CHAPTER-I

INTRODUCTION

TO

THE TOPIC
 STRESS MANAGEMENT

INTRODUCTON:

Stress is a physical, mental and emotional response to a

challenging event — not the event itself. Often referred to as the fight-or-
flight response, the stress response occurs automatically when you feel
threatened. Stress, whether positive or negative, is a normal part of
everyone's life. Negative stress, however, diminishes our quality of life.
Stress is the result of a mismatch between a person and his/her environment
and perceived inability to cope with constraints or demands encountered.

Stress management refers to the wide spectrum of techniques and

psychotherapies aimed at controlling a person's levels of stress, especially
chronic stress, usually for the purpose of improving everyday functioning. In
this context, the term 'stress' refers only to a stress with significant negative
consequences, or distress in the terminology advocated by HansSelye, rather
than what he calls eustress, a stress whose consequences are helpful or
otherwise positive.

Stress produces numerous physical and mental

symptoms which vary according to each individual's situational factors.
These can include physical health decline as well as depression. The process
of stress management is named as one of the keys to a happy and successful
life in modern society.[Although life provides numerous demands that can
prove difficult to handle, stress management provides a number of ways to
manage anxiety and maintain overall well-being.

Despite stress often being thought of as a subjective

experience, levels of stress are readily measurable, using various
physiological tests, similar to those used in polygraphs. Many practical stress
management techniques are available, some for use by health professionals
and others, for self-help, which may help an individual reduce their levels of
stress, provide positive feelings of control over one's life and promote
general well-being.

Evaluating the effectiveness of various stress

management techniques can be difficult, as limited research currently exists.
Consequently, the amount and quality of evidence for the various techniques
varies widely. Some are accepted as effective treatments for use in
psychotherapy, whilst others with less evidence favoring them are considered
alternative therapies.

Many professional organizations exist to promote and provide

training in conventional or alternative therapies .There are several models of
stress management, each with distinctive explanations of

mechanisms for controlling stress. Much more research is necessary to

provide a better understanding of which mechanisms actually operate and
are effective in practice.

WHAT IS STRESS?
 Stress is defined as “A predetermined strategy for
coping with psychological or emotional turmoil. As part of a health benefits
package, a company may offer stress management therapy to improve job
performance”.

Dr. Hans Selye, the father of Stress theory, defined Stress as “the non
specific response of the body to any demand made up on it”. The “demand”
can be a threat, a challenge or any kind of change which requires the body
to adopt. The response is automatic, immediate. Stress can be good (called
“estrus”) when it helps us to perform better, or it can be bad (“distress”)
when it causes upset or makes us sick. In general, we can say that good
stress results from situations we can control and bad stress results from
situations over which we have no control.

The stress response is basically the same in all of us. The degree to
which it affects us depends entirely on how we handle it. Getting into the
habit of viewing stress as something constructive, is the first step to
becoming a healthier and stress free person.

What does the Stress Reaction consist of?

The stress reaction results from an outpouring of adrenaline, a

stimulant harmone, into the blood. This with other stress hormones
produces a number of changes in the body which are intended to be
productive. The result often is called “the fight or flight response” because
it provides the strength and energy to either fight or run away from danger.

The changes include an increase in heart rate and blood pressure (to
get more blood to the muscle, brain and heart), faster breathing, tensing of
muscles( preparation for action), increased mental alertness and sensitivity
 of sense organs ( to assess the stimulation and act quickly, increased blood
flow to the brain, heart and muscles( the organs that are most important in
dealing with danger) and less blood to skin, digestive track, kidneys and
liver ( where it is least needed in times of crisis). in addition there is an
increase in blood sugar, fats and cholesterol and a rise in platelets and blood
clotting factors ( to prevent hemorrhage in case of injury)

What is stress Management?

Stress Management is the ability of an individual to manage the perceived

pressures they face on a day to day basis, this may be through a variety of
techniques including reducing or reappraising the pressures and
enhancing coping ability and resources.

The effective stress management doesn’t mean getting to a point where we

never experience stress. On the contrary it is better to challenge ourselves and
as we push ourselves to continuously improve and exploit our potential, we
will cause some stress. Effective stress management keeps our stress levels
from exceeding the level where it’s energizing and productive for us.

Research shows that stress comprises a person’s intellectual, emotional and

inter personal functioning. Literally every aspect of worker performance is
hindered by stress. Many managers and business owners mistakenly fear
that reducing employee stress requires reducing productivity.

The key to maximizing productivity while minimizing stress is understanding

the factors that influence someone working very hard will feel stressed out or
burn out, or whether they will feel motivated, excited and committed.
Scientific research on stress combined with best practices of high performance
companies offer clear clues about the key factors that determine whether
employees will be stressed out or energized by work place demands.

For managing stress, experts at Mayo Clinic in Minnesota and Arizona

provide:

 Acupuncture: Insertion of fine needles in the skin at key points in your

body to boost your body's natural painkillers and increase blood
circulation.

 Counseling: Discussion of life and health-related stresses with a medical

professional to develop coping skills that address feelings, illnesses and
challenging situations.

 Deep breathing: Breathing from your diaphragm (muscle under the rib
cage) to establish a pattern of slower, deeper and more efficient
breathing.

 Guided imagery (visualization): Picturing calming mental images of

relaxing places and situations to cope with negative emotions, feelings or
circumstances.

 Massage therapy: Various techniques that involve pressing and rubbing

the body's soft tissues — muscle, connective tissue, tendons, ligaments
and skin — for comfort, healing and pain reduction.

 Meditation: A practice that calms and focuses the mind, tuning out
distractions, sometimes involving repeating a word or phrase, or
visualizing a peaceful place.
 Mindfulness: A technique in which you stay focused, engaged and
completely absorbed in the present moment.

 Progressive muscle relaxation: Tensing and relaxing the muscle groups

throughout your body to reduce muscle tension and calm anxious
feelings.
 Resilience training: Learning to balance the demands placed on you
with your available resources; finding meaning in life; controlling the
controllable; and seeing life's situations as challenges or opportunities
rather than overwhelming obstacles.

 Yoga: Various types of mind-body practices that combine a series of

precise postures with controlled breathing to help relax your mind and
increase strength and flexibility.

