The document discusses stress among employees in the IT industry, specifically at Steroidsoft in Coimbatore. It provides background on human resource management and defines stress. Research was conducted through surveys and interviews to identify sources of stress for employees, especially those aged 20-35. Common causes included long work hours, lack of work-life balance, insufficient involvement in decision making, and an unclear work environment. High stress can negatively impact employee performance, health, and retention. The study aimed to evaluate Steroidsoft's efforts to manage stress and identify additional techniques to help employees better cope with stress.

1. A study on stress among the
employees with special
reference to Steroid soft,
Coimbatore.

2. Preface
The study of human resource management is one of the major criteria in the corporate sector.
Human resource is the heart of the organization. By this research project we will be able to know
to reduce the stress level of the employees working in the IT companies. By this way the
productivity of the employee increases.
Now a day the corporate sector is booming in a high speed that the people have to work for
prolonged hours to maintain the standard of living and achieve their basic needs. So is the
condition in the hospitals, colleges, BPO’s and lots of other places. In spite of having the modern
technologies and facilities, people are feeling themselves to be work loaded and stressed. Stress
arises because of many reasons which are discussed in the following project. The project report
also contain techniques how to reduce the stress and overcome such problems.
To identify the level of stress among the people who work I have tried to survey the people
working in hospitals, BPO’s and other industries as well as institutes. Stress arises because of
unfulfilled wants, lack of job satisfaction etc. before starting the topic of stress; let’s first
understand the importance of human resource.

3. CONTENTS
S.No. TITLE NAME PAGE No.
1. Introduction
2. Company profile
3. Scope of the study
4. Review of literature
5. Objective of study
6. Research methodology
7. Findings
8. Suggestions
9. Conclusion
10. Annexure
11. Bibliography

4. 1. INTRODUCTION
(1.1) INTRODUCTION TO HR
Human Resource Management is an art of managing people at work in such a manner
that they give their best to the organization. In simple word human resource management
refers to the quantitative aspects of employees working in an organization.
Human Resource Management is also a management function concerned with hiring, motivating,
and maintains people in an organization. It focuses on people in organization.
Organizations are not mere bricks, mortar, machineries or inventories. They are people. It is the
who staff and manage organizations.HRM involves the application of management functions and
principles. The functions and principles are applied to acquisitioning, developing, maintain, and
remunerating employees in organizations.
Decisions relating to employees must be integrated. Decision on different aspect of employees
must be consistent with other human resource decisions. Decision made must influence the
effectiveness of organization. Effectiveness of an organization must result in betterment of
services to customers in the form of high-quality product supplied at reasonable costs
HRM function s is not confined to business establishment only. They are applicable to non-
business organizations, too such as education, health care, recreation etc. The scope of HRM is
indeed vast. All major activities in the working life of his or her entry into an organization until
he or she leaves-come under the previews of HRM specifically, the activities included are HR
planning, job analysis and be sign, recruitment and selection, orientation and placement, training
and development, performance appraisal and job evaluation, employee and executive
remuneration, motivation and communication, welfare, safety and health, industrial relations and
the like. HRM is a broad concept Personnel management and human resource development is a
part of HRM. Before we define ―Human Resource Management‖, it seems good to first
define heterogeneous in the sense that they differ in personality, perception, emotions,
values, attitudes, motives, and modes of thoughts.

5. Human resource management plays an important role in the development process of
modern economy. In fact it is said that all the development comes from the human mind.
― Human Resource Management is a process of producing development, maintaining and
controlling human resources for effective achievement of organization goals.‖

