STRESS MANAGEMENT

ABSTRACT
The

project

entitled

STRESS

MANAGEMENTSUN

AUTOMOBILE

in

COIMBATORE.
The research is based on the following methodology descriptive research design is the
design adopted. A sample of 150 employees was chosen as a respondents based on simple
sampling method.
A questionnaire is designed based on the factor of work stress to collect data from the
respondents.
The collected data is analysed using simple percentage method and chi-square test.
From the analysis it is found that individuals stress like behavioural, psychological, job relate,
and social factors.

CHAPTER-I
INTRODUCTION
1.1 INTRODUCTION ABOUT THE STUDY:
STRESS MANAGEMENT:

We come across the word Stress everyday but it is not easy to find a generally
accepted definition of stress Doctors, Engineering, Psychologists, social workers,
management Consultants all use word their distinctive ways. Doctors talk in terms of
psychological mechanisms, Engineers in terms of load bearing, psychologists in terms
of behaviour changes. Some people suggest that stress is natural, even desirable but
for the others it is something that they suffer form.
It has become a busy world and the managers,

financiers, government officials,

administrators, politicians, student and also housewives experience stress. Stress can
be explained pressure basically upon a person psychological system. Which arises out
of complexity of the intensity of ones work life. The stress of ones life is basically
upon a persons psychological setup. It also in tern affects his or her physical and
behavioural system. The source of stress can be individual, organizational, and social.
DEFINITION:

Stress is a demand made on our physical or mental energy. When this is felt
as excessive, it is experienced as stressful and may lead to the stress
psychological problem.
Stress is defined as an external situation that results in physical,
psychological and behavioural for organizational participants [Fred Luthans,
1989].
According to Fred Lufthansa, Stress is not either or tension. He made a clear
distinction between these concepts. Anxiety operates solely on emotional
and psychological sphere .Nervous tension on the other hand is only one of
the results of stress.

WHAT CAUSES STRESS:

What causes stress? What are its consequences for the individual employees? What is
it that the same set of conditions that create for the one person seems to have no effect
on other?
The Model of Stress which is been given below indentifies three set of factors:
Environmental.
Organizational
Individual.
The three acts as potential sources of stress. The situation subjecting to actual
stress depends on the perception of the individual; its symptoms can surface as
physiological, psychological, and behavioural outcomes.
IMPACT OF STRESS:

One of the main reasons why stress is such important area of study is its heavy cost
in terms of the damage it does to individuals, to relationship and to organization. The
cost as stress can therefore be seen to operate but interconnected levels. There are:
The Personal:

This includes the possible detrimental effects on health, mental, and emotional,
functioning, confidence and general well being.

The Social and Interpersonal:

Interpersonal relationship, teamwork and contribution to the community and earning

power and amongst the social factors that can be damaged or destroyed by stress.

The Organizational:

Stress tends to be very low in the organization in terms of productivity, efficiency, low
morale, high sickness, and staff turnover rates and so on.
The Professional:

Standards of practice and quality of services can be adversely affected by stress. In the
long run, it is not only staffs who suffer as a result of stress but also the service users.
It is important to understand the impact of stress in its various manifestations and in
so doing lay the foundations for the latter discussion on the subject of tackling the
stress related problem that so frequently encounter.

1. Learn how to say NO!know your limits and do not compromise them. Taking on
morethan you can handle is not a good choice. It is ok if you dont do every single
activity thatyour club, fraternity, sorority or your friends are doing.
2. Attitudeit is human nature to want to freak out. Your mind is a powerful tool; use it
inyour favour. Thinking rationally can take you a long way.
3. LaughDo something that you enjoy, take on a hobby, hang out with friends, and
learn tobalance your life. If you are feeling upset, express your feelings. Dont keep
them to yourselfbecause that will only add to your stress.
4. Avoid alcohol and cigarettesthis is just a quick fix. Once the chemical leave your
body, youare back to feeling stressed and you are probably worse off than when you
started.
5. Healthy eatingget the proper nutrition. Eat at least one hot-home cooked meal a day.
6. Exercisephysical activities can help you in not only burning off calories, but burning
offstress. Exercise helps release tension. Exercise for 30 minutes a day for at least 3
times perweek.
7. Relaxing your mind and bodytake deep breaths. Visualize success. Set some alone
timewhere you do something you enjoy.Practice mindfulness, focusing your
attention on thepresent moment.
8. Sleepat least 7 hours of sleep are needed in order for your brain and body to function
atoptimum level.Avoid taking naps for more than 1 hour.
9. Healthyrelationshipstalkand hang out with friends. Find some you relate to and
withwhom you can share your problems with.

10. Time managementget a planner, create a schedule, or even to-do list.Map out
whatyour quarter will look like. Once you have done that, do a schedule for each
week. Thencreate a schedule for each day. Be specific. Mark down your class meeting
times,studytimefor a specific subject, mealtimes, funactivities,and sleep.
11. Organizationlearn how to organize your notes, keep track of your assignments and
noteimportant due datesor date of exams. Establish your priorities for the day.
12. Budgetcreate a budget for your monthly expenses. Distribute your money according
tothe bills you need to pay for the quarter (i.e. rent, tuition, groceries, personal items,
housebills, gasoline, etc.). Determineabouthow much money you will be able to spend
for fun.
13. Spiritualityspiritually is regarded as finding meaning in your life, the ability to
connectwith others.
14. Determine your learning stylefind out whether you are a visual, auditory or
kinaesthetic learner.
15. Slow Downtake a deep breath and know your limits. Take your time so that you
canensure a well done job.
16. Find a support systemwhether its your mom, sister, brother, friend or counselor,
findsomeone you feel comfortable sharing your feelings with. Sometimes all we need
is to ventoff the frustration.
17. Make changes in your surroundingsif you find it difficult to study inyour dorm try
movingto a place where there is no loud music, and brighter lights.
18. Delegate responsibilitieswhen school or work becomes overwhelming,dividing up
thework orresponsibilitieshelpsalleviatepressure and stress.

1.2 INTRODUCTION ABOUT THE INDUSTRY

Information technology, and the hardware and software associated with the ITindustry, are an
integral part of nearly every major global industry.

The information technology (IT) industry has become of the most robust industriesin
the world. IT, more than any other industry or economic facet, has an increased productivity,
particularly in the developed world, and therefore is a key driver of global economic growth.
Economies of scale and insatiable demand from bothconsumers and enterprisescharacterize
this rapidly growing sector.The Information Technology Association of America (ITAA)
explains 'informationtechnology' as encompassing all possible aspects of information systems
based oncomputers.Both software development and the hardware involved in the IT industry
includeeverything from computer systems, to the design, implementation, study
anddevelopment of IT and management systems.Owing to its easy accessibility and the wide
range of IT products available, thedemand for IT services has increased substantially over the
years. The IT sector hasemerged as a major global source of both growth andemployment.
Features of the IT Industry at a Glance

Economies of scale for the information technology industry are high. Themarginal
cost of each unit of additional software or hardware is insignificant compared to the
value addition that results from it.

Unlike other common industries, the IT industry is knowledge-based. Efficient

utilization of skilled labour forces in the IT sector can help an economy achieve a
rapid pace of economic growth The IT industry helps many other sectors in the
growth process of the economy including the services and manufacturing sectors.

The role of the IT Industry

The IT industry can serve as a medium of e-governance, as it assures easyaccessibility
to information. The use of information technology in the service sector improves operational
efficiency and adds to transparency. It also serves as a medium of skill formation.

1.3 INTRODUCTION ABOUT THE COMPANY:

INTRODUCTION OF INDUSTRY

The history of the automobile begins as early as 1769, with

the creation of engine automobiles capable of human transport. In
1807, Franois Isaac de Rivas designed the first car powered by an
internal combustion engine running on fuel gas (hydrogen and
oxygen), which -- although not in itself successful -- led to the
introduction of the ubiquitous modern gasoline- or petrol-fueled
internal combustion engine in 1885.
The year 1886 is regarded the year of birth of the modern
automobile - with the Benz Patent-Motorwagen, by German inventor
Karl Benz.
Cars that are powered by electric power briefly appeared at the
turn of the 20th century but largely disappeared from use until
the turn of the 21st century. The early history of the automobile
can be divided into a number of eras, based on the prevalent
means of propulsion. Later periods were defined by trends in
exterior styling, size, and utility preferences.
E A R LY

AU T O M O B I L E S

Steam-powered wheeled vehicles

Main article: History of steam road vehicles
17TH CENTURY - 18TH CENTURY
Ferdinand Verbiest, a member of a Jesuit mission in China, built the
first steam-powered vehicle around 1672 as a toy for the Chinese
Emperor. It was of small enough scale that it could not carry a
driver but it was, quite possibly the first working steampowered vehicle ('auto-mobile').