TYPES OF STRESS:

Acute stress

Chronic stress

SIGNS OF STRESS:

There are different signs of stress .They are as follows

1. Physical signs:

Headache


Fatigue


Weight change


Teeth Grinding


Tension
2. Mental signs:
 Lacking humor


Dull senses


Boredom


Poor concentration


Forgetfulness

3. Emotional signs:


Depression


Frustration


Fearfulness
 
Bad temper


Irritability

4. Spiritual signs:


Apathy


Loss of direction


Negative out look


Gloom


A feeling of emptiness

5. Relational signs:


Loneliness


Abuses
 
Isolation


Defensive


Aggression

6. Behavioral signs:

 Nail biting


Risk aversion


Pacing


Swearing


Restlessness
13
SOURCES OF STRESS:

Stressors originate at individual, group, organizational and extra

organizational levels. These are explained as below

 Individual level: Personality

Role overload
Role conflict
Role
ambiguity

Task characteristics.

 Group level:

Managerial behavior
Lack of cohesiveness
Workplace violence
Intra group conflict.

 Organizational level: Climate

Management style
Organizational lifecycle.

 Extra Organizational level:

Family
Economy
Lack of mobility
 Quality of life

CAUSES OF STRESS:

Dr.Selye called the causes of stress “Stressors” or “triggers”. There are

two kinds of stressors: external and internal

External stressors include:

 Physical environment: noise, bright lights, heat, confined spaces.

14
5
 Social (interaction with people): rudeness, bossiness or aggressiveness
on the part of some one els.
 Organizational: rules, regulations, “red tape”, dead lines.
 Major life events: Death of relative, lost job, promotion, new baby.

 Daily hassles: commuting, misplacing keys, mechanical break

downs. Internal Stressors include

 Lifestyle choices: caffine,not enough sleep, overloaded schedule.

 Negative self talk: Pessimistic thinking, self criticism, over analyzing.
 Mind traps: unrealistic expectations, taking things personally,
All-or-nothing thinking, exaggerating, rigid thinking.

 Stressful personality traits: Type A, perfectionist, workaholic, pleaser.

It is most important to note that most of the stress of us have is actually self
generated. This is paradox that most of the people think of external stressors
when they are upset. Recognize that we create most of our own upsets,
however, is an important first step to dealing with them.
CONSEQUENCES OF STRESS: The following are the symptoms of
stres

1. Psychological symptoms:
Anxiety

Depression

Decrease in job satisfaction

2. Physiological symptoms:

Headache
High blood pressure

Heart Disease

3. Behavioral symptoms:

Productivity
Absenteesim
Accidents
Performance

MANAGING STRESS:
 From the organization’s standpoint, management may not
be concerned when employees experience low to moderate levels of
stress. But high level of stress or even low levels sustained over long
periods, can leads to reduction of employee performance and thus
require action by management. To reduce or to manage employee
stress the following is necessary for an organization

15
 Time Management:

Making list of activities to be accomplished

Prioritizing activities by importance and urgency
Scheduling activities according to set the priorities

 Physical
Exercise
:
Aerobic
s
Walking
Swimmi
ng

 Relaxation
technique:
Meditation
Hypnosis
CHAPTER-2
INDUSTRY PROFILE
&
COMPANY PROFILE
INDUSTRY PROFILE
1. INTRODUCTION

Cement industry has been decontrolled from price and distribution on

1st march and de-licensed on 25th July 1991. However, the performance of
the industry, the constraints faced by the industry are interviewed in the
infrastructure co-ordination committee meeting held in the cabinet
secretariat under the chairmanship of secretary. The committee on
infrastructure also reviews its performance. The industry is subject to
equality order issued on 17-02-2003 to ensure quality standards.

1.1 CEMENT INDUSTRY HISTORICAL PERSPECTIVE

Cement industry is one of the major and oldest established

manufacturing industries in the modern sector of Indian economy. It is an
indigenous industry in which the company is well endowed with the
necessary raw materials, skilled manpower and equipment & machinery
technology.

Firms, bridges, buildings, water supply projects, dams, roads,

hydroelectric power projects, seaports, airports, and irrigation schemes
require cement. It is thus a vital industry, which assumes a crucial part in the
economic development of the country, thus it regards as major nation
building industry whose importance in a developing economy never be over
emphasized. The Greek civilizations use some of mortar but Romans has
developed it. When one speaks about the cement industry, it invariably
refers to Portland cement, which has its origin in England, but until the 19th
century a mixture of limestone with Pozzoland of volcanic earth was known
as cement. The first cement factory was established around 1890 in both
Canada and Australia, while it was invented in 1884 in New Zealand.
 The Cement industry occupies a position of predominance not only an
infrastructure for development but also it is 8th largest in the world, which
directly employs about millions of persons.

1.2 CEMENT INDUSTRY IN INDIA

In India it came to be establishing during the beginning of 20th

century. In fact the cement era in India commenced with the establishment
of a small cement factory at WASHERMANPET in 1904 by south India
industry Ltd, a company that dates to 1879. There was sufficient demand for
that product, but because of technological defects and inadequate supply of
raw materials, the plant did not operate economically, a later on collapsed.
India is ranked 4th in the world after China, Japan and USA in cement
production. Yet the per-capital consumption of cement in India however low
at 70 to 80 kgs against the world average of around 220 kgs.
 Cement industry in India is 8th decades old. However, the growth has
not kept pace with period of its existence. Decades of the government
control have restricted the growth of the industry. The real foundation stone
of the present industry was laid in the year 1942, when a small factory was
established Porbandar in Kaythiwar by India cement Limited. This factory
commenced its production in 1914 at the rate of 199 metric tones per day.
This company adopted “dry process”. This plant had easy access of lime
stone quarries of Porbandar. The initial attempt could cause the attempt of
two or more factories. One at Kanthi (MP) another at Lakhier (Rajasthan).
The government control was lifted immediately after the world war and the
boom period of the industry started. The demand for cement increased very
steadily as the cement was used was used not only for housing but also for
dams, roads, bridges and other developed activities.

1.3 INDIAN CEMENT SECTOR

The boom in the housing market has given birth a higher demand in
India cement. The present initiatives under taken by the Government for
infrastructure development has also raised the demand for cement in the
country. The cement companies such as Ultratech, ACC, GACL and Grasim
have grown in the country.