6. (1.2) INTRODUCTION TO STRESS
A lot of research has been conducted into stress over the last hundred years. Some of the theories
behind it are now settled and accepted; others are still being researched and debated. During this
time, there seems to have been something approaching open warfare between competing theories
and definitions: Views have been passionately held and aggressively defended.
What complicates this is that intuitively we all feel that we know what stress is, as it is
something we have all experienced. A definition should therefore be obvious…except that it is
not.
Definition:
Hans Selye was one of the founding fathers of stress research. His view in 1956 was that ―stress
is not necessarily something bad – it all depends on how you take it. The stress of exhilarating,
creative successful work is beneficial, while that of failure, humiliation or infection is
detrimental.‖ Selye believed that the biochemical effects of stress would be experienced
irrespective of whether the situation was positive or negative.
Since then, a great deal of further research has been conducted, and ideas have moved on. Stress
is now viewed as a "bad thing", with a range of harmful biochemical and long-term effects.
These effects have rarely been observed in positive situations.
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 perceivesthat “demands exceed the
personal and social resources theindividual is able to mobilize.” In short, it's what we feel
when we think we've lost control of events.
This is the main definition used by this section of Mind Tools, although we also recognize that
there is an intertwined instinctive stress response to unexpected events. The stress response
inside us is therefore part instinct and part to do with the way we think.

7. The types of stress are as follows:
Mechanical
Stress (physics), the average amount of force exerted per unit area.
Yield stress, the stress at which a material begins to deform plastically.
Compressive stress, the stress applied to materials resulting in their compaction.
Biological
Stress (biological), physiological or psychological stress; some types include:
o Chronic stress, persistent stress which can lead to illness and mental disorder
o Eustress, positive stress that can lead to improved long-term functioning
o Workplace stress, stress caused by employment
Music
Accent (music).
Stress (band), an early '80s melodic rock band from San Diego.
Stress (punk band), an early '80s punk rock band from Athens.
Stress (Neo-Psychedelic band), from the late 1980's.
Stress, a song by the French band Justice on their debut album
Other
Stress (game), card game
Stress (linguistics), phonological use of prominence in language
Stress (physics), the average amount of force exerted per unit area.
Stress is a measure of the average amount of force exerted per unit area. It is a measure of
the intensity of the total internal forces acting within a body across imaginary internal
surfaces, as a reaction to external applied forces and body forces. It was introduced into the
theory of elasticity by Cauchy around 1822. Stress is a concept that is based on the concept
of continuum. In general, stress is expressed as

8. Where
Is the average stress, also called engineering or nominal stress, and
Is the force acting over the area .
Chronic Stress
Chronic stress is stress that lasts a long time or occurs frequently. Chronic stress is potentially
damaging.
Symptoms of chronic stress can be:
upset stomach
headache
backache
insomnia
anxiety
depression
anger
In the most severe cases it can lead to panic attacks or a panic disorder.
There are a variety of methods to control chronic stress, including exercise, healthy diet, stress
management, relaxation techniques, adequate rest, and relaxing hobbies.
Ensuring a healthy diet containing magnesium may help control or eliminate stress, in those
individuals with lower levels of magnesium or those who have a magnesium deficiency. Chronic
stress can also lead to a magnesium deficiency, which can be a factor in continued chronic stress,
and a whole host of other negative medical conditions caused by a magnesium deficiency.
It has been discovered that there is a huge upsurge in the number of people who suffer from this
condition. A very large number of these new cases suffer from insomnia.
In a review of the scientific literature on the relationship between stress and disease, the authors
found that stress plays a role in triggering or worsening depression and cardiovascular disease
and in speeding the progression of HIV/AIDS.

9. Compressive stress:
Compressive stress is the stress applied to materials resulting in their compaction
(decrease of volume). When a material is subjected to compressive stress, then this material is
under compression. Usually, compressive stress applied to bars, columns, etc. leads to
shortening.
Loading a structural element or a specimen will increase the compressive stress until the reach of
compressive strength. According to the properties of the material, failure will occur as yield for
materials with ductile behavior (most metals, some soils and plastics) or as rupture for brittle
behavior (geometries, cast iron, glass, etc).
In long, slender structural elements -- such as columns or truss bars -- an increase of compressive
force F leads to structural failure due to buckling at lower stress than the compressive strength.
Compressive stress has stress units (force per unit area), usually with negative values to indicate
the compaction. However in geotechnical engineering, compressive stress is represented with
positive values.