Cugnot's steam wagon, the second (1771) version

A replica of Richard Trevithick's 1801 road locomotive 'Puffing

Devil'
Steam-powered

self-propelled

vehicles

large

enough

to

transport people and cargo were first devised in the late 18th
century. Nicolas-Joseph Cugnot demonstrated his fardier vapeur
("steam dray"), an experimental steam-driven artillery tractor, in
1770 and 1771. As Cugnot's design proved to be impractical,
his invention was not developed in his native France. The
centre of innovation shifted to Great Britain. By 1784, William
Murdoch had built a working model of a steam carriage in Redruth,
and in 1801 Richard Trevithick was running a full-sized vehicle on
the roads in Camborne. Such vehicles were in vogue for a time,

and over the next decades such innovations as hand brakes,

multi-speed transmissions, and better steering developed. Some
were commercially successful in providing mass transit, until a
backlash against these large speedy vehicles resulted in the
passage of the Locomotive Act (1865), which required selfpropelled vehicles on public roads in the United Kingdom to be
preceded by a man on foot waving a red flag and blowing a horn.
This effectively killed road auto development in the UK for most
of the rest of the 19th century; inventors and engineers shifted
their efforts to improvements in railwaylocomotives. (The law was
not repealed until 1896, although the need for the red flag was
removed in 1878.)
The first automobile patent in the United States was granted to
Oliver Evans in 1789.
19TH CENTURY
Among other efforts, in 1815, a professor at Prague Polytechnic,
Josef Bozek, built an oil-fired steam car. Walter Hancock, builder and
operator of London steam buses, in 1838 built a four-seat steam
phaeton.
In 1867, Canadian jeweller Henry Seth Taylor demonstrated his
4-wheeled "steam buggy" at the Stanstead Fair in Stanstead,
Quebec, and again the following year. The basis of the buggy,
which he began building in 1865, was a high-wheeled carriage
with bracing to support a two-cylinder steam engine mounted
on the floor.

What some people define as the first "real" automobile was

produced by French AmdeBolle in 1873, who built selfpropelled

steam

road

vehicles

to

transport

groups

of

passengers.
The American George B. Selden filed for a patent on May 8, 1879.
His application included not only the engine but its use in a 4wheeled car. Selden filed a series of amendments to his
application which stretched out the legal process, resulting in a
delay of 16 years before the US 549160 was granted on
November 5, 1895.
Karl Benz, the inventor of numerous car-related technologies,
received a German patent in 1886.[8]
The stroke petrol (gasoline) internal combustion engine that constitutes
the most prevalent form of modern automotive propulsion is a
creation of Nikolas Otto. The similar four-stroke diesel engine was
invented by Rudolf Diesel. The hydrogen fuel cell, one of the
technologies hailed as a replacement for gasoline as an energy
source for cars, was discovered in principle by Christian Friedrich
Schnbein in 1838. The battery electric car owes its beginnings to
nyosJedlik, one of the inventors of the electric motor, and Gaston
Planted, who invented the lead-acid battery in 1859.
The first carriage-sized automobile suitable for use on existing
wagon roads in the United States was a steam powered vehicle
invented in 1871, by Dr. J.W. Carhart, a minister of the
Methodist Episcopal Church, in Racine, Wisconsin. [9] It induced
the State of Wisconsin in 1875, to offer a $10,000 award to the

first to produce a practical substitute for the use of horses and

other animals. They stipulated that the vehicle would have to
maintain an average speed of more than five miles per hour
over a 200 mile course. The offer led to the first city to city
automobile race in the United States, starting on July 16, 1878,
in Green Bay, Wisconsin, and ending in Madison, via Appleton,
Oshkosh, Waupun, Watertown, Fort Atkinson, and Janesville.
While seven vehicles were registered, only two started to
compete: the entries from Green Bay and Oshkosh. The vehicle
from Green Bay was faster, but broke down before completing
the race. The Oshkosh finished the 201 mile course in 33 hours
and 27 minutes, and posted an average speed of six miles per
hour. In 1879, the legislature awarded half the prize.
Steam-powered automobiles continued development all the
way into the early 20th century, but the dissemination of petrol
engines as the motive power of choice in the late 19th century
marked the end of steam automobiles except as curiosities.
Whether they will ever be reborn in later technological eras
remains to be seen. The 1950s saw interest in steam-turbine
cars powered by small nuclear reactors (this was also true of
aircraft), but the dangers inherent in nuclear fission technology
soon killed these ideas. The need for global changes in energy
sources and consumption to bring about sustainability and energy
independence has led 21st century engineers to think once more
about possibilities for steam use, if powered by modern energy
sources

controlled

with

computerized

controls,

such

as

advanced electric batteries, fuel cells, photovoltaics, biofuels, or

others.

Electric automobiles

German FlockenElektrowagen of 1888, regarded as the first

electric car of the world[13]
See also: History of the electric vehicle
In 1828, nyosJedlik, a Hungarian who invented an early type of
electric motor, created a tiny model car powered by his new
motor. In 1834, VermontblacksmithThomas Davenport, the inventor of
the first American DC electrical motor, installed his motor in a
small model car, which he operated on a short circular
electrified track. In 1835, Professor SibrandusStratingh of
Groningen, the Netherlands and his assistant Christopher Becker
created

small-scale

electrical

car,

powered

by

non-

rechargeable primary cells.[16] In 1838, ScotsmanRobert Davidson built

an electric locomotive that attained a speed of 4 miles per hour
(6 km/h). In England, a patent was granted in 1840 for the use of
rail tracks as conductors of electric current, and similar American
patents were issued to Lilley and Colten in 1847. Between 1832
and 1839 (the exact year is uncertain) Robert Anderson of
Scotland invented the first crude electric carriage, powered by
non-rechargeable primary cells.

The FlockenElektrowagen of 1888 by German inventor Andreas

Flocken is regarded as the first real electric car of the world. [13]
Electric cars enjoyed popularity between the late 19th century
and early 20th century, when electricity was among the
preferred methods for automobile propulsion, providing a level
of comfort and ease of operation that could not be achieved by
the gasoline cars of the time. Advances in internal combustion
technology, especially the electric starter, soon rendered this
advantage moot; the greater range of gasoline cars, quicker
refueling times, and growing petroleum infrastructure, along
with the mass production of gasoline vehicles by companies
such as the Ford Motor Company, which reduced prices of gasoline
cars to less than half that of equivalent electric cars, led to a
decline in the use of electric propulsion, effectively removing it
from important markets such as the United States by the 1930s.
However,

in

recent

years,

increased

environmental impact of gasoline cars,

concerns

higher

over

gasoline

the

prices,

improvements in battery technology, and the prospect of peak

oil, have brought about renewed interest in electric cars, which
are perceived to be more environmentally friendly and cheaper
to maintain and run, despite high initial costs, after a failed
reappearance in the late-1990s.
Internal combustion engines

1885-built Benz Patent-Motorwagen, the first car to go into

production with an internal combustion engine

The second Marcus car of 1888 at the Technical Museum in

ViennaEarly attempts at making and using internal combustion
engines were hampered by the lack of suitable fuels, particularly
liquids, therefore the earliest engines used gas mixtures.
Early experimenters used gases. In 1806, Swiss engineer
Franois Isaac de Rivaz built an engine powered by internal
combustion

of

hydrogen

and

oxygen

mixture.