The planned capacities of production of Indian Cement Companies are

as follows:
1.4 CAPACITIES OF PRODUCTION BY COMPANIES

Company Location (ByAdditional Commissioning

Name State) Capacities (In mnDate
tones)
JP Himachal 4.55 Dec, 2011
Associates Preadesh
Grasim Kothputali, 4.08 FY 13 Q1
Rajasthan
JP Uttar Pradesh 3.34 FY 2012
Associates
Ultra TechAndhra Pradesh 3.19 Q1 FY 2013
Cement
OCL Orissa 3.04 Q1 FY 2013
JK Cement Karnataka 3.00 Sept 2012
Binani Rajsthan 2.57 Dec 2010
Cement
JP Madhya Pradesh 2.00 Q3 FY 2012
Associates
Zuari Andhra Pradesh 1.98 H1 FY 2013
Cement
Penna Andhra Pradesh 1.63 H1 FY 2013
Cement
ACC LakheriRajsthan 0.94 Dec 2010
Madras Tamil Nadu 1.84 H1 FY 2013
Cements
1.5 TYPES OF CEMENT IN INDIA
The types of cement in India have increased over the years with the
advancement in research, development, and technology. The Indian cement
industry is witnessing a boom as a result of which the production of different
kinds of cement in India has also increased.
By a fair estimate, there are around 11 different types of cement that are
being produced in India. The production of all these cement varieties is
according to the specifications of the BIS.

1.6 Some of the various types of cement produced in India are:

 Clinker Cement
 Ordinary Portland Cement
 Portland Blast Furnace Slag Cement
 Portland Pozzolana Cement
 Rapid Hardening Portland Cement
 Oil Well Cement
  White Cement
 Sulphate Resisting Portland Cement

In India, the different types of cement are manufactured using dry,

semi-dry, and wet processes. In the production of Clinker Cement, a
lot of energy is required. Using materials such as limestone, iron
oxides, aluminum, and silicon oxides produces it. Among the different
kinds of cement produced in India, Portland Pozzolana Cement,
Ordinary Portland Cement, and Portland Blast Furnace Slag Cement
are the most important because they account for around.

Company Profile
Adhityabirla group
Vision:
To be a premium global conglomerate with a clear focus on each business.
Mission:
To deliver superior value to our customers, shareholders, employees and
society at large.
Values:
 Integrity
 Commitment
 Passion
 Seamlessness
 Speed
ABG is a 24 billion dollars corporation; the Aditya Birla Group is
anchored by an extraordinary force of 100,000 employees, belonging to 25
different nationalities. The diversity of location, language and culture blends
seamlessly into a common work ethos, which hinges on fostering
excellence, recognizing and rewarding entrepreneurship.

ABG believes in empowerment, delegation and calculated risk

taking. ABG’s ongoing endeavor is to create an organizational ambience
where talent can bloom. To do so, ABG strives to make the workplace a
source of creativity, innovation and one that makes work meaningful.

ABG ensures that all the group’s policies, forward – looking

initiatives and goals are fully communicated to all employees and that they
understand and relate to these. ABG’s commitment to their people is
reflected in the sense of belonging and pride every employee feels towards
the group and the passion and commitment they bring to their work.
The Aditya Birla Group is India’s first truly multinational
corporation. Global in vision, rooted in Indian values, the group is driven by
a performance ethic pegged on value creation for its multiple stakeholders.
Over 50 percent of its revenues flow from its operations across the world.
The Aditya Birla Group’s products and services offer distinctive customer
solutions worldwide.
 The Group has operations in 20 countries – India, Thailand,
Laos, Indonesia, Philippines, Egypt, China, Canada, Australia, USA, UK,
Germany, Hungary, Brazil, Italy, France, Luxembourg, Switzerland,
Malaysia, and Korea.

In India, the Group has been adjudged “The Best Employer in

India and among the top 20 in Asia” by the Hewitt- Economic Times and
Wall Street Journal Study 2007. This has been announced recently.

Globally the Aditya Birla Group is:

A metals powerhouse, among the world’s most cost – efficient aluminum

and copper producers. Hindalco, (Plant: Howrah) from its fold, is a Fortune
500 company. It is also the largest aluminum rolling company and one of
the 3 biggest producers of primary aluminum in Asia, with the largest
single location copper smelter.

 No.1 in viscose staple fiber

 The 3rd largest producer of insulators
  The 4th largest producer of carbon black
 The 11th largest cement producer globally and the 2 nd largest in
India
 With some more units which are under construction now, ABG
will become the largest cement producer in India by 2008.
 Among the world’s top 15 BPO ( Business Process Outsourcing )
companies and among India’s top 3
 Among the best energy efficient fertilizers plants.
In India:
A premier branded garments player – Grasim Suitings
 The 2nd largest player in viscose filament yarn
 The 2nd largest in the Chlor-alkali sector
 Among the top 5 mobile telephone companies
 A leading player in Life Insurance and Asset Management-Birla Sun
Life

Beyond Business
A Value – based, caring corporate citizen, the Aditya Birla Group inherently
believes in the trusteeship concept of management. Part of the Group’s
profits is ploughed back into meaningful welfare- driven initiatives that
make a qualitative difference to the lives of marginalized people. These
activities are carried out under the aegis of the Aditya Birla Center for
Community Initiatives and Rural Development, which is spearheaded by
Mrs. Rajashree Birla.
1. Working in 3700 villages
2. Reaching out to 7 million people annually through the Aditya Birla
Center for Community Initiatives and Rural Development, lead by
Mrs. Rajashree Birla.
3. Focus areas are: Health Care, Education, Sustainable livelihood,
Infrastructure and promoting social causes.
4. Run 45 Schools and 18 Hospitals.
 5. Transcending the conventional barriers of business to send out a
message that “We Care”.

