building selfesteem.
The worker cares more about others' needs than his or her own.
The worker avoids communications and actions that would displease others.
The worker feels a job well done could have been done even better.
Memory problems.
Inability to concentrate.
Confusion.
Poor judgment.
Loss of objectivity.
Depression.
Lack of confidence.
Headaches.
Digestive problems.
Sleep disturbances.
Fatigue.
Skin problems.
Eating disorder.
Job dissatisfaction.
2. Lower motivation.
3. Low employee morale.
4. Less organizational commitment,.
5. Lowered overall quality of work life.
6. Absenteeism, turnover.
7. Intention to leave the job,
8. Lower productivity, decreased quantity and quality of work.
9. Inability to make sound decisions.
2. Organizational Costs :1. Such as cost of reduced performance, productivity (lack of added value to product and /or
service),
2. High replacement costs in connection with labor turnover (increase in recruitment, training
and retraining costs),
3. Increases sick pay, increased health-care costs and disability payments.
4. Higher grievance and litigation/compensation costs, and costs of equipment damage.
Organizational approach Organization can foster low levels of job stress and high levels
of productivity:
Organization level to Reduce Job Stress
1. Improve communication
2. Consult your employees
3. Offer rewards and incentives
4. Cultivate a friendly social climate
Employees can reduce job stress while organizational change comes from management,
there are still many things employees individually or collectively can do to reduce workplace
stress.
Stress Relief:
Yoga, Meditation, and Other Relaxation Techniques
CHAPTER V
DATA ANALYSIS AND INTERPRETATION
c. Sometimes
44
d. Not at all 16
INTERPRETATION:
In the above question survey it is found that 12% of employees always get enough time,
28% of employees rarely get time, 44% of employees sometimes get time, and 16% of
employees Not at all get time to focus on their interests / hobbies outside of the work.
INFERENCE:
The majority of respondents (44%) that is sometimes they get time to focus on their
hobbies/ interests outside of the work.
2. Have you ever felt that you have been eat, talk, walks and drives quickly?
a. Always 40
b. Rarely 12
c. Sometimes 32
INTERPRETATION:
In the above question survey it is found that 40% of employees Always eat, Talk, walk,
and drive quickly.12% of employees Rarely, 32% of employees Sometimes, 12% of employees
Most of the time, 4 % of employees Never eat, Talk, walk, and drive quickly.
INFERENCE:
The majority of respondents that is (40%) Always eat, walk, and drive quickly. So these
40% of employees are naturally do things with stress.
3. Have you ever tries to prevent work stress by exercising and participating in recreation
activities?
a. Always 8
b. Rarely 12
c. Sometimes 56
d. Never 24
INTERPRETATION:
In the above question survey it is found that 8% of employees Always try to prevent work
stress by exercising and participating in recreation activities. 12% of employees rarely, 56% of
employees sometimes, 24% of employees never try to prevent work stress by exercising and
participating in recreation activities.
INFERENCE:
The majority of respondents that is (56%) Sometimes participate in recreation activities
to prevent work stress.
4. Are you able to get approximately eight hours sleep at least 4 nights in a week?
a. Most of the time 4
b. Often 16
c. Sometimes 36
d. Never 44
INTERPRETATION:
In the above question survey it is found that 4% of employees Most of the time get
approximately eight hours sleep at least 4 nights in a week. 20% of employees often, 40% of
employees sometimes, 44% of respondents get approximately eight hours sleep at least 4 nights
in a week.
INFERENCE:
The majority of respondents that is (44%) get approximately eight hours sleep at least 4
days in a week.
INTERPRETATION:
In the above question survey it is found that 47% of respondents feel tired during the
work day (Yes), 53% of respondents do not feel tired during the work day (No).
INFERENCE:
The majority of respondents (53%) do not feel tired during the work day.
c. Disagree 0
d. No comments 20
INTERPRETATION:
In the above question survey it is found that 48% of respondents Agree, 32% of
Respondents Strongly agree, 20% of respondents neither agree nor disagree, 0% of respondents
disagree that their job efficiency to be very competent.
INFERENCE:
The majority of respondents that is (48%) Agree that their job efficiencey is very
competent.
c. Indifferent 4
d. No comments 36
INTERPRETATION:
In the above question survey it is found that 48% of respondents feel their job very
secure, 8% of respondents feel Insecure, 4% of respondents feel indifferent, 36% of respondents
cant say that they feel job very secure.
INFERENCE:
The majority of respondents (48%) feel that their job is very secure.
c. Sometimes 64
d. Never 16
INTERPRETATION:
In the above question survey it is found that 4% of respondents experience too much
pressure on their job, 16% of respondents often, 64% of respondents sometimes, 16% of
respondents never experience too much pressure on their job.
INFERENCE:
The majority of respondents that is (64%) sometimes experience too much pressure on
job.
b. No 36
INTERPRETATION:
In the above question survey it is found that 64% of respondents f hurried or rushed to
complete deadlines at work. 36% of respondents do not hurry or rushed to complete deadlines at
work.