In

1826,

Englishman Samuel Brown who tested his hydrogen-fuelled

internal combustion engine by using it to propel a vehicle up
Shooter's Hill in south-east London. Belgian-born Etienne Lenoir's
Hippomobile

with

hydrogen-gas-fuelled

one-cylinder

internal

combustion engine made a test drive from Paris to Joinville-le-

Pont in 1860, covering some nine kilometres in about three

hours.[17] A later version was propelled by coal gas. A DelamareDeboutteville vehicle was patented and trialled in 1884.
About 1870, in Vienna, Austria (then the Austro-Hungarian Empire),
inventor Siegfried Marcus put a liquid-fuelled internal combustion
engine on a simple handcart which made him the first man to
propel a vehicle by means of gasoline. Today, this car is known
as "the first Marcus car". In 1883, Marcus secured a German
patent for a low-voltage ignition system of the magneto type; this
was his only automotive patent. This design was used for all
further engines, and the four-seat "second Marcus car" of
1888/89. This ignition, in conjunction with the "rotating-brush
carburetor", made the second car's design very innovative.
It is generally acknowledged that the first really practical
automobiles

with

petrol/gasoline-powered

internal

combustion

engines were completed almost simultaneously by several

German inventors working independently: Karl Benz built his
first automobile in 1885 in Mannheim. Benz was granted a patent
for his automobile on 29 January 1886, and began the first
production of automobiles in 1888, after Bertha Benz, his wife,
had proved - with the first long-distance trip in August 1888,
from Mannheim to Pforzheim and back - that the horseless
coach was absolutely suitable for daily use. Since 2008 a Bertha
Benz Memorial Route commemorates this event.
Soon after, Gottlieb Daimler and Wilhelm Maybach in Stuttgart in 1889
designed a vehicle from scratch to be an automobile, rather
than a horse-drawn carriage fitted with an engine. They also are

usually credited with invention of the first motorcycle in 1886, but

Italy's Enrico Bernardi of the University of Padua, in 1882, patented a
0.024 horsepower (17.9 W) 122 cc (7.4 cu in) one-cylinder petrol
motor, fitting it into his son's tricycle, making it at least a
candidate for the first automobile, and first motorcycle;
Bernardi enlarged the tricycle in 1892 to carry two adults.
One of the first four-wheeled petrol-driven automobiles in
Britain was built in Birmingham in 1895 by Frederick William
Lanchester, who also patented the disc brake; and the first electric
starter was installed on an Arnold, an adaptation of the Benz Velo,
built between 1895 and 1898.
George F. Foss of Sherbrooke, Quebec built a single-cylinder
gasoline car in 1896 which he drove for 4 years, ignoring city
officials' warnings of arrest for his "mad antics."
In all the turmoil, many early pioneers are nearly forgotten. In
1891, John William Lambert built a three-wheeler in Ohio City,
Ohio, which was destroyed in a fire the same year, while Henry
Nadig constructed a four-wheeler in Allentown, Pennsylvania. It is
likely they were not the only ones.[5]:p.25
VETERAN

ERA

Main article: Antique car

The Selden Road-Engine

The Prsident automobile

The first production of automobiles was by Karl Benz in 1888 in
Germany and, under license from Benz, in France by Emile Roger.
There were numerous others, including tricycle builders Rudolf
Egg, Edward Butler, and Lon Bolle. Bolle, using a 650 cc (40 cu in)
engine of his own design, enabled his driver, Jamin, to average
45 kilometres per hour (28.0 mph) in the 1897 Paris-Tourville
rally. By 1900, mass production of automobiles had begun in
France and the United States.
The first motor car in Central Europe was produced by Czech
company NesselsdorferWagenbau (later renamed to Tatra) in
1897,

the

Prsidentautomobil.

The

first

company

formed

exclusively to build automobiles was PanhardetLevassor in France,

which also introduced the first four-cylinder engine.Formed in 1889,
Panhard was quickly followed by Peugeot two years later. By the
start of the 20th century, the automobile industry was beginning to
take off in Western Europe, especially in France, where 30,204
were

produced

in

1903,

representing

48.8%

of

world

automobile production that year.

The first automobile in Japan, a French Panhard-Levassor, in 1898

1903 World's Work Article

In the United States, brothers Charles and Frank Duryea founded
the Duryea Motor Wagon Company in 1893, becoming the first

American automobile manufacturing company. However, it was

Ransom E. Olds and his Olds Motor Vehicle Company (later known as
Oldsmobile)

who

would

dominate

this

era

of

automobile

production. Its production line was running in 1902. The Thomas B.

Jeffery Company developed the world's second mass-produced
automobile, and 1,500 Ramblers were built and sold in its first
year, representing one-sixth of all existing motorcars in the U.S.
at the time. Within a year, Cadillac (formed from the Henry Ford
Company), Winton, and Ford were also producing cars in the
thousands.
Within a few years, a dizzying assortment of technologies were
being produced by hundreds of producers all over the western
world. Steam, electricity, and petrol/gasoline-powered automobiles
competed for decades, with petrol/gasoline internal combustion
engines achieving dominance in the 1910s. Dual- and even quadengine cars were designed, and engine displacement ranged to
more than a dozen litres. Many modern advances, including
gas/electric hybrids, multi-valve engines, overhead camshafts, and fourwheel drive, were attempted, and discarded at this time.
In 1898, Louis Renault had a De Dion-Bouton modified, with fixed
drive shaft and differential, making "perhaps the first hot rod in
history" and bringing Renault and his brothers into the car
industry. Innovation was rapid and rampant, with no clear
standards for basic vehicle architectures, body styles, construction
materials, or controls. Many veteran cars use a tiller, rather than a
wheel for steering. During 1903, Rambler standardized on the
steering wheel and moved the driver's position to the left-hand

side of the vehicle. Most cars were operated at a single speed.

Chain drive was dominant over the drive shaft, and closed bodies
were extremely rare. Drum brakes were introduced by Renault in
1902. The next year, Dutch designer JacobusSpijker built the first
four-wheel drive racing car; it never competed and it would be
1965 and the Jensen FF before four-wheel drive was used on a
production car.[26]
Innovation was not limited to the vehicles themselves, either.
Increasing numbers of cars propelled the growth of the petroleum
industry, as well as the development of technology to produce
gasoline (replacing kerosene and coal oil) and of improvements in
heat-tolerant mineral oillubricants (replacing vegetable and animal
oils).
There were social effects, also. Music would be made about
cars, such as "In My Merry Oldsmobile" (a tradition that
continues) while, in 1896, William Jennings Bryan would be the first
presidential candidate to campaign in a car (a donated Mueller),
in Decatur, Illinois.[29] Three years later, Jacob German would start
a tradition for New York City cabdrivers when he sped down
Lexington Avenue, at the "reckless" speed of 12 mph (19 km/h).
Also in 1899, Akron, Ohio, adopted the first self-propelled paddy
wagon.

In My Merry Oldsmobile songbook featuring an Oldsmobile Curved

Dash automobile (produced 1901-1907) and period driving
clothingBy 1900, the early centers of national automotive
industry developed in many countries, including Belgium (home
to Vincke, which copied BenzGermain, a pseudo-Panhard; and
Linon and Nagant, both based on the Gobron-Brilli), Switzerland
(led by Fritz Henriod, Rudolf Egg, Saurer, Johann Weber, and Lorenz
Popp), Vagnfabrik AB in Sweden, Hammel (by A. F. Hammel and H.
U. Johansen at Copenhagen, in Denmark, which only built one
car, ca. 1886), Irgens (starting in Bergen, Norway, in 1883, but
without success), Italy (where FIAT started in 1899), and as far
afield as Australia (where Pioneer set up shop in 1898, with an
already archaic paraffin-fuelled centre-pivot-steered wagon).
Meanwhile, the export trade had begun, with Koch exporting
cars and trucks from Paris to Tunisia, Egypt, Iran, and the Dutch
East Indies.
On 5 November 1895, George B. Selden was granted a United
States patent for a two-stroke automobile engine (U.S. Patent
549,160). This patent did more to hinder than encourage

development of autos in the U.S. Selden licensed his patent to

most major American automakers, collecting a fee on every car
they produced. The Studebaker brothers, having become the
world's leading manufacturers of horse-drawn vehicles, made a
transition to electric automobiles in 1902, and gasoline engines
in 1904, but also continued to build horse-drawn vehicles until
1919.In 1908, the first South American automobile was built in
Peru, the Grieve.[32] Motor cars were also exported very early to
British colonies and the first motor car was exported to India in
1897.
Throughout the veteran car era, however, the automobile was
seen more as a novelty than as a genuinely useful device.
Breakdowns were frequent, fuel was difficult to obtain, roads
suitable for traveling were scarce, and rapid innovation meant
that a year-old car was nearly worthless. Major breakthroughs
in proving the usefulness of the automobile came with the
historic long-distance drive of Bertha Benz in 1888, when she
traveled more than 80 kilometres (50 mi) from Mannheim to
Pforzheim, to make people aware of the potential of the vehicles
her husband, Karl Benz, manufactured, and after Horatio Nelson
Jackson's successful transcontinental drive across the United
States in 1903.
The 1908 New York to Paris Race was the first circumnavigation of
the world by automobile. German, French, Italian and American
teams began in New York City February 12, 1908 with three of
the competitors ultimately reaching Paris. The US built Thomas
Flyer with George Schuster (driver) won the race covering 22,000

miles in 169 days. While other automakers provided motorists

with tire repair kits, Rambler was first in 1909 to equip its cars
with a spare tire that was mounted on a fifth wheel.[33]
Brass or Edwardian era

Model-T Ford car parked outside Geelong Library at its launch in

Australia in 1915
Main article: Brass Era car
See also: Antique carNamed for the widespread use of brass in the
United States, the Brass (or Edwardian) Era lasted from roughly
1905 through to the beginning of World War I in 1914.
Within the 15 years that make up this era, the various
experimental designs and alternate power systems would be
marginalised. Although the modern touring car had been invented
earlier, it was not until PanhardetLevassor'sSystmePanhard was
widely

licensed

and

adopted

that

recognisable

and

standardised automobiles were created. This system specified

front-engined, rear-wheel driveinternal combustion engined cars with a
sliding

geartransmission.