PLANT PROFILE
Ultra Tech Cement Limited
A.P. Cement Works
Incorporation:
Ultra Tech Cement Limited was formed effective July 2004, with the
demerger of Cement Division from Larson & Turbo Limited, and was taken
over by the Aditya Birla Group and got merged into A.V.Birla Group of
industries.
Ultra Tech Cement Limited is a technology driven company with leading
edge capabilities in fields related to infrastructure and basic industries. In
terms of main stream criteria viz., sales, profit, assets and market
capitalization, Ultra Tech Cement Limited ranks among top ten in India’s
private sector. The Company is also ranked high by less tangible yardsticks
such as intellectual capital and brand-worth.
Ultra Tech Cement Limited & its subsidiaries, has manufacturing
facilities at 10 locations in India and 3 Terminals including one at Srilanka.
Almost all the factories have secured ISO-9001,14001,18001(OHSAS) and
other certificates of the highest order. Ultra Tech Cement Limited’s
distribution and services out – reach underlines its strong customer
orientation. The network extends to virtually every district in the country. A
concern for the environment is an integral part of the company’s vision.
Ultra Tech Cement Limited is Committed to growth in consonance with the
ecology and the needs of the communities it serves.
Ultra Tech Cement Limited is India’s largest cement producer,
with a manufacturing capacity of over 17 million tones per year. Ultra Tech
Cement Limited manufactures and markets.
  Ordinary Portland Cement – 43 grade/53grade
 Portland Blast Furnace Slag Cement
 Portland Pozzolana Cement
 Rapid Hardening Portland Cement
 Sulphateresistand Cement.

Ultra Tech Cement Plants are located at:

1. Awarpur Cement Works. Awarpur, Maharashtra

2. Hirmi Cement Works. Hirmi, Madhya Pradesh
3. Gujarat Cement Works. Kovaya, Gujarat
4. Andhra Pradesh Cement Works Tadapatri, Andhra
Pradesh

Ultra Tech Cement grinding units are located at:

1. Jarsuguda Orissa
2. ArakkonamTamilnadu
3. Durgapur West Bengal

Ultra Tech Cement Limited Subsidiaries:

Cement Plant
Narmada Cement Company Limited Gujarat
Grinding Units:
Magdalla Gujarat
Ratnagiri Maharashtra

Ultra Tech Cement Terminals are located at:

1. Navy Mumbai
 2. Mangalore Terminal Karnataka
3. Ultra Tech – Ceylinco Srilanka

ANDHRA PRADESH CEMENT WORKS

The Ultra Tech Cement Limited, Andhra Pradesh Cement

Works is located at 360 kms.South of Hyderabad in the state of Andhra
Pradesh in South India. Along with the grinding unit at Arakkonam it has a
capacity of 3.6 millionstones of cement per annum.
APCW project started with a prospecting license in march 1992 followed by
a mining lease in June1993. When various formalities were completed,
action shifted from the drawing board to the project site with the first
association commencing in November, 1995. Due to excellent co-operation
from the Government of Andhra Pradesh. APCW did not face much
problems while setting up the plant. In June 1995, Mr.N.T.Rama Rao laid
foundation stone and the project was completed in a span of 1 year 10
months and was inaugurated on August 1998.
Even the acute shortage of power in the state did not hamper the
construction
activities. The construction was completed totally with the help of diesel
generating sets. In view of the expected power shortage, APCW is provided
with two diesel generator sets of 24.6 MW (i.e.,2x12.3 MW) which is
around 60% of total power requirement of the plant. Now it also introduced
waste heat recovery plant (4MW) and Thermal power plant (50MW). This
plant has been set up with the coordinated efforts of all its business groups,
which minimized the problems during the execution stage. The plant now
started its Second Phase Construction.
Plant Capacity:
Even though the plant has started with an installed capacity of 6000 TPD,
Later on the capacity has been enhanced to 8000 TPD. The cement plant’s
installed capacity is 2 million tonnes per annum (MTPA). APCW caters to
the cement users in the southern part of India. It is ideally located as far as
the market is concerned.
Unique features
A peculiarity of Ultra Tech Cement Limited APCW is that its mines fall in
Kurnool district while the plant is in Anantapur District.
1. Only Cement Plant in Ultra Tech Cement Limited, with a split location
of entire main plant on top of a hillock and the packing plant down
the hill.
2. One of the plants using minimum energy for cement manufacturing.
3. Only plant where the entire cement loading rake of 40 wagons can be
placed on one stretch constructed on engine on load concept.
4. The RCC chimney at the plant is the tallest in the Indian cement
industry.
5. It has two vertical raw mills (Atox 50) having a roller diameter of 5 M
these are the biggest mills in the country.
6. First unit to implement computerized billing for cement loading.

Cement Machinery:
1. Complete range – from crushing to packing are supplied by Larson &
Toubro’s Machinery Division, in collaboration with F.L.Smitdth& co.,
Denmark.
2. Presently the largest capacity of 8000 TPD in a single line production in
India.
3. Vertical roller mills for raw materials and cement grinding.
4. Fuel-efficient pyro-processing systems.
5. High pressure roller presses for cement mill for cement grinding.
6. Modern Duo flex burner for efficient flame control.
7. Hydraulic drive coolax cooler with new generation CIS cooler inlet.
8. Efficient Pollution control equipments like ESPs, Bag Houses and
Reverse air bag house at appropriate locations.
9. CEB scanner for kiln refractory management.
10.QCX for meal blending and quality control.
11.Fuzzy Logic system for plant location optimization.
12.Cool scanner for monitoring cool ax cooler.
The plant is certified by DNV of Netherlands as an ISO 9001,ISO 14001 and
OHSAS 18001Company. APCW manufactures Ordinary Portland
Cement, Portland Pozzolana Cement and Portland Blast Furnace Slag
Cement, Which is distributed through a wide network of Authorized
Stockiest.
Process of Cement Manufacturing:
Limestone is the major raw material in cement and is
mined from captive mines and crushed to the desired size fraction at a rated
output of 1200 TPH. APCW is having two vertical roller mills of rated
capacity 265 TPH @ 20% residues on 90 micron sieve, each for raw
material grinding. The raw meal is transported by bucket elevator system to
22.4 m dia C.F. (Control Flow) Silo with a capacity of 2100m.
The Coal used at APCW is either imported from South Africa, Australia,
Indonesia, and China or procured indigenously. The coal required for
burning into the rotary kiln and calciner is pulverized in a vertical coal mill
with a capacity 71 TPH at a fineness of 15% on 90 micron sieve. The coal-
meal is stored in two fine coal bins, one for kiln firing and the other for
calciner firing. The coal meal is deducted through a bag filter.
The raw meal is taken to the top of the six stage
preheated by bucket elevators and fed into the kiln and calciner strings
where heat transfer is done by counter current method up to 95-99% degree
of calcinations is achieved before being fed into the rotary kiln for further
processing. The air cooled clinker is then transported through a deep pan
conveyor to the two clinker silos which each having capacity to store 1,
50,000 tons and 57,000 tons of clinker respectively. The raw mills and the
rotary kiln system exhaust gases are deducted through Reverse Air.
The final stage is grinding of clinker and other additives into cement. There
are two cement mills with roller press of capacity 161tph (on OPC basis) at
a specific surface of 3000 cm2/gm each. The cement mills are deducted /
vented through ESP’s (Electrostatic Precipitators). APCW manufactures
OPC, PPC&PSC. At APCW there are six silos of 4600 m3 storage capacity
for storing.