10. ORGANIZATION PROFILE
COMPANY PROFILE:
Steroidsoft is an Indian-based IT Firm delivering high quality, cost effective, reliable result
oriented IT solutions on time for a global clientele. Our goal is to develop IT solutions that
improve business process and maximize return on your investment in the shortest possible time.
Started in 2010 to service clients in India, we have grown and currently serving international
clients.
We have been successfully in delivering IT projects of varying complexities across a wide range
of domain and clients spread across the globe. We develop unique solutions that ensure increased
efficiency and competitive advantage for your business and end users. This is achieved by
adhering to established software development & quality process, constantly improving &
innovating, hiring highly skilled resources, continuous training.
VISION & MISSION:
We Value Our Clients:
We at Steroidsoft, believe working in a flexible environment that fits software development
process around client culture and requirement. Quality is the prerequisite for every task and we
know that good job always brings new clients.
We Believe in Quality:
We strive to provide our clients with world-class service and products. Exceeding expectations
and consistently delivering quality products at low cost is what drives us to business.
We Value Our People:
We believe that our people are the key to achieving our business objectives. We value our people
and their performance. We are committed to providing an environment to develop their skills and
achieving their career goals through continuous training and education.
OUR RANGE OF WEB DESIGNING SERVICES INCLUDE
Web Development
The modern day business requires business to have a strong online presence, being in touch with
customers & vendors and collecting dynamic data trends. By developing custom software you
can bring in the competitive edge along with the much needed vibrancy
Our philosophy is to bring business solution through technology. We are focused on creating a
customer centered solutions. Starting from the movement the project is approved, we have
experts in all areas ranging from business analysis to testing and deployment. Our project

11. management team works closely with the client and the software development team and makes
sure the product is rolled out to complete client satisfaction. Our expertise ranges from:
Custom application development
Application re-engineering
E-commerce application development
Enterprise level software application development
Customized CRM and CMS development
Application extension and up-gradation to make it more scalable for future business
needs
Custom web based application development using technologies like ASP.net, PHP
Client - Server Application Development
Ecommerce Development
A web store can provide a rich shopping experience that match current market trends using web
technology. It is also a cost effective way of expanding customer base. It also makes shopping
easy and quick for the customers. An e-commerce website can be as simple as a website with
product catalogue and enquiry generation to something from end to end solution like inventory
management to shipping. We are a one stop shop for all your e-commerce requirements; we have
experts in template designing, new application installation, custom building modules and plug-in
integration. We also have experience developing e-commerce solutions through open source like
Zen Cart, osCommerce, CRELoader etc.
Search Engine Optimization
Search engine optimization is the process of optimizing website and making client WebPages
according to search engine guidelines. SEO increases company presence and increases traffic by
displaying top of search results.
Search Engine Marketing
Search Engine Marketing promotes websites by increasing their visibility in search engine results
pages by placing paid placements, contextual advertisement and paid inclusion. We define and
measure the progress of our client business and marketing goals through a series of performance
indicators.
E-mail Marketing
E-mail marketing provides a simple and more effective way of reaching a focused target
audience.
Some of the distinctive advantages are:
Instant Response
Increased Sales
More Repeat Business
Market Knowledge
Maximize Customer Relationship
Measurable Results

12. Mobile Application Development
Our mobile phone applications can help you target a large customer base, increase sales and
make your brand much more competitive and valuable. We have a rich resource pool of highly
skilled developers with vast experience of developing iPhone and android applications. We also
have experience in game developments for the phones with highly interactive and excellent
graphic and sound features. We provide end to end service starting from concept development to
registering apps in iPhone store / Android Market.
Areas of Mobile Application development:
iPhone Game Development
iPhone business apps development
Custom iPhone apps
Social networking apps
Web-safari apps
GPS enabled iPhone applications
Online audio streaming apps
Application Maintenance
Maintaining an application is the most critical part of any business. There is constant change in
business needs and therefore additional features are required to update the deployed application
to manage business needs. When it comes to existing critical business systems, it is very
challenging as the downtown is very short and would affect business. In the past we have
successfully handled such projects with experienced resources, meticulous planning and
implementing. Steroidsoft not only assists you in customized application development but also
maintaining them to ensure smooth operations and reduce cost by constantly updating to latest
business requirements rather than redeveloping new application and redeploying it.