Traditional

coach-style

vehicles

were

rapidly abandoned, and buckboard runabouts lost favour with the

introduction of tonneaus and other less-expensive touring bodies.

A Stanley Steamer racecar in 1903. In 1906, a similar Stanley

Rocket set the world land speed record at 205.5km/h at
Daytona Beach Road Course.
By 1906, steam car development had advanced, and they were
among the fastest road vehicles in that period.
Throughout this era, development of automotive technology was
rapid, due in part to hundreds of small manufacturers
competing to gain the world's attention. Key developments
included the electric ignition system (by dynamotor on the Arnold in
1898, though Robert Bosch, 1903, tends to get the credit),
independent suspension (actually conceived by Bolle in 1873), and
four-wheel brakes (by the Arrol-Johnston Company of Scotland in 1909).
Leaf springs were widely used for suspension, though many other
systems were still in use, with angle steel taking over from
armored wood as the frame material of choice. Transmissions and
throttle controls were widely adopted, allowing a variety of
cruising speeds, though vehicles generally still had discrete
speed settings, rather than the infinitely variable system
familiar in cars of later eras. Safety glass also made its debut,

patented by John Wood in England in 1905. (It would not become

standard equipment until 1926, on a Rickenbacker.)
Between 1907 and 1912 in the United States, the high-wheel
motor buggy (resembling the horse buggy of before 1900) was in
its heyday, with over seventy-five makers including Holsman
(Chicago), IHC (Chicago), and Sears (which sold via catalog); the
high-wheeler would be killed by the Model T. In 1912, Hupp (in
the U.S., supplied by Hale & Irwin) and BSA (in the UK) pioneered
the use of all-steel bodies, joined in 1914 by Dodge (who
produced Model T bodies). While it would be another two
decades before all-steel bodies would be standard, the change
would mean improved supplies of superior-quality wood for
furniture makers.
Some examples of cars of the period included:
19081927 Ford Model T the most widely produced and
available 4-seater car of the era. It used a planetary
transmission, and had a pedal-based control system. Ford T
was proclaimed as the most influential car of the 20th
century in the international Car of the Century awards.
1909 Morgan Runabout - a very popular cycle car, cycle cars
were sold in far greater quantities than 4-seater cars in
this period
1910 Mercer Race about regarded as one of the first sports
cars, the Race about expressed the exuberance of the

driving public, as did the similarly conceived American Under

slung and Hispano-Suiza Alphorns.
19101920 Bugatti Type 13 a notable racing and touring
model with advanced engineering and design. Similar models
were the Types 15, 17, 22, and 23.

CHAPTE-II
2.1 OBJECTIVE OF THE STUDY:
PRIMARY OBJECTIVE:

To study about the stress level among the employees in FHAPL

Chennai.
To study about the factors that influences the stress.
SECONDARY OBJECTIVE:

To study the employees problem that occurs in the

organization
To final suitable measures to reduce stress.

2.2 SCOPE OF THE STUDY:

Stress is increasingly becoming accepted as a workplace phenomenon negatively
affecting a growing number of people across the world. As the economy becomes
global and competition increases in the battle for market share and survival, pressure
on workers.
Stress management helps to protect both the individual as well the organization
from the effects of stress. Thus it finds the causes of stress and has various techniques
to reduce the stress level of the employees.

2.3 LIMITATION:
The study has some major limitation are follows:
Personal bias that the respondents affect the result of the study.
The study is biased that the respondents does not feel free to express the
exact causes for the factors causing stress.

METHODOLOGY
2.4 RESEARCH METHODOLOGY

Research methodology refers to the method that the research uses in

performing Sin studying the research problem along with the logic behind them.
RESEARCH DESIGN

A research design is simply the framework or plan for a study. The design may
be a specific presentation of the various steps in the process of research. For this
descriptive design was used. The aim of descriptive research is the descriptive of the
state of affairs as it exists at present.
SURVEY DETAILS

The survey is conducted among the employees by using questionnaire. The

sample size used for the survey is 150. Questionnaire is an effective tool for getting
information from all level of employees.
SAMPLE DESIGN

The sample design used for the survey is convenient sampling. Here workers
and staff are taken for sampling. No specific method is used in this. It is done as per
the convenience of the researcher.
AREA OF SAMPLING

The study was carried out entirely in shun auto mobile.

METHOD OF DATA COLLECTION:

The researcher had collected both primary and secondary data for the research.
PRIMARY DATA

Primary Data are those which are collected for the first time and thus happen to
be original in character and of greater accuracy.
Here in this research data is collected directly through Questionnaire.
SECONDARY DATA

The data is collected which are already available for reference. The secondary

data is collected through

Company records
Magazines
Internet
Text book regarding quality of work life.
TOOLS OF THE STUDY

Percentage analysis and chi-square are used for analyzing the data collected.
Percentages are obtained when ratios are multiplied by 150
No. of respondents
Percentage of respondents

----------------------------

X 100

Total No.of respondents

CHI-SQUARE ANALYSIS:
Chi-square test = (O-E)2/E
Degrees of freedom = V = (r-1) (C-1)
Where O = Observed Frequency
E = Expected Frequency
R = Number of rows
C = Number of columns
Level of significance = 5%.

2.5 REIVEW OF LITRATURE:

Beehr and Newman (1978) define occupational stress as A condition arising from the
interaction of people and their job and characterized by change within people that force them
to deviate from normal functioning

Cobb (1975) has the opinion that The responsibilities load creates servers stress
among workers and managers.If the individual manager cannot cope with the increased
responsibilities it may lead to several physical and psychological disorders among them.
Brook (1973) reported that qualitative change in the job create adjust mental problem
among employees. The interpersonal relationship with in the department and between the
departments create qualitative difficulties within the organization to a great extent.
There is evidence that role incumbent with high level of role ambiguity also respond
to their situation with anxiety, depression, physical symptoms, a sense of futility or lower
self esteem, lower levels of job involvement and organization commitment, and perception of
lower performance on the part of the organization, of supervisors, and of themselves (Brief
and Aldag 1976)

CHAPTER-III
DATA ANALYSIS AND INTERPRETATION
TABLE 4.1

Age
Cumulative
Valid

Missing

Total

Below-30 years

Frequency
24

Percent
19.4

Valid Percent
20.0

Percent
20.0

31-40 years

31

25.0

25.8

45.8

41-50 years

34

27.4

28.3

74.2

Above 50 years

31

25.0

25.8

100.0

Total

120

96.8

100.0

System

3.2

124

100.0

Finding:
Demographic Profile Finds:
53% of Respondent belongs to the age group of 31-50.

CHART

INTERPRETATION:
The above tables shows that he age of the employee are 25.0 % of the
respondents are 31-40 years, 27.4 % of the respondents are 41-50 years, 25.0%
of the respondents are Above 50 years and 19.4 % of respondents are Below 30
years.

TABLE 4.2

Gender
Frequenc
y
Valid Male 60
Female 60
Total 120
Missing System 4
Total
124

Percent
48.4
48.4
96.8
3.2
100.0

Valid

Cumulative

Percent
50.0
50.0
100.0

Percent
50.0
100.0

CHART

INTERPRETATION:
The above table can be interpreted that the Gender of the respondent are 48.4%
of the respondent of male, 48.4% of the respondent of female.

TABLE 4.3

Income Level
Frequenc
y
Valid

Valid

Cumulative

Percent Percent

Percent

6000-10000 21

16.9

17.5

17.5

10001-15000 35

28.2

29.2

46.7

150001-

33

26.6

27.5

74.2

Above 20000 31

25.0

25.8

100.0

100.0

20000

Total
Missing System

120
4

96.8
3.2

Total

124

100.0

CHART

INTERPRETATION
The above table can be interpreted that the Income Level of the respondent are
16.9% of the respondent of below 6000-10000,28.2% of the respondent of

10001 to 15000,26.6% of the respondent of 150001 to 20000 and 25% of the

respondent of above 20000.
TABLE 4.4
Qualification
Frequenc
Valid

Cumulative

SSLC
HSC

y
29
35

Percent Percent
23.4
24.2
28.2
29.2

Percent
24.2
53.3

Graduate

31

25.0

25.8

79.2

Post

25

20.2

20.8

100.0

Graduate
Total
Missin System

120
4

96.8
3.2

100.0

g
Total

124

100.0

Valid

INTERPRETATION:
The above table can be interpreted that the Educational Qualification of the
respondent are 23.4% of the respondent of SSLC, 28.2% of the respondent of
HSC, 25% of the respondent of Graduate and 20.2% of the respondent of Post
Graduate.