The cement is packed in bags with the help of 6 electronic packers

operating round the clock. The packed cement is dispatched to various
destinations by road and rail. Deducting of the packing machines is done by
jet pulse filters. The material handling conveyors at transfer points in the
plant are vented / deducted through dust collectors.
Some of the clinker is transported to arakkonam grinding unit by railway
wagons as per the requirement at their end.
CHAPTER - III
RESEARCH
METHODOLOGY

RESEARCH METHODOLOGY
 MEANING OF RESEARCH:

According to D Stephenson in The Encyclopedia of

social sciences defines research as the manipulation of theing concepts
are symbols for the purpose of generating to extend, correct or verify
knowledge whether that knowledge aids in construction of theory or in
practice of an art.

RESEARCH DESIGN:

Generally Research design is of three types, viz.,

exploratory, descriptive and casual research. Design is defined as the
specification of methods and procedures for acquiring the information
needed. It is a plan of organizing framework, for doing the collection
of data.

Research methodology includes seven stages that to be

followed sequentially those are listed below

 First the problem has to defined and determined knowing the need
of the study can do this

 The information that is required for solving the problem has to

be specially defined.

 In this stages source from which the information can be obtained

is defined.
  The next step is to obtain information through data
collection techniques.
 The obtain information is processed to get the required output.
 The findings from the processed information are then interpreted.

Lately for findings are presented source of data.

There are two sources for data, namely

DATA COLLECTION

The task of data collection begins after the research problem has
been defined and research design chalked out. While deciding the method of
data collection to be used for the study, the researcher should keep in mind
two types of data viz. Primary and secondary data.

PRIMARY DATA:

The primary data re those, which are collected afresh and for the
first time and thus happen to be original in character. The primary data were
collected through well-designed and structured questionnaires based on the
objectives.

SECONDARY DATA:-

The primary data are those, which have already been collected
by someone else and passed through statistical process. The secondary data
required of the research was collected through various newspaper, and
Internet etc.
DATA COLLECTION INSTRUMENTS:

The data collection instruments used in the study is

mentioned below:-

QUESTIONNAIRE

The method of data collection is quite popular. I prepared a

questionnaire after knowing the different objectives of the stud and
considering all the things that are required for studying the dissertation
topic.

Phrasing of the questions: The following points were taken into

consideration while phrasing of the questions:

1. Difficult and vague words are avoided.

2. Lengthy and unspecific questions are avoided.

3. Positive / negative connotation questions are avoided.

4. Embarrassing questions that ask respondents details about

personal and private matters are avoided.

Tools Used for Analysis:

The data collected from primary and secondary sources have

been analyzed with the help of different analytical tools and statistical tests
are employed a appropriate contexts for arriving at meaningful inferences.
Further, graphs and diagrams are also made use of to illustrate the facts and
figures wherever necessary.

STATISTICAL TOOLS

No. of respondents
1. Simple percentage method = __________________________

Total no. of respondents

NEED FOR THE STUDY:-

Once the employees are selected in an organization they are

trained and motivated to take up the job/task assigned. After sometime, the

stress of the employee is assessed and evaluat The scope of this project is
confined to the executive cadre employees of ULTRA TECH only. This
study aims at the stress management and its importance in the industry of
ULTRA TECH ed through a system called “Stress Management”. Stress
Management helps management in Decision Making on the promotions,
retention, and productivity of the employee etc., It also helps the
management to have quick review of the cases of the employees who need
any counseling for their stress.

SCOPE OF STUDY:
 The scope of this project is confined to the executive cadre employees
of ULTRA TECH only. This study aims at the stress management and its
importance in the industry of ULTRA TECH.

OBJECTIVES OF THE STUDY:-

The objectives are the targets to be achieved through this study at ULTRA
TECH .These are


To find out the optimal level of stress which will individually motivate
but not to overwhelm


To recognize the symptoms of stress in the employees.


To understand the factors which cause or contribute to the stress


To apply a range of strategies for reducing stress and how to use it for
ULTRA TECH development.


To gather information on the sources and techniques of stress management.
 
To suggest how to handle or manage the stress facing the employees.

RESEARCH AND METHODOLOGY:

 Research Design : Descriptive Research

 Data Source : Primary data, Secondary data
 Research Approach : Survey Method
 Research Instrument : A Well Structured
Questionnaire
 Research Method : Personal / Direct

 Sample size : 50
 Sampling procedure : The stud adopts convenience
Sampling which is a type of
non probability sampling.
 Statistical tools : Simple percentage method.

LIMITATIONS OF THE STUDY:


The study here is limited only to the Technical department of ULTRA
TECH.

The suggestions given in the study may not be applicable to the entire
organization.


The findings of the study are confined only to the question asked in the
questionnaire.

Response of the employees is subjected to the mood of the employees.


Short time period: The time period for carrying out the research was short as
a result of which many facts have been left unexplored.


Lack of resources: It was not possible to conduct survey at large level due to

lack of time and other resources.

.
CHAPTER – IV

DATA ANALYSIS
&
INTERPRETATION
45
1. How long have you been working here?