13. Scope of Study:
The research was carried out to define how the IT industry should work in terms of managing
stress and where the company is lacking for doing the same, in addition what all techniques
should be used so that they manage the stress effectively. For conducting the study help of
certain tools were taken such as journals, net search, filling up of questionnaires and one-on-one
interactions with the senior managers of the organization.

14. Literature Review
A mainstream group of employees articulated that their organizations did not care for its
employees and sometimes employees don’t like to work with their organizations indicating high
levels of stress among them and majority were between the age brackets of 20-35 years. Misfit
with organization, no part in decision making, were reported main causes of stress as well no
control over work environment, personality traits, lack of relaxation along with ambiguous rules
affect employees performance (Meneze 2005).better managed employees are more cooperative
and serve as assets for an organization and when their stress is ignored by the employer the
results are increased absenteeism, cost, low productivity, low motivation and usually legal
financial damages. (The Office of Radiation, Chemical and Biological Safety, 1999).
Employees in the following ratios reported that their job is source of large amount of stress they
experienced, 33%, and 77% articulated that they remain always or sometimes in stress during
last 12 months, 23% reported that rarely experienced stress during their job. Many workers
express that their job is prominent source of stress in their life but reduced workload, improve
management and supervision, better pay, benefits, and vacation times can reduce the stress
among employees (Thomson, 2006).
Stress is a universal experience in the life of each and every employee even executives and
managers. It is estimated that about 100 million workdays are being lost due to stress and nearly
50% to 75% disease are related to stress (Bashir). Stress results in high portion of absence and
loss of employment. the ratio of stress affecters in organization are increasing on alarming rate
which effects both the employee performance and goal achievement (Treven 2002).
Stress has many definitions it is a part of both social and concrete sciences. However, Stress is a
universal experience in the life of each and every employee, even executives and managers. This
study discloses the impact of stress on employees of organizations regardless of any
discrimination of male and female employees, kind of organization, and department (Bashir,
Asad 2007). Stress is basically is a mental strain from the internal or external stimulus that
refrains a person to respond towards its environment in a normal manner. These stress levels can
be internal or external for the doctors, from their personal lives or professional lives (Khuwaja,
Ali Khan et al, 2002). Stress is a term that refers to sum of physical mental emotional strains or
tensions on a person or feelings of stress which result from interactions between people and their
environment that are perceived as straining or exceeding their adaptive capacities and threatening
their well being, in addition stress has a wide psychological and physical effect as
cardiovascular, musculoskeletal systems, headache, gastrointestinal problems, sleep disturbance
and depression (Ghaleb, Thuria 2008). Further researched that health sector has to face usually
large amount of stress. Stress among doctors is high, the medical profession is suffering from
increased stress, but most of the attention has been focused on junior doctors and their excessive
hours of work (Caplan, R P, 1994).
Doctors in the field of medicine have to usually face a lot hurdles and one the most evident factor
which originates and impacts directly their personal and professional lives is stress. Low job
satisfaction correlated with contemplation of giving up work due to stress, physicians and
surgeons were more likely to have lower job satisfaction scores if they felt unable to remain
competent in their field of work (Dowell, Anthony 2001). There is a negative correlation
between job stress and job performance. Those subjects who had high level of job stress had low
job performance. All the factors affected males more than females, in case of certain situation.
The kind of stress towards which the doctors are exposed to usually result in such negative factor