TABLE 4.5

Experience
Cumulative

Frequency

Percent

Valid Percent

1-2 years
2-3 years
3-4 years

19
34
40

15.3
27.4
32.3

15.8
28.3
33.3

Percent
15.8
44.2
77.5

Above 4 years

27

21.8

22.5

100.0

Total

120

96.8

100.0

System

3.2

124

100.0

Valid

Missing

Total

CHART

INTERPRETATION:
The above table can be interpreted that the Experience of the respondent are
15.3% of the respondent of 1 to 2 years, 27.4% of the respondent of 2 to3
years, 32.3% of the respondent of 3 to 4 years and 21.8% of the respondent
Above 4 years.

TABLE 4.6

Adequate Knowledge
Cumulative
Strongly agree
Agree

Frequency Percent
18
14.5
28
22.6

Valid Percent Percent

15.0
15.0
23.3
38.3

Neutral

33

26.6

27.5

65.8

Disagree

20

16.1

16.7

82.5

Strongly disagree 21

16.9

17.5

100.0

Total

120

96.8

100.0

Missing System

3.2

Total

124

100.0

Valid

General Finding:38% of Respondent feels that company handle the

responsibilities and 32% of respondents disagree.

CHART

Interpretation:
From the table 4.6 it can observe that 26.6% of the respondents are Neutral
about Company has Adequate Knowledge, while 16.1%are disagree about the
and 22.6% of the respondents are Agree whereas 16.9% of the respondents are
highly disagree 14.5% of the respondents are Highly Agree with Company has
Adequate Knowledge. It can be inferred that respondents have Highly Satisfied
opinion about the Company has Adequate Knowledge of the company.

TABLE 4.7

Scope
Frequenc

Valid

Cumulative

y
Strongly agree 17

Percent Percent
13.7
14.2

Percent
14.2

Agree

26

21.0

21.7

35.8

Neutral

30

24.2

25.0

60.8

Disagree

27

21.8

22.5

83.3

Strongly

20

16.1

16.7

100.0

120

96.8

100.0

Missing System

3.2

Total

124

100.0

Valid

disagree
Total

CHART

Interpretation:
From the table 4.7 it can observe that 24.2% of the respondents are Neutral
about Company has Scope, while 21.8 %are disagree about the and 21.0% of
the respondents are Agree whereas 16.1% of the respondents are highly disagree

13.7% of the respondents are Strongly Disagree with Company has scope. It
can be inferred that respondents have strongly agree opinion about the
Company has scope of the company.
TABLE 4.8

Training and experience

Cumulative
Valid

Missing

Total

CHART

Strongly agree

Frequency
16

Percent
12.9

Valid Percent Percent

13.3
13.3

Agree

18

14.5

15.0

28.3

Neutral

33

26.6

27.5

55.8

Disagree

26

21.0

21.7

77.5

Strongly disagree 27

21.8

22.5

100.0

Total

120

96.8

100.0

System

3.2

124

100.0

Interpretation:
From the table 4.8 it can observe that 26.6% of the respondents are Neutral
about Company has Training and experience, while 21.0 %are Disagree about
and 14.5% of the respondents are Agree whereas 21.8% of the respondents are
Strongly Disagree

12.9% of the respondents are Strongly Agree

with

Company has Training and experience. It can be inferred that respondents have
Strongly Agree opinion about the Company has Training and experience of the
company.

TABLE 4.9

Resource
Cumulative
Strongly agree

Frequency Percent
16
12.9

Valid Percent Percent

13.3
13.3

Agree

20

16.1

16.7

30.0

Neutral

36

29.0

30.0

60.0

Disagree

31

25.0

25.8

85.8

Strongly

17

13.7

14.2

100.0

120

96.8

100.0

Missing System

3.2

Total

124

100.0

Valid

disagree
Total

CHART:

Interpretation:
From the table 4.9 it can observe that 29.0% of the respondents are Neutral
about Company has Resource, while 25.0 %are disagree about the counseling
and 16.1% of the respondents are agree whereas 21.8% of the respondents are
Strongly disagree 13.7% of the respondents are Strongly Agree with Company
has Resource. It can be inferred that respondents have Strongly Agree opinion
about the Company has Resource of the company.

TABLE 4.10

Opportunity
Cumulative
Frequency
Valid
Strongly agree 19
Agree
28
Neutral
31
Disagree
23
Strongly disagree 19
Total
120
Missing System
4
Total
124

Percent
15.3
22.6
25.0
18.5
15.3
96.8
3.2
100.0

Valid Percent
15.8
23.3
25.8
19.2
15.8
100.0

Percent
15.8
39.2
65.0
84.2
100.0

Interpretation:
From the table 4.10 it can observe that 25.0% of the respondents are Neutral
about Company has Opportunity, while 18.5 %are disagree about and 16.1% of
the respondents are agree whereas 21.8% of the respondents are Strongly
disagree

13.7% of the respondents are Strongly agree with Company has

Opportunity. It can be inferred that respondents have Strongly agree opinion

about the Company has Opportunity of the company.

CHART

TABLE 4.11

Role
Cumulative
Frequency
Valid
Strongly agree 16
Agree
35
Neutral
29
Disagree
23
Strongly disagree 17
Total
120
Missing System
4
Total
124

Percent
12.9
28.2
23.4
18.5
13.7
96.8
3.2
100.0

Valid Percent
13.3
29.2
24.2
19.2
14.2
100.0

Percent
13.3
42.5
66.7
85.8
100.0

CHART

Interpretation:
From the table 4.11 it can observe that 23.4% of the respondents are Neutral
about Company has Role, while 18.5 %are disagree about and 28.2% of the
respondents are agree whereas 13.7% of the respondents are Strongly disagree
12.9% of the respondents are Strongly agree with Company has Role. It can be

inferred that respondents have Strongly agree opinion about the Company has
Role of the company.

TABLE 4.12
Expectation
Cumulative
Frequency
Valid
Strongly agree 13
Agree
24
Neutral
34
Disagree
34
Strongly disagree 15
Total
120
Missing System
4
Total
124

CHART

Percent
10.5
19.4
27.4
27.4
12.1
96.8
3.2
100.0

Valid Percent
10.8
20.0
28.3
28.3
12.5
100.0

Percent
10.8
30.8
59.2
87.5
100.0

Interpretation:
From the table 4.12 it can observe that 27.4% of the respondents are Neutral
about Company has Expectation, while 27.4 %are disagree about the counseling
and 19.4% of the respondents are agree whereas 12.1% of the respondents are
Strongly disagree 10.5% of the respondents are Strongly agree with Company
has Expectation. It can be inferred that respondents have Strongly agree opinion
about the Company has Expectation of the company.

TABLE 4.13

Training and Preparation

Cumulative
Frequency
Valid
Strongly agree 19
Agree
23
Neutral
34
Disagree
26
Strongly disagree 18
Total
120
Missing System
4
Total
124

Percent
15.3
18.5
27.4
21.0
14.5
96.8
3.2
100.0

Valid Percent
15.8
19.2
28.3
21.7
15.0
100.0

Percent
15.8
35.0
63.3
85.0
100.0

CHART

Interpretation:
From the table 4.13 it can observe that 27.4% of the respondents are Neutral
about Company has Training and Preparation, while 21.0 %are disagree about

and 18.5% of the respondents are agree whereas 14.5% of the respondents are
Strongly disagree 15.3% of the respondents are Strongly agree with Company
has Training and Preparation. It can be inferred that respondents have Strongly
agree opinion about the Company has Training and Preparation of the company.
TABLE 4.14

Financial Work
Cumulative
Frequency
Valid
Strongly agree 23
Agree
27
Neutral
26
Disagree
28
Strongly disagree 16
Total
120
Missing System
4
Total
124

CHART

Percent
18.5
21.8
21.0
22.6
12.9
96.8
3.2
100.0

Valid Percent
19.2
22.5
21.7
23.3
13.3
100.0

Percent
19.2
41.7
63.3
86.7
100.0

Interpretation:
From the table 4.14 it can observe that 21.0% of the respondents are Neutral
about Company has Financial work, while 22.6 %are disagree about and 21.8%
of the respondents are agree whereas 12.9% of the respondents are Strongly
disagree

18.5% of the respondents are Strongly agree with Company has

Financial work. It can be inferred that respondents have Strongly agree opinion
about the Company hasFinancial work of the company.