TABLE – 4.1
S.NO TIME PERIOD RESPONDENTS % of Respondents
A Since 6 months 00 00
B Since 1yr 00 00
C Since 2yrs 00 00
D Above 2yrs 50 100
TOTAL 50 100

CHART - 4.1

000

Since 6 months
Since 1 yr
Since 2 yrs
Above 2 yrs

100

INTERPRETATION:

It can be observed from the above table that 100% employees have been
working in the organization for more than 2 years.
2. What do you feel about your career and industry?
TABLE – 4.2
S.NO OPINION RESPONDENT % OF RESPONDENTS
S

A Flourishing with tremendous 18 36

opportunities
B Stagnating 26 52
C Declining 00 00
D can’t say 06 12
TOTAL 50 100

CHART– 4.2

12
0
Flourishing with trmendous
opportunities
36 Stagnating

Declining

can't say
52

INTERPRETATION:
It can be observed from the above table that 36% of employees feel that
their career is flourishing with tremendous opportunities, 52% of employees feel
their career has become static, however 12% of employees don’t know how their
career is shaping up in the organization.
3. Does your job involve Stress and Work pressure?
TABLE – 4.3
S.NO RESPONSE RESPONDENTS % OF RESPONDENTS
A Yes 16 32
B No 08 16
C Sometimes 26 52
D No idea 00 00
TOTAL 50 100

CHART – 4.3

32 Yes

52 No
Sometimes

16 No idea

INTERPRETATION:

It can be observed from the above table that 32% of employees’ feel that
their job involves stress and work pressure, 16% of employees feel no stress in their job
and 52% of employees feel that their job involves stress and work pressure sometimes
4. Does your organization provide enough leisure time during work? TABLE – 4.4
S.NO RESPONSE RESPONDENTS % OF
RESPONDENTS
A Yes 12 24
B No 22 44
C Occasionally 16 32
TOAL 50 100

CHART – 4.4

1.4

24
Yes
No
Occassionall
y
44

INTERPRETATION:

It can be observed from the above table that 24% of employees feel that
they have enough leisure time during work , 44% of employees feel they don’t
have enough leisure time during work and 32% of employees feel that organization
occasionally provides leisure time for employees during work.
5. What do you think is the primary cause of
stress?
TABLE – 4.5
S.NO CAUSE RESPONDENTS % OF RESPONDENTS

A Job and work pressures 24 48

B Relationship with superiors 6 12

C Health issues 8 16

D Lack of Motivation 12 24

TOTAL 50 100

CHART – 4.5

24 Job and Work pressure

48 Relationship with superior

16 Health issues
Lack of Motivation
12

INTERPRETATION:
It can be observed from the above table that 48% of employees feel
stress because of job and work pressure, 12% of employees feel that pressure
of superiors during the work causes stress and 16%of employees feel that
health problems cause stress and 24% of employees feel stress because of lack
of motivation during the work
 6. How do you try to cope with the stress in the organization?

TABLE – 4.6

S.NO STRATEGY RESPONDENTS % OF RESPONDENTS

A Being patient 18 36

B Self-motivation 30 60

C By introducing creativity in work 2 04

D Enjoying the breaks with music 0 00

TOTAL 50 100

CHART - 4.6

Being patient
40

36 Self-motivation

By introducing creativity in
60 work
Enjoying the breaks with
music

INTERPRETATION:

It can be observed from the above table that 60% of employees

feel that self-motivation is necessary for everyone to cope with the stress in their
work, 36% of employees feel that patience helps to manage stress where as 4%
of employees feel that creativity in work helps to cope with the stress in the
organization.
 7. Does the time schedules in the organization cause any stress to
you? TABLE – 4.7
S.NO RESPONSE RESPONDENTS % OF RESPONDENTS

A Yes 6 12

B No 32 64

C Sometimes 8 16

D Can’t say 4 08

TOTAL 50 100

CHART – 4.7

8
12

16 Yes
No
Sometimes
Can't say
64

INTERPRETATION:

It can observed from the above table that 64% of employees feel that
they are not comfortable with the time schedules, 12% of employees feel that
they have flexible timings, 16% of employees feel that sometimes the time
schedules in the organization are not comfortable and 8% of employees are not
able to say whether they are comfortable or suffering from the time schedules in
the organization.
8. Would you say you are able to handle and balance your professional and personal
life efficiently?

TABLE – 4.8
S.NO RESPONSE RESPONDENTS % OF RESPONDENTS

A Always 26 52

B Sometimes 24 48

C Not at all 00 00

TOTAL 50 100

CHART – 4.8

Always
48
52 Sometimes
Not at all

INTERPRETATION:

It can be observed from the above table that 52% of employees feel
that they are able to handle both personal and professional life efficiently where
as 48% are not able to balance their professional and personal life efficiently.
9. What are the common symptoms of stress for
you? TABLE -
4.9
S.NO SYMPTOM RESPONDENTS % OF RESPONDENTS

A Rapid Heartbeat 08 16

B Backache 20 40

C Sweating 02 04

D Headache 20 40

TOTAL 50 100

CHART – 4.9

16
Rapid Heartbeat
40
Bachache
Sweating
40 Headache
4

INTERPRETATION:

It can be observed from the above table that 80 % of employees recognize

backache and headache as the symptoms of stress, 16 % of employees recognize
that rapid heartbeat is the symptom of stress where as 4% of employees recognize
sweating is the symptom of stress
10. Do you feel that there is a lot of peer pressure which causes stress to
you? TABLE – 4.10
S.NO RESPONSE RESPONDENTS % OF RESPONDENTS
A Yes 08 16
B No 12 24
C Sometimes 18 36
D Can’t say 12 24
TOTAL 50 100

CHART – 4.10

16
24
Yes
No
24 Sometimes
Can't say
36

INTERPRETATION:

It can be observed from the above table that 36% of

employees feel that sometimes peer pressure causes stress, 24% of employees
feel no stress because of peer pressure, 16% of employees feel stress because of
peer pressure where as 24% of employees are not able to say anything about
their stress .
11. How do you evaluate stress?

TABLE – 4.11
S.NO EVALUATION RESPONDENTS % OF
RESPONDENTS
A Some stress is always good 12 24

B Stress is always bad 02 04

C Coping with stress is 16 32

difficult
D Stress decreases the ability 20 40

TOTAL 50 100

CHART– 4.11

24 Some stress is always good

40 Some stress is always bad
4 Coping with Stress is
difficult
Stress decreases the stability
32

INTERPRETATION:

It can be observed from the above table that 40% of employees feel that
the working ability of employees was decreased because of stress, 32% of
employees feel that coping with stress is difficult, 24% of employees feel that
sometimes stress is good where as 4% believe that stress is always bad.
12. How do you relieve stress?