INFERENCE:
The majority of respondents (64%) feel that they are hurried or rushed to complete
deadlines at work.
a. Yes 16
b. No 84
INTERPRETATION:
In the above question survey it is found that 16% of respondents get time to relax at
work, 84% of respondents get time to relax at work.
INFERENCE:
The majority of respondents (84%) are not getting time to relax at work.
INTERPRETATION:
In the above question survey it is found that 88% of respondents are always in safety
conscious. 12% of respondents are not in safety conscious.
INFERENCE:
The majority of the respondents (88%) are always in safety conscious.
12. Do you share an excellent rapport with your team in the department?
a. Agree 80
b. strongly agree 20
c. Disagree 0
d. Some extent 0
INTERPRETATION:
In the above question survey it is found that 80% of respondents Agree. 20% of
respondents strongly agree, none of respondent respondents disagree and neither agrees nor
disagree that they share an excellent rapport with team in the department.
INFERENCE:
The majority of respondents (80%) Agree that they share an excellent rapport with team
in the department.
INTREPRETATION: In the above question survey it is found that 44% of employees do not
satisfied with their compensation based on their efforts. 56% of employees are satisfied with
their compensation for what they do.
INFERENCE:
The majority of the respondents (56%) satisfied with their adequate compensation for
what they do.
INTERPRETATION:
In the above question survey it is found that 32% of employees tend to have frequent
arguments with their superiors, co-workers. 68 % of employees do not have frequent arguments
with their superiors, co-workers.
INFERENCE:
The majority of the respondents (68%) do not have frequent arguments with their
superiors, co-workers.
15. Does your job make you feel inability to voice complaints?
a. To a some extent 24
b. To a little extent 56
c. To a greater extent 0
d. Not at all 20
INTERPRETATION:
In the above question survey it is found that 68% of employees to some extent feel
inability to voice complaints. 24% of employees to a little extent, 56% of employees not at all
feel inability, none feel inability to a greater extent.
INFERENCE:
The majority respondents (68%) of employees feel inability to some extent to voice
complaints.
c. Bad 20
d. No comments. 0
INTERPRETATION:
In the above question survey it is found that 52% of employees opinion is that they have
good work place environment, 28% of employees opinion is very good, 20 of employees
opinion is bad, none of the employees opinion is no comments.
INFERENCE:
The majority of respondents (52%) opinion is that they have good workplace
environment.
CHAPTER VI
CONCLUSION
FINDINGS:
The majority of respondents 44% feel that they get enough time to focus on
interests/hobbies outside of the work only sometimes.
The majority of respondents 36% that they are always eat, walk, drive, and talk quickly
hence they are type A personalities means naturally they always do things with stress.
The majority of respondents 48% agree that their job is very competent.
The majority of respondents 48% feel very secure towards their job.
The majority of respondents 64% getting sometimes only too much pressure on their job.
The majority of respondents 56% are not satisfying with their compensation for what job
they do.
The majority of respondents 52% opinion is that their work place environment is good.
SUGGESTIONS:
II.
III.
IV.
Make your nine-to-five work hours peaceful at office. Work in good humor, solidly,
with great focus, great concentration.
CONCLUSION
It was a great experience doing project at HBL Power Systems Ltd. This project was
basically conducted to ascertain and analyzing the EFFECT OF STRESS ON JOB
PERFORMANCE in HBL Power Systems Ltd.
From the analysis of the data collected from the employees of HBL Power Systems Ltd.
On sample basis, it is observed that analyzing the effect of stress on job performance is
necessary for every organization.
After the analysis process I was top concluded that how much level employees are getting
stress and what are the organizational approaches, the management need to follow to increase
productivity and decrease absenteeism to achieve the vision of Organization.
QUESTIONNAIRE
1. Are you able to get enough time to focus on your interests/ hobbies outside the work?
a. Always
b. Rarely
c. Sometimes
d. Not at all
2. Have you ever felt that you have been eat, talk, walks and drives quickly?
a. Always
b. Rarely
c. Sometimes
d. Most of the time
e. Never
3. Have you ever tries to prevent work stress by exercising and participating in recreation
activities?
a. Always
b. Rarely
c. Sometimes
d. Never
4. Are you able to get approximately eight hours sleep at least 4 nights in a week?
a. Always
b. Often
c. Sometimes
d. Never
12. Do you share an excellent rapport with your team in the department?
a. Agree
b. strongly agree
c. Disagree
d. Some extent
15. Does your job make you feel inability to voice complaints?
a. To a some extent
b. To a little extent
c. To a greater extent
d. Not at all
CHAPTER VII
BIBLIOGRAPHY
Books Referred:
The impact of stress surveys on the implementation of corporate stress management program
Burdick.C and Jones
Website:
www.hr.com