TABLE 4.15

Work appears
Cumulative
Frequency
Valid
Strongly agree 19
Agree
25
Neutral
28
Disagree
31
Strongly disagree 17
Total
120
Missing System
4
Total
124

Percent
15.3
20.2
22.6
25.0
13.7
96.8
3.2
100.0

Valid Percent
15.8
20.8
23.3
25.8
14.2
100.0

Percent
15.8
36.7
60.0
85.8
100.0

CHART

Interpretation:
From the table 4.15 it can observe that 22.6% of the respondents are Neutral
about Company has work appears, while 25.0 %are disagree about and 20.2%

of the respondents are agree whereas 13.7% of the respondents are Strongly
disagree 15.3% of the respondents are Strongly agree with Company has work
appears. It can be inferred that respondents have Strongly agree opinion about
the Company has work appears of the company
TABLE 4.16

Job
Cumulative
Frequency
Valid
Strongly agree 20
Agree
26
Neutral
31
Disagree
31
Strongly disagree 12
Total
120
Missing System
4
Total
124

CHART:

Percent
16.1
21.0
25.0
25.0
9.7
96.8
3.2
100.0

Valid Percent
16.7
21.7
25.8
25.8
10.0
100.0

Percent
16.7
38.3
64.2
90.0
100.0

Interpretation:
From the table 4.16 it can observe that 25.0% of the respondents are Neutral
about Company has Job, while 25.0 %are disagree about the counseling and
21.0% of the respondents are agree whereas 9.7% of the respondents are
Strongly disagree 16.1% of the respondents are Strongly agree with Company
has Job. It can be inferred that respondents have Strongly agree opinion about
the Company hasJob of the company.

TABLE 4.17

Working too hard

Cumulative
Frequency
Valid
Strongly agree 13
Agree
22
Neutral
37
Disagree
35
Strongly disagree 13
Total
120
Missing System
4
Total
124

Percent
10.5
17.7
29.8
28.2
10.5
96.8
3.2
100.0

Valid Percent
10.8
18.3
30.8
29.2
10.8
100.0

Percent
10.8
29.2
60.0
89.2
100.0

CHART

Interpretation:
From the table 4.17 it can observe that 29.8% of the respondents are Neutral
about Company has Working too hard, while 28.2 %are disagree about the
counseling and 17.7% of the respondents are agree whereas 10.5% of the

respondents are Strongly disagree 10.5% of the respondents are Strongly agree
with Company has Working too hard. It can be inferred that respondents have
Strongly agree opinion about the Company has Working too hard of the
company.

TABLE 4.18

Work area
Cumulative
Frequency
Valid
Strongly agree 20
Agree
27
Neutral
28
Disagree
21
Strongly disagree 24
Total
120
Missing System
4
Total
124

CHART

Percent
16.1
21.8
22.6
16.9
19.4
96.8
3.2
100.0

Valid Percent
16.7
22.5
23.3
17.5
20.0
100.0

Percent
16.7
39.2
62.5
80.0
100.0

Interpretation:
From the table 4.18 it can observe that 22.6% of the respondents are Neutral
about Company has Work area, while 16.9 %are disagree about the counseling
and 21.8% of the respondents are agree whereas 19.4% of the respondents are
Strongly disagree 16.1% of the respondents are Strongly agree with Company
has Work area. It can be inferred that respondents have Strongly agree opinion
about the Company has Work area of the company.

TABLE 4.19

Authority
Cumulative
Frequency
Valid
Strongly agree 16
Agree
22
Neutral
29
Disagree
26
Strongly disagree 27
Total
120
Missing System
4
Total
124

Percent
12.9
17.7
23.4
21.0
21.8
96.8
3.2
100.0

CHART

Interpretation:

Valid Percent
13.3
18.3
24.2
21.7
22.5
100.0

Percent
13.3
31.7
55.8
77.5
100.0

From the table 4.19 it can observe that 23.4% of the respondents are Neutral
about Company has Authority, while 21.0 %are disagree about the counseling
and 17.7% of the respondents are agree whereas 21.8% of the respondents are
Strongly disagree 12.9% of the respondents are Strongly agree with Company
has Authority. It can be inferred that respondents have Strongly agree opinion
about the Company has Authority of the company.
TABLE 4.20

Job too difficult

Cumulative
Frequency
Valid
Strongly agree 16
Agree
26
Neutral
34
Disagree
21
Strongly disagree 23
Total
120
Missing System
4
Total
124

CHART

Percent
12.9
21.0
27.4
16.9
18.5
96.8
3.2
100.0

Valid Percent
13.3
21.7
28.3
17.5
19.2
100.0

Percent
13.3
35.0
63.3
80.8
100.0

Interpretation:
From the table 4.20 it can observe that 27.4% of the respondents are Neutral
about Company has Job too difficult, while 16.9 %are disagree about the
counseling and 21.0% of the respondents are agree whereas 18.5% of the
respondents are Strongly disagree 12.9% of the respondents are Strongly agree
with Company has Job too difficult. It can be inferred that respondents have
Strongly agree opinion about the Company has Job too difficult of the company.

TABLE 4.21

Job Routine
Cumulative
Frequency
Valid
Strongly agree 18
Agree
23
Neutral
27
Disagree
29
Strongly disagree 23
Total
120
Missing System
4
Total
124

CHART

Interpretation:

Percent
14.5
18.5
21.8
23.4
18.5
96.8
3.2
100.0

Valid Percent
15.0
19.2
22.5
24.2
19.2
100.0

Percent
15.0
34.2
56.7
80.8
100.0

From the table 4.21 it can observe that 21.8% of the respondents are Neutral
about Company has Job Routine, while 23.4% are disagree about the counseling
and 18.5% of the respondents are agree whereas 18.5% of the respondents are
Strongly disagree 14.5% of the respondents are Strongly agree with Company
has Job Routine. It can be inferred that respondents have Strongly agree opinion
about the Company has Job Routine of the company.
TABLE 4.22

Present Job
Cumulative
Frequency
Valid
Strongly agree 17
Agree
27
Neutral
32
Disagree
31
Strongly disagree 13
Total
120
Missing System
4
Total
124

CHART

Percent
13.7
21.8
25.8
25.0
10.5
96.8
3.2
100.0

Valid Percent
14.2
22.5
26.7
25.8
10.8
100.0

Percent
14.2
36.7
63.3
89.2
100.0

Interpretation:
From the table 4.22 it can observe that 25.8% of the respondents are Neutral
about Company has Present Job, while 25.0% are disagree about and 21.8% of
the respondents are agree whereas 10.5% of the respondents are Strongly
disagree

13.7% of the respondents are Strongly agree with Company has

Present Job. It can be inferred that respondents have Strongly agree opinion
about the Company has Present Job of the company.

TABLE 4.23

Pressure Constant
Cumulative
Frequency
Valid
Strongly agree 20
Agree
28
Neutral
29
Disagree
23
Strongly disagree 20
Total
120
Missing System
4
Total
124

Percent
16.1
22.6
23.4
18.5
16.1
96.8
3.2
100.0

Valid Percent
16.7
23.3
24.2
19.2
16.7
100.0

Percent
16.7
40.0
64.2
83.3
100.0

CHART

Interpretation:
From the table 4.23 it can observe that 23.4% of the respondents are Neutral
about Company has Pressure Constant, while 18.5% are disagree about the
counseling and 22.6% of the respondents are agree whereas 16.1% of the

respondents are Strongly disagree 16.1% of the respondents are Strongly agree
with Company has Pressure Constant. It can be inferred that respondents have
Strongly agree opinion about the Company has Pressure Constant of the
company.
TABLE 4.24

Co workers
Cumulative
Valid

Frequency Percent

Valid Percent Percent

Strongly agree

10

8.1

8.3

8.3

Agree

39

31.5

32.5

40.8

Neutral

22

17.7

18.3

59.2

Disagree

23

18.5

19.2

78.3

Strongly disagree 26

21.0

21.7

100.0

96.8
3.2
100.0

100.0

Total
Missing System
Total

CHART

120
4
124

Interpretation:
From the table 4.24 it can observe that 17.7% of the respondents are Neutral
about Company has Coworkers, while 18.5% are disagree about the counseling
and 31.5% of the respondents are agree whereas 21.0% of the respondents are
Strongly disagree

8.1% of the respondents are Strongly agree with Company

has Coworkers. It can be inferred that respondents have Strongly agree opinion
about the Company has Coworkers of the company.