TABLE – 4.12
S.NO WAY OF RELIEF RESPONDENT % OF RESPONDENTS
S
A Writing and jokes 00 00

B Sharing with others 12 24

C Through recreational activities 14 28

D Physical exercise 24 48

TOTAL 50 100

CHART – 4.12

0
24
Writing and jokes

48 Sharing with others

Through recreational activities
28 Physical Exercise

INTERPRETATION:

It can be observed from the above table that 48% of employees reduce
their stress by doing physical exercise daily, 28% of employees reduce their stress
by recreational activities and 24% of employees reduce their stress by sharing
their problems with others.
 13. Does the organization take any precautions for managing stress in
the organization?

TABLE – 4.13
S.NO RESPONSE RESPONDENTS % OF RESPONDENTS

A Yes 08 16

B No 24 48

C Sometimes 18 36

TOTAL 50 100

CHART – 4.13

16

36 Yes
No
Sometimes
48

INTERPRETATION:

It can be observed from the above table that 48% of employees feel that
organization doesn’t take any precaution for managing the stress in the work place, 36 %
of employees feel that based on the work sometime precautions are taken and 16% of
employees feel that organization takes necessary precautions for managing the stress of
employees.
14. What professional help is available in your organization to reduce stress? TABLE – 4.14
S.NO PROFESSIONAL ASSISTANCE RESPONDENT % OF
S RESPONDENTS
A Cognitive behavioral therapy 00 00

B Brain-storming to find solutions 2 4

C Bio- feedback 2 4

D None 46 92

TOTAL 50 100

CHART – 4.14

04 4
Cognitive behavioral therapy
Brain-storming to find solutions
Bio feedback
None
92

INTERPRETATION:
It is observed from the above table that 92% of employees feel
that the organization doesn’t provide any professional help for employees to
reduce their stress during their work, 4% of employees feel that the organization
provides brain storming session to reduce their stress however 4% of employees
feel that the organization provides bio-feedback to solve the problems of
employees
 ,
15. What do you think is the major source of job stress in the organization? TABLE- 4.15
S.NO SOURCE OF STRESS RESPONDENTS % OF
RESPONDENTS
A Competency issues 14 28

B Lack of superior support 16 32

C Lack of recognition 04 8

D Lack of proper 16 32
communication
TOTAL 50 100

CHART – 4.15

28
32 Competency issues
Lack of superior support
Lack of recognition
8 Lack of proper communication
32

INTERPRETATION:

It is observed from the above table that 32% of employees feel that lack of
support from their superiors is the major source of job stress in the organization, 32% of
employees feel that not having proper communication among the employees causes job
stress, 28% of employees feel that competency issues are the major source of job stress
and 8% of employees feel that lack of recognition of the capability of employees is the
major source of job stress in the organization
 16. Which of the following experience would you enjoy at work place? TABLE –
4.16
S.NO EXPERIENCE RESPONDENTS % OF RESPONDENTS

A More coffee breaks 06 12

B High bonus 16 32

C Rewarding reviewing systems 26 52

D Overtime work 02 04

TOTAL 50 100

CHART – 4.16

4 12
More coffee breaks
High bonus
32
52 Rewarding reviewing systems
Overtime work

INTERPRETATION:

It is observed from the above table that 52% of employees

feel that the reward reviewing systems in the organization is more enjoyable, 32% of
employees feel that high bonus is more enjoyable in the work place, 12% of employees
feel that having enough breaks during work is more enjoyable whereas, 4% of
employees feel that working overtime is enjoyable in the organization.
 17. HR managers should take the responsibility of devising strategies to
reduce employee stress. Do you agree?

TABLE – 4.17
S.NO LEVEL OF RESPONDENTS % OF RESPONDENTS
ACCEPTANCE
A Highly agree 04 08

B Agree 32 64

C Highly disagree 06 12

D Disagree 08 16

TOTAL 50 100

CHART – 4.17

8 Highly Agree
16
Agree
12 Highly Disgree
Disagree

64

INTERPRETATION:

It is observed from the table that 64% of employees feel that the HR managers
take the total responsibility of implementing proper strategies so that they reduce the
stress of the employees, 16% of employees feel that the HR managers are not coming up
with proper strategies to reduce the stress, 12% of employees highly disagree with the
HR responsibility, however 8% of employees highly believe that it is the responsibility of
HR to develop strategies to reduce the stress.
 18. What do you think may be the result of improper Stress management in
the organization?

TABLE – 4.18
S.NO RESULT RESPONSES % OF
RESPONDENTS
A Employee attrition 10 20

B Strikes 2 04

C Reduction in organization 14 28
efficiency
D All of the above 24 48

TOTA 50 100
L

CHART – 4.18

Employee attrition
20
Strikes
4
48
Reduction in
organization efficiency
28
All of the above

INTERPRETAION:

It is observed from the table that 48% of employees feel

that improper stress in the organization results employee attrition, strikes and
organization efficiency reduction, 28% of employees feel that the efficiency of the
organization affects a lot due to improper stress management, 20% of employees feel that
efforts are made to retain the employees in the organization due to improper stress
management and 4% of employees feel that strikes arise because of improper stress.
 19. Do you take up more stress for a high salary? TABLE –
4.19
S.NO RESPONSE RESPONDENTS % OF RESPONDENTS

A Highly agree 02 04

B Agree 22 44

C Highly disagree 06 12

D Disagree 20 40

TOTAL 50 100

CHART – 4.19

4
Highly agree
40 Agree
44
Highly
Disagree
Disagree
12

INTERPRETATION:
It is observed from the above table that 44% of employees accept more stress for high
salary, 40% of employees are not ready to take more stress for a high salary, 12% of employees
highly disagree to take more risk at any cost where as 4% of employees are certainly ready to
accept more stress for more salary.
20. Stress is 60% beneficial and 40% damaging to the organization. Do you agree? TABLE –
4.20
S.NO RESPONSE RESPONDENTS % OF
RESPONDENTS
A Highly agree 02 04

B Agree 28 56

C Highly disagree 02 04

D Disagree 18 36

TOTAL 50 100

CHART – 4.20

4
Highly agree
36
Agree
Highly
56 Disagree
4 Disagree

INTERPRETATION:
It is observed from the above table that 56% of employees feel that stress
is 60% beneficial and 40%damaging, 36% of employees feel that stress is
neither 60% beneficial nor 40% damaging however 4% of employees
certainly agree and 4% certainly disagree that stress is 60% beneficial and
40% damaging to both employees and the organization.
CHAPTER –V

FINDINGS
AND
SUGGESTIONS
 FINDINGS

All the employees in the technical department have been working in the
organization for more than two years.