15. that places at the life of the innocents which they attend. And such stresses increases the chances
of fatal errors lowering job performance (Kazmi Rubina, 2007).
Occupational stress inadvertently consequences low organizational performance (Elovainio et al.
2002), Job stress although has belittling impact on any organization and individual’s
performance but can shape dire consequences when related to health care. (Mimura e.t al. 2003).
Job stress is considered rising and has become challenge for the employer and because high level
stress is results in low productivity, increased absenteeism and collection to other employee
problems like alcoholism, drug abuse, hypertension and host of cardiovascular problems
(Meneze 2005). Personality factors have shown inclination towards stress, anxiety, and other
occupational health outcomes in different areas of medicine, and these factors may contribute to
feelings of job dissatisfaction and stress (Michie and Williams 2003).
The importance of stress is highlighted nowadays by the employers to manage and reduce stress
through practical guidelines in public sector but not in private organizations (Rolfe 2005).
Positive correlation has been shown by the literature between incentives and performance as both
are related with satisfaction of employees, however every time the case is not same non
monetary incentives like career advancement, prestige, and public recognition can also increase
performance because low morale, high turnover, and interdepartmental struggle were baselines
of many cases (Giga and Hoel, 2003).

16. Objectives of the study
 Primary Objectives
An in depth study about the stress among the employees of Steroidsoft,
Coimbatore.
 Secondary Objectives
 To identify the factors causing stress among the employees.
 To find out the level and kind of stress among the employees.
 To study about the effect of stress on employees in Steroidsoft.
 To recommend the coping strategies to manage stress.

17. DEFINING STRESS AT WORK
Change in working practices, such as the introduction of new technology or the
alternation of new technology or the alternative of targets, my cause stress, or stress may be built
into an organizations’ structure. Organizational stress can be measured by absenteeism and
quality or work.
ORGANIZATIONAL STRESS:-
Stress affects as well as the individual within them. An organization with a high level of
absenteeism, rapid staff turnover, deteriorating industrial and customer relations, a worsening
safety record, or poor quality control is suffering from organizational stress.
FOLLOWING THE PAT OF STRESS THROUGH IN ORGANIZATION:-
The below chart shows one example of the structure of a department in an organization,
indicating typical causes of stress that may affect stress at certain levels in the structure, and
particular.
Causes that are affecting individuals. Stress is contagious; anyone who is not performing well
due to increases the amount of pressure on their colleagues, superiors, and subordinates.
The cause may range from unclear or overlapping job descriptions, to lack of
communication, to poor working conditions, including ―sick building syndrome‖.

18. POTENTIAL SOURCES OF STRESS:
There are three categories of potential stressors:
Environmental factor
Organization factor
Individual factors
Environmental factors:
Just as environmental uncertainty influences the design of an organization. Changes in
business cycle create economic uncertainties.
Political uncertainties:
If the political system in a country is implemented in an orderly manner, there would not
be any type of stress.
Technological uncertainties:
New innovations can make an employee’s skills and experiences obsolete in a very short
period of time. Technological uncertainty therefore is a third type of environmental factor that
can cause stress. Computers, robotics, automation and other forms of technological innovations
are threat to many people and cause them stress.
Organization factors:
There are no storages of factors within the organization that can cause stress; pressures to
avoid error or complete tasks in a limited time period, work overload are few examples.
Task demands are factors related to a person’s job. They include the design of the
individual’s job working conditions, and the physical work layout.
Role demands relate to pressures placed on a person as a function of the particular role he
or she plays in the organization. Role overhead is experienced when the employees is expected to
do more than time permits.
Role ambiguity is created when role expectations are not clearly understood and
employee is not sure what he / she is to do.
Interpersonal demands are pressures created by other employees. Lack of social support
from colleagues and poor.
Interpersonal relationships can cause considerable stress, especially among employed
with a high social need.
Organizational structure defines the level of differentiation in the organization, the degree
of rules and regulations, and where decisions are made. Excessive rules and lack of participation
in decision that affect an employee are examples of structural variables that might be potential
sources of stress.