TABLE 4.25

Nightshift
Frequenc
y

Valid

Cumulative

Percent Percent

Percent

Strongly agree 20

16.1

16.7

16.7

Agree

23

18.5

19.2

35.8

Neutral

30

24.2

25.0

60.8

Disagree

25

20.2

20.8

81.7

Strongly

22

17.7

18.3

100.0

Total
Missin System

120
4

96.8
3.2

100.0

g
Total

124

100.0

Valid

disagree

CHART

Interpretation:
From the table 4.25 it can observe that 24.2% of the respondents are Neutral
about Company has Nightshift, while 20.2% are disagree about the counseling
and 18.5% of the respondents are agree whereas 17.7% of the respondents are
Strongly disagree 16.1% of the respondents are Strongly agree with Company
has Nightshift. It can be inferred that respondents have Strongly agree opinion
about the Company has Nightshift of the company.

TABLE 4.26

Stress Your Job

Frequenc

Valid

Cumulative

Percent Percent

Percent

Yes

62

50.0

51.7

51.7

No

58

46.8

48.3

100.0

Total 120
Missin System 4

96.8
3.2

100.0

g
Total

100.0

Valid

CHART

124

Interpretation:
From the table 4.26 it can observe that 50.0% of the respondents are Yes about
Company has Stress your job, while 46.8% are No about the Stress your job of
the company.

TABLE 4.27

Suffer any Stress

Cumulative
Valid

Missing
Total

CHART

Frequency

Percent

Valid Percent Percent

yes

55

44.4

45.8

45.8

no

65

52.4

54.2

100.0

Total

120

96.8

100.0

System

3.2

124

100.0

Interpretation:
From the table 4.27 it can observe that 44.4% of the respondents are Yes about
Company has Suffer any Stress, while 52.4% are No about the Suffer any Stress
of the company.

TABLE 4.28

Personal Strategies
Cumulative
Valid

Frequency Percent

Valid Percent Percent

yes

55

44.4

45.8

45.8

no

65

52.4

54.2

100.0

Total

120

96.8

100.0

Missing System 4

3.2

Total

100.0

CHART

124

Interpretation:
From the table 4.28 it can observe that 44.4% of the respondents are Yes about
Company has Personal Strategies, while 52.4% are No about the Personal
Strategies of the company.

TABLE 4.29

Suitable Steps
Frequenc

Valid

Cumulative

Percent Percent

Percent

yes

57

46.0

47.5

47.5

no

63

50.8

52.5

100.0

Total 120
Missin System 4

96.8
3.2

100.0

g
Total

100.0

Valid

CHART:

124

Interpretation:
From the table 4.29 it can observe that 46.0% of the respondents are Yes about
Company has Suitable steps, while 50.8% are No about the Suitable steps of the
company.

CHAPTER-IV
FINDING:
It has been fund that 47.3% of the workers come under the age group of below
30.38% of the workers come under the age group of 31-40% of the workers come
under the age group of 41-50.
It has been found that 82% of male respondents are from male,18% of respondents are
from female
It has been found that 41.3% of respondents earns more than 10,000.34% of
respondents earns more than 15,000.24.7% of respondents earns more than 20,000.
It has been observed that 43.3% of the workers strongly agree that they do not have
adequate knowledge to handle the responsibilities.38.7% of the workers agree that
they do not have adequate knowledge to handle the responsibilities.12% of the
workers rarely think that they do not have adequate knowledge to handle the
responsblities.2.7% of the workers disagree that they have do not have adequate
knowledge to handle the responsibilities and 3.3% of the workers strongly disagree
that they have do not have adequate knowledge to handle the responsibilities.
It has been observed that 14.7% of the workers strongly agree that they are not clear
on the scope and responsibilities.31.3% of the workers agree that they are not clear on
the scope and responsibilities.39.3% of the workers rarely think that they are not clear
on the scope and responsibilities.10.7% of the workers disagree that they are not clear
on the scope and responsibilities and 3.3% of the workers strongly disagree that they
are not clear on the scope and responsibilities.
It has been observed that 12% of the workers strongly agree that they are not able to
use my training and experience.5.3% of the workers agree that they are not able to use
my training and experience.29.3% of the workers rarely think that they are not able to
use my training and experience.22.7% of the workers disagree that they are not able to
use my training and experience and 20.7% of the workers strongly disagree that they
are not able to use my training and experience.
It has been observed that 17.3% of the workers strongly agree that they do not get
enough resource to be effective.24% of the workers agree that they do not get enough
resource to be effective.16.7% of the workers rarely think that they do not get enough
resource to be effective.15.3% of the workers disagree that they do not get enough
resource to be effective and 26.7% of the workers strongly disagree that they do not
get enough resource to be effective.

 It has been observed that 19.4% of the workers strongly agree that they does not allow
me enough time for my family.8% of the workers agree that they does not allow me
enough time for my family.23.3% of the workers rarely think that they does not allow
me enough time for my family.15.3% of the workers disagree that they does not allow
me enough time for my family and 14% of the workers strongly disagree that they
does not allow me enough time for my family.
It has been observed that 25.3% of the workers strongly agree that they do not have
time and opportunity to prepare myself for the future.26.7% of the workers agree that
they do not have time and opportunity to prepare myself for the future.20% of the
workers rarely think that they do not have time and opportunity to prepare myself for
the future.14.7% of the workers disagree that they do not have time and opportunity to
prepare myself for the future and 13.3% of the workers strongly disagree that they do
not have time and opportunity to prepare myself for the future
It has been observed that 15.3% of the workers strongly agree that several aspects of
my role are vague and unclear.34% of the workers agree that several aspects of my
role are vague and unclear.21.4% of the workers rarely think that several aspects of
my role are vague and unclear.15.3% of the workers disagree that several aspects of
my role are vague and unclear and 14% of the workers strongly disagree that several
aspects of my role are vague and unclear.
It has been observed that 22% of the workers strongly agree that the expectation of
my senior conflict with those of my juniors.20% of the workers agree that the
expectation of my senior conflict with those of my juniors.29.3% of the workers
rarely think that the expectation of my senior conflict with those of my juniors.14.7%
of the workers disagree that the expectation of my senior conflict with those of my
juniors and 14% of the workers strongly disagree that
It has been observed that 17.3% of the workers strongly agree that they need more
training and preparation to be effective.24% of the workers agree that they need more
training and preparation to be effective.27.3% of the workers rarely think that they
need more training and preparation to be effective.18% of the workers disagree that
they need more training and preparation to be effective and 13.4% of the workers
strongly disagree that they need more training and preparation to be effective.
It has been observed that 22.7% of the workers strongly agree that they had more
financial for the work assigned to me.24.7% of the workers agree that they had more
financial for the work assigned to me.23.3% of the workers rarely think that had more
financial for the work assigned to me.12.6% of the workers disagree that they had

more financial for the work assigned to me and 16.7% of the workers strongly
disagree that had more financial for the work assigned to me.
It has been observed that 22.7% of the workers strongly agree that they had more
financial for the work assigned to me.24.7% of the workers agree that they had more
financial for the work assigned to me.23.3% of the workers rarely think that had more
financial for the work assigned to me.12.6% of the workers disagree that they had
more financial for the work assigned to me and 16.7% of the workers strongly
disagree that had more financial for the work assigned to me.
It has been observed that 14% of the workers strongly agree that Job pushes me hard
to finish on time 28% of the workers agree that job pushes me hard to finish on time.
26.7% of the workers rarely think that Job pushes me hard to finish on time.22% of
the workers disagree that Job pushes me hard to finish on time and 9.3% of the
workers strongly disagree that Job pushes me hard to finish on time
It has been observed that 13.3% of the workers strongly agree that they I am working
too hard.22.7% of the workers agree that they I am working too hard.17.3% of the
workers rarely think that they I am working too hard.16% of the workers disagree that
they I am working too hard and 30.7% of the workers strongly disagree that they I am
working too hard
It has been observed that 23.4% of the workers strongly agree that the work area is
very stuffy or smell.24% of the workers agree that the work area is very stuffy or
smell.25.3% of the workers rarely think that the work area is very stuffy or
smell.17.3% of the workers disagree that the work area is very stuffy or smell and
10% of the workers strongly disagree that the work area is very stuffy or smell.
It has been observed that 18% of the workers strongly agree that they do not have
authority to do my job well.26% of the workers agree that they do not have authority
to do my job well.22% of the workers rarely think that they do not have authority to
do my job well.14% of the workers disagree that they do not have authority to do my
job well and 20% of the workers strongly disagree that they do not have authority to
do my job well.
It has been observed that 14.7% of the workers strongly agree that Job is too
difficult..12% of the workers agree that Job is too difficult.30% of the workers rarely
think that Job is too difficult.23.3% of the workers disagree that Job is too difficult
and 20% of the workers strongly disagree that Job is too difficult:
It has been observed that 24% of the workers strongly agree that the Job has become
too routine.31.3% of the workers agree that the Job is too difficult.18% of the workers