52% of employees feel that their career is stagnated.

52% of employees agreed that sometimes their job involves stress and work
pressure.


44% of employees are not satisfied with the leisure time that is
provided by the organization during the work time.


48% of employees in the organization agreed that the primary cause of
stress is job and work pressure.


60% of employees in the organization used self –motivation as a tool to cope
with the stress in the organization.


64% of employees are not satisfied with the time schedules in the
organization. Because of inflexibility in time schedules,
employees are feeling more stress.


52% of employees experienced rapid heartbeat as the common
symptom of stress.

Majority of the employees are able to handle and balance their
professional and public life most efficiently.


Majority of employees in the organization feel that peer pressure is
causing a lot of stress to employees.


40% of employees feel that stress affects the work very badly.

professional Majority of employees relieve their stress by sharing their
problems with other employees in the organization.


48% of employees feel that the organization doesn’t take any precautions
for managing the employee stress in the organization.

Majority of the employees feel that the organization is not able to
provide any employees in the organization enjoying the reward
reviewing systems.


help properly to reduce the stress.


Most of the employees agreed that lack of communication and lack of support
from superiors causing the job stress in the organization.


64% of employees agreed that HR managers are efficiently executing their
responsibility in devising strategies to reduce the stress.

Majority of employees feel that improper stress management
results strikes, employee attrition and reduction in the organization
efficiency.


44% of employees agreed that they are able to accept more stress for more
salary.


56% of employees agreed that stress is 60% beneficial and 40%
damaging to employees.
 SUGGESTIONS


It can be suggested that ULTRA TECH can employ regress career
development programs to revive the interest and retain majority of the
employees.


ULTRA TECH can consider revising the existing time schedules and opt for
more flexible shift times to allow employees enough relaxation time.


Once in a while ULTRA TECH can have employee relief programs like
picnics, excursions and informal get-togethers etc.


It can be suggested that ULTRA TECH can introduce counseling programs to
understand and relieve the stress of employees by hiring experts.


A sense of proportion can be brought in understanding the employees
stress related issues by the superiors and can be reinforced for better
ties in superior-subordinate relationship.


Managers should talk to their staff, listen to them and make it clear
that they have been heard by counseling sections, open discussions to
reach top management.

Some stress is good. So the employees should react positively towards
stress and should make it as a motivating factor to achieve both
individual and organizational goals.


There will be a greater impact of all the welfare provisions to reduce
the employee turnover and absenteeism which is the main source to
overcome and to balance the stress among employees
APPENDIX – I

70
 QUESTIONIRE
RESPONDENT INFORMATION

NAME :
AGE :
GENDER : MALE FEMALE
DESIGNATIO
N :
_____________________________________________________________________________
1. How long have you been working here?
(A) Since 6 months (B) Since 1yr (C) Since 2yrs (D) Above 2yrs
2. What do you feel about your career and industry?
(A)Flourishing with tremendous opportunities
(B)Stagnating (C) Declining (D) Can’t say

3. Does your job involve Stress and Work pressure?

(A)Yes (B) No (C) Sometimes (D) No idea
4. Does your organization provide enough leisure time during work?
(A)Yes (B) No (C) Occasionally

5. What do you think is the primary cause of stress?

(A)Job and work pressures (B) Relationship with superior
(C)Health issues (D) Lack of Motivation

6. How do you try to cope with the stress in the organization?

(A)Being patient (B) Self-motivation

(C)By introducing creativity in the work (D) Enjoying the breaks with music

7. Does the time schedules in the organization cause any stress to you?
(A) Yes (B) No (C) Sometimes (D) Can’t say
8. Would you say you are able to handle and balance your professional and
personal life efficiently?
(A) Always (B) Sometimes (C) Not at all

9. What are the common symptoms of stress for you?

(A) Rapid heartbeat (B) Backache (C) Sweating

(D) Headache

71
 10. Do you feel that there is a lot of peer pressure which is causing stress to you?

(A) Yes (B) No (C) Sometimes (D) Can’t say

11. How do you evaluate stress?

(B) Coping with stress is
(A)Some stress is always good difficult

(C)Stress decreases the ability (D) Stress is always bad

12. How do you relieve stress?

(A)Writing and jokes (B) Trough recreational activities

(C)Physical exercise (D) Sharing with others

13. Does the organization take any precautions for managing stress in the
organization?
(A) Yes (B) No (C) Sometimes
14. What professional help is available in your organization to reduce stress?
(A)Cognitive-behavioral therapy (B) Brain-storming to find solutions
(C)Bio feedback (D) Other programs

15. What do you think is the major source of job stress in the organization?
(A) Competency issues (B) Lack of superior support

(C) Lack of recognition (D) Lack of proper communication

16. Which of the following experience would you enjoy at work place?
(A) More coffee breaks (C) High Bonus

(C) Reward reviewing systems (D) Overtime work

17. HR Managers should take the responsibility of devising strategies to reduce

employee
Stress . Do you agree?
(A) Highly agree (B) Agree (C) Highly disagree (D) Disagree

18. What do you think may be the result of improper stress management in the
organization?

(A) Employee attrition (B) Strikes

(C)Reduction in organization efficiency (D)All of above
7
2
19. Do you accept more stress for a high salary?

(A) Highly agree (B) Agree (C) Highly disagree (D) Disagree
20. Stress is 60% beneficial and 40% damaging to the organization. Do you agree?
(A)Highly agree (B) agree (C) highly disagree (D) disagree
Suggestions if any__________________

73
APPENDIX – II

74
 BIBLIOGRAPHY
Reference Books:

 C.R. Kothari, Research Methodology

 K Ashwathappa, Human resource Management, 3rd Edition, Tata

McGraw-Hill Publishing Company Limited.

 C.B.Memoria, Personnel Management, 25th edition, Himalaya

Publishing House.

 P.Subba Rao, Personnel Management And Human Resource

Management, Himalaya publishing house.

 Stephen P. Robbins, Organizational Behavior, 10th edition, Low Price

Edition, Pearson Education.

Websites:
www.google.com

www.wikipedia.com

WWW.Hindujagroup.Com