19. Potential sources Consequences
Organizational leadership represents the managerial style of the organizations senior executive.
Some executive officers create a culture characterized by tension, fear, and anxiety. They
establish unrealistic pressures to perform in the short-run impose excessively tight controls and
routinely fire employees who don’t measure up. This creates a fear in their hearts, which lead to
stress.
Organizations go through a cycle. They are established; they grow, become mature, and
eventually decline. An organization’s life stage - i.e.
Where it is in four stage cycle-creates different problems and pressures for employees. The
establishment and decline stage are particularly stressful.
Individual factors:
The typical individual only works about 40 hrs a week. The experience and problems that
people encounter in those other 128 non-work hrs each week can spell over to the job.
Family problems:
National surveys consistently show that people hold family and discipline, troubles with
children are examples of relationship problems that create stress for employee and that aren’t at
the front door when they arrive at work.
Economic problems:
Economic problems created by individuals overextending their financial resources are
another set of personal troubles that can create stress for employees and distract their attention
from their work.

20. Causes of Stress
The factors leading to stress among individual are called as stressors. Some of the
factors/stressors acting on employees are-
1. Organizational factors-With the growth in organizational stress and complexity, there
is increase in organizational factors also which cause stress among employees. Some of such
factors are-
a. Discrimination in pay/salary structure
b. Strict rules and regulations
c. Ineffective communication
d. Peer pressure
e. Goals conflicts/goals ambiguity
f. More of centralized and formal organization structure
g. Less promotional opportunities
h. Lack of employees participation in decision-making
i. Excessive control over the employees by the managers
Organizational Factors: An organization is a grouping of assets, goals, strategies, and policies.
In order to create groups to work, organizations generate structure, process and working
conditions. In modern organizations, number of factors generates an environment of stress. The
altering environmental dynamics, globalization, organizational adjustments like mergers and
acquisitions directs towards stress. A number of in-house organizational factors cause worker a
stress. Some of the factors are deprived of good working conditions, strained labor management
relations, disputed resource allocations, co-employee behavior, organizational design and
policies, unpleasant leadership styles of the boss, misunderstandings in organizational
communication, bureaucratic controls, improper motivation, job dissatisfaction, and less
attention to merit and seniority. Some of the organizational stressors in are:
i) Working Conditions: Working situation and stress are inversely connected to each other.
People working in meager working conditions are subject to greater stress. The factors that lead
to additional stress are occupied work areas, dust, heat, noise, polluted air, strong odor due to
toxic chemicals, radiation, poor ventilation, unsafe and dangerous conditions, lack of privacy etc.
ii) Organizational Tasks: Organizational tasks are planned to assemble the objectives and goals.
Badly designed tasks lead to bigger stress. Task independence, task inter-dependency, task
demands, task overload are some of the possible reasons for stress in organizations. Greater the
assignment interdependence, greater is the organization required. This needs the workers to
adjust themselves with the co workers, superiors, and subordinates, irrespective of their
eagerness. They are likely to communicate, coordinate, exchange views, with other people
irrespective of caste, creed, gender, religion and political differences. The main reason for the
degree of stress is adjustment and poor tolerance.
iii) Administrative Policies and Strategies: Workers stress is linked with definite administrative
strategies followed by the organizations. Downsizing, competing pressure, unfair pay structures,
rigidity in rules, job rotation and ambiguous policies are some of the reasons for stress in