rarely think that the Job is too difficult.7.4% of the workers disagree that the Job is
too difficult and 19.3% of the workers strongly disagree that the Job is too difficult.
It has been observed that 22% of the workers strongly agree that they felling that you
should change your present job.26.7% of the workers agree that they felling that you
should change your present job.28% of the workers rarely think that they felling that
you should change your present job.11.3% of the workers disagree that they felling
that you should change your present job and 12% of the workers strongly disagree
that they felling that you should change your present job.
It has been observed that 13.3% of the workers strongly agree that the Job involves
that pressure constant deadlines.24.6% of the workers agree that the Job involves that
pressure constant deadlines.36.7% of the workers rarely think that the Job involves
that pressure constant deadlines.19.3% of the workers disagree that the Job involves
that pressure constant deadlines and 6% of the workers strongly disagree that the Job
involves that pressure constant deadlines.
It has been observed that 13.3% of the workers strongly agree that the Job involves
that pressure constant deadlines.24.6% of the workers agree that the Job involves that
pressure constant deadlines.36.7% of the workers rarely think that the Job involves
that pressure constant deadlines.19.3% of the workers disagree that the Job involves
that pressure constant deadlines and 6% of the workers strongly disagree that the Job
involves that pressure constant deadlines.
It has been observed that 25.3% of the workers strongly agree that they feel
discomfort of work during night shift.26.7% of the workers agree that they feel
discomfort of work during night shift.20.7% of the workers rarely think that they feel
discomfort of work during night shift.17.3% of the workers disagree that they feel
discomfort of work during night shift and 10% of the workers strongly disagree that
they feel discomfort of work during night shift.
It has been observed that 12.7% of the workers strongly agree that the communication
channel are very poor.30% of the workers agree that the communication channel are
very poor. 22% of the workers rarely think that the communication channel are very
poor.18% of the workers disagree that the communication channel are very poor and
17.3% of the workers strongly disagree that the communication channel are very poor.
It has been observed that 17.3% of the workers strongly agree that i am stand still in
my career.24.7% of the workers agree that i am stand still in my career.27.4% of the
workers rarely think that I am stand still in my career.18.7% of the workers disagree

that i am stand still in my career and 12% of the workers strongly disagree that i am
stand still in my career.

SUGGESTIONS
From the above findings of the study it can be conducted that youths working FHAPL
Chennai are facing more stress and leading to various health problems. Employees
follow various healthy habits to manage their stress and keep their body.

 Organizations should provide facilities like yoga, library etc., to relieve

the stress.
Provide good working condition like room lighting, air conditioning,
seating etc.
Give counselling to the employees when they face problems, because
counselling is the discussion of the problem that usually has emotional
content with an employee in order to help the employee cope with in
better.

CONCLUSION

Stress Management has become one of the most critical factors in todays world
also specially in an organizations working today and it will gain more important as

the market becomes more and more competitive. Organization must begin to manage
people at work differently, treating them with respect and valuing their contribution.
If we enhance the psychological well being and health of the employees, in the
coming future the organization would make more revenue as well as employee
retention.

CHAPTER
CHI SQUARE TEST OF GOODNESS OF FINDING
COMPANY WIDE PROGRAMS THAT COULD BE ADOPTED TO MANAGE
STRESS

AGE/WORK

Below-30

31-40

40-50

Total

Strongly agree

12

16

32

Agree

26

21

30

77

Rarely

18

Disagree

12

Strongly disagree

11

Total

46

39

65

150

SOLUTION
NULL HYPOTHESIS: All stress management program are equally preferred.
ALTERNATIVE HYPOTHESIS: All stress management program are not equally
preferred.
Let,
O Observed frequency
E Expected frequency
Degrees of freedom = V = (r-1) (C-1) = (5-1)(5-1)=4*4=16
Expected frequency = (150/5) = 30

PROGRAMS

OBSERVED

EXPECTED

2 = ( O-E)2

( O-E)

FREQUENCY FREQUENCY
E
Strongly agree
32

10.66

21.34

15.17

77

25.66

51.34

87.85

18

12

4.8

12

2.13

11

3.66

7.34

1.79

Agree
Rarely
Disagree
Strongly
disagree
TOTAL

150

111.74

Now,
2 = 111.74, approximately 2 = 112
Calculated value of 2 = 112
Here n observations are given,
Therefore, Degree of freedom = n-1 = 5-1 = 4
The tabulated value of Chi square at 5% level of significance for degree is
Calculated value of 2 >

Tabulated value of 2

So, null hypothesis is accepted.

Level of significance
Degree of freedom

Calculated value

112

Tabulated value

A STUDY ON EMPLOYEE STRESS MANAGEMENT

QUESTIONARY:
1. Name

2. Various age groups of the employees:

a) Below30 years
b) 31-40
years
c) 41-50
years
d) Above 50 year
3. Gender of the employee
a. Male
b. Female
4. The distribution of the respondents by income level:
a)
b)
c)
d)

6000-10000
10001-15000
15001-20000
Above 20000

5.Qualificationlevel:
a)
b)
c)
d)

SSLC
HSC
Graduate
D)
Post
Graduate

6. Experience:
a)
b)
c)
d)

1-2 years
2-3 years
3-4 years
Above 4 years

7. Adequate knowledge to handle the responsibilities:

a)
b)
c)
d)
e)

Strongly agree
Agree
Neutral
Disagree
Strongly disagree

8. Not clear on the scope and responsibilities:

a.
b.
c.
d.
e.

Strongly agree
Agree
Neutral
Disagree
Strongly disagree

9. Not able to use my training and experience

a.
b.
c.
d.
e.

Strongly agree
Agree
Neutral
Disagree
Strongly disagree

10. Do not get enough resource to be effective?

a)
b)
c)
d)
e)

Strongly agree
Agree
Neutral
Disagree
Strongly disagree

11. Do you not get enough resource to be effective?

a)
b)
c)
d)
e)

Strongly agree
Agree
Neutral
Disagree
Strongly disagree

12. Do not have time and opportunity to prepare myself for the future?
a) Strongly agree
b) Agree

c) Neutral
d) Disagree
e) Strongly disagree
13. Several aspects of my role are vague and unclear:
a)
b)
c)
d)
e)

Strongly agree
Agree
Neutral
Disagree
Strongly disagree

14. Expectation of my senior conflict with those of my juniors:

a)
b)
c)
d)
e)

Strongly agree
Agree
Neutral
Disagree
Strongly disagree

15. Need more training and preparation to be effective:

a)
b)
c)
d)
e)

Strongly agree
Agree
Neutral
Disagree
Strongly disagree

16. had more financial for the work assigned to me?

a)
b)
c)
d)
e)

Strongly agree
Agree
Neutral
Disagree
Strongly disagree

17. Each day of work appears as though it will never end:

a)
b)
c)
d)

Strongly agree
Agree
Neutral
Disagree

e) Strongly disagree

18. Job pushes me hard to finish on time:

a)
b)
c)
d)
e)

Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree

19. I am working too hard.

a.
b.
c.
d.
e.

Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree

20. Work area is very stuffy or smelly:

a)
b)
c)
d)
e)

Strongly agree
Agree
Neutral
Disagree
Strongly disagree

21. Do not have authority to do my job well:

a)
b)
c)
d)
e)

Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree

22. Job is too difficult:

a) Strongly Agree

b)
c)
d)
e)

Agree
Neutral
Disagree
Strongly Disagree

23. Job has become too routine:

a)
b)
c)
d)
e)

Strongly agree
Agree
Neutral
Disagree
Strongly disagree

24. Felling that you should change your present job:

a)
b)
c)
d)
e)

Strongly agree
Agree
Neutral
Disagree
Strongly disagree

25. Job involves that pressure constant deadlines:

a)
b)
c)
d)
e)

Strongly agree
Agree
Neutral
Disagree
Strongly disagree

26. Not right accepted by co- workers:

a)
b)
c)
d)
e)

Strongly agree
Agree
Neutral
Disagree
Strongly disagree

27. Feel discomfort of work during night shift:

a) Strongly agree

b)
c)
d)
e)

Agree
Neutral
Disagree
Strongly disagree

28) .Do you feel stress in your job

A) Yes b) no
29) .do you suffer any stress in your job
A) Yes b) no
30) . Have you taken any coping strategies personally to manage stress
A) Yes b) no
31) .Does this organization takes any suitable steps to manage stress
A) Yes b) no