A study on stress management

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

To study the existing HR policies and procedures used to avoid stress at The company • To find the stress levels of the employee’s • To elicit the opinions of employee’s on the existing stress they are facing due to various factors. • To find the relationship between the stress levels and demographic factors like age, experience, and designations. • To find the stress causing factors arising out from the work atmosphere. • To identify its merits and demerits. • Finally to make an attempt to suggest measures and activities that helps in effective as management and control of stress. PROCEDURE FOLLOWED: A sample of 60 employees was selected and a questionnaire was framed in a structured and disguised form with 15 questions and survey process was conducted. The statistical tool used is percentage method and the analysis carried out is presented in the form of bar diagrams. The project has been successfully carried out with the cooperation of the employees. INTRODUCTION TO STRESS MANAGEMENT Stress is usually defined in terms of the internal and external conditions that create stressful situations, and the symptoms that people experience when they are stressed. STRESS MANAGEMENT is a very vital aspect of every organization. Stress management can be linked to our day to day activities. McGrath (1976) proposed a definition based on the conditions necessary for stress. The most commonly accepted definition of stress (mainly attributed to Richard S Lazarus) is

that Stress is a condition or feeling experienced when a person perceives that “demands exceed the personal and social resources the individual is able to mobilize.” Williams and Huber (1986) defined stress as “a psychological and physical reaction to prolonged internal and/or environmental conditions in which an individual’s adaptive capabilities are over extended.” In Gestalt Therapy Verbatim (Real People Press, 1969) Perls proposes a more general definition, where stress is a manifestation of thinking about the future. Anxiety is created by focusing attention away from the “here and now”. When anxiety finds an outlet, we say that the stress was motivating; when it doesn’t, we call it debilitating. French, Kast, and Rosenzweig(1985) also emphasized the idea that stress it self is not necessarily bad. “The term stress can be considered neutral with the words distress and eustress used for designating bad and good effects.” Corporate Stress Stress has become a part and parcel of human life and is more pronounced in corporate life. While the idea to excel in life is a great thing to have, the same should not result in such a stressful situation where the individual is forced to devote more time in solving stress related problems than in achieving his objectives. This is what is happening in the present day corporate environment with deadlines hanging over one’s head, day in day out. Yes a certain amount of stress is essential even in our day-to-day life without which nothing can be achieved: it could be even at school level where a student goes through stress while appearing for his exams, extending upto a CEO of a company as the accounting year end approaches. This stress gives us zest for life and releases our creativity in finding better ways of performing our tasks. But with the intense competition, work _related stress has assumed economic proportions as identified by the WHO. Employees are experiencing work related stress a little too frequently resulting in their inability to cope with both official and domestic lives ,since it manifests on psychological, physiological and behavioral planes companies are doing their best to remedy the situation through recreational facilities, flexible timings, forced holidays, yoga centers, gymnasiums and even with art of living programs. Whatever may be done at the organizational level to alleviate and free people from stress, unless it is addressed at an individual level no tangible results can be achieved. Stress has got a lot to do with a person’s attitude to start with and the next is the priority of things in life. People want to achieve too much in too short a time, in the process achieving too little or nothing, but landing up with lots of stress and the associated problems. Hence, a regular introspection is the first logical step in the fight against stress. Stress is additive and workplace stress can become cumulative with the one at home or vice versa thus each making the other worse. The situation is further aggravated with more and more women entering the workforce and the pressures mount when they have to balance workplace and family responsibilities. A recent worldwide survey indicated that working women with children under the age of 13 are getting into high stress situations.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

77% Business traveling. not feeling well. landing that job you've always wanted or . Identify the external and interior factors that create stress for you. 33 per cent of the ABB respondents said they do meditation and Pranayam and find it quite a stress. therefore. month or day. Yoga is catching up fast among the corporate leaders while the good old habit of playing golf has taken a back seat.44% Staff constraint. Fifty five per cent of the CEOs and CMDs take to reading. Thanks to popularity of the Yoga Gurus and things like Art of Living. moving to the house of our dreams.44% Yoga-33% Playing golf.11% STRESS BUSTERS: Reading books.11% Working our. bored or simply out of energy. Interior factors can include when you are tired. PRESSURE COMES FROM: Severe business competition. The SBC in these countries takes the maximum toll on the corporate leaders than here . we automatically assess the situation mentally and try to determine if it is threatening to us. the CEOs said that their peers in die US . while 44 per cent each find spending time with family and listening to their favorite numbers as the ways to relax their nerves. Interestingly.11% Spending weekends away from city -11 % COPING WITH STRESS When something happens in our lives. the time of the year. External factors can include certain people. places. I have identified 5 steps for managing stress. hungry. Europe and China suffer more stress . spending time with family and listening to music were cited as the three main stress busters. no two people react to stress in the same way. We don't tool stress when we think that we have more than enough resources to cope. Events that we perceive as joyful such as bringing home a new baby.• • • • • • • • • • • • • • • • • • The respondents were given the options to rank the causes of stress and all the three reasons were cited with equal weightage.44% Work related deadlines-44% Multi-tasking-22% 6 Family pressure along with business pressure.reliever. Heading books (stealing time at the airport lounges etc).55% Spending time with family. 1. the ABB found.44% Music. Not everyone sees a situation in the same way. If we feel that we don't have the skills or resources necessary to deal with the situation then we feel stress.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

1 41. 35. Retail Salesperson Accountant Street Stress Score 176.7 34. The greater the stress people encounter on the job.8 38.6 108. . 16. It is apparent that the effects of stress are extremely powerful and farreaching. 173. that it has been estimated that its annual costs exceed 10% of the US GNP Stress and Job Accomplishment The most recent evidence available suggests that stress exerts negative influence on job performance.9 31.2 51. There has been a significant amount of research investigating the stress—job accomplishment relationship.6 73. 149.Adapted from the Wall Dow Jones's & Company Inc.Table: Stress Scores According to their Magnitude Rank Score 1. 103. so widespread are the antagonistic effects of stress. 2.3 59.9 54. 119. the more adversely affected their job performance tends to be.1 71.3 63. 17. Differently put. 60. In fact. 20. Effects of Corporate Stress It's evident that stress stems from multifarious sources and exerts tremendous influence on the people who experience it. 7 64. Jobs US President Senior Executive . job performance levels are lowered even by relatively low levels of stress. Recruiter Economist. SO. Advertising Account Executive Real Estate Agent Stock Broker. Lawyer Insurance Agent Advertising Salesperson College Professor School Principal Market Research Analyst Personnel. 42.1 journal 1997 Source. 104.7 42. The most widely studied pattern in the stress-performance literature is the invertedU relationship which is represented in the following exhibit. 31.6 74.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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


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

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

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

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

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

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

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

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