21. organizations.
iv) Organizational Structure and Design: Organizational structure is planned to smooth the
progress of person’s communication in the realization of organizational goals. Some of the
aspects of design are specialization, centralization, line and staff relationships, span of control,
and organizational communication can relentlessly create stress in organizations. For example,
wider span of management compels the executive to manage large number of subordinates. This
can lead to bigger stress. Likewise, frequent line and staff conflict lead to obstacles in the work
performance. Thus incapability to resolve the conflicts leads to stress.
v) Organization Process and Styles: A number of organizational processes are planned to
successfully meet the organizational goals. Communication process, control process, decision
making process, promotion process, performance appraisal process, etc. are designed for
realizing organizational objectives. All these processes bound the scope of functioning of
employees. Inappropriate design of various organizational processes leads to stressed
relationships among the workers. They can cause de-motivation and job dissatisfaction. As a
result, workers feel strained in adjusting to the method.
vi) Organizational Leaderships: Top management is accountable for the formation of sound
organization climate and culture by suitable administrative approach. The climate should be
tension free, fearless, and with no worry. Demanding leadership style forms a dictating
environment in which employees are under pressure to reach the target. They work under
unfriendly relations and stiff controls. This generates bigger work stress to workers. On the other
hand, a climate of affectionate and sociability, scope for participation in decision making, non
financial motivation and flexibility are encouraged under democratic leadership style. This
reduces the stress of the workers. Hence, employees working under demanding leadership styles
experience stress than employees working under independent leadership style.
vii) Organizational Life Cycle: Each organization goes through four stages of organizational life
cycle; they are birth, growth, maturity and decline. In every stage the structure and the design of
organization experience frequent modifications. In addition, human beings are subject to
transformation to adjust to the stages in the life cycle. In this procedure, workers are focused
to job stress.
viii) Group Dynamics: Groups are there in every organization. Groups occur out of intrinsic
desire of human beings and impulsive reactions of people. In organizations both formal groups
and informal groups live. A formal group survives in the form of committees, informal group
exit among different levels of organization. Groups have a number of functional and
dysfunctional results. They provide social support and fulfillment, which is accommodating to
give relief to the stress. Simultaneously, they turn out to be the basis of stress also. Lack of
cohesiveness, lack of social support, lack of recognition by the group and irreconcilable goals
leads to stress.
2. Job concerning factors-Certain factors related to job which cause stress among
employees are as follows-
a. Monotonous nature of job
b. Unsafe and unhealthy working conditions
c. Lack of confidentiality
d. Crowding

22. 3. Extra-organizational factors-There are certain issues outside the organization which
lead to stress among employees. In today’s modern and technology savvy world, stress has
increased. Inflation, technological change, social responsibilities and rapid social changes are
other extra-organizational factors causing stress.
4. Intra-organizational factor
1) Stress is a psychological state and body uneasiness. Stress is a general experience. Every
person experiences stress at various situations. Workers faces stress in the procedure of
congregating the targets and working for extended hours. When an individual experiences
a control inhibiting the achievement of wishes and order for achievement, it leads to
possible stress.
There are various intra organizational factors of stress they are:
1. Individual factors
2.Family Problems
3.Economics Problems
4.Life Styles
5.RoleDemands
1. Individual Factors: There are some individual factors, which are the basis of stress
such as personality and individual differences, family problems, economic problems, life
styles and role demands.
i) Personality and individual differences: Person’s basic nature is the main reason for
potential stress. Introversion, extroversion, masculinity, rigidity, locus of control,
personal life, demographic differences such as age, health, education and occupation are
some of the reasons causing stress in individuals. Person’s age, health problem,
education, nature of occupation and the level of satisfaction are also some of the main
determinants of individual stress factors.
2. Family Problems: Family matter influences the individual’s life a lot. Healthy marital
relations, marital regulation, early, hale and hearty children may lead to cheerful life.
They have the benefit of enjoying the life and grown to be positive in their attitudes. As a
result they do not have much stress. On the other hand, meager marital relationships,
irritating wife, family separations, extra marital relationships, disturbing children, poor
settlement of family members, aging parents, dual working couple, death of spouse or
other close family member are some of the reasons for greater stress in the personal life
of a person..
3. Economic Problems: economic complexities are the main reason of stress.
Mis -management of individual finances, heavy family expenditure, and constant demand
for money, poor incoming earning capacity and slow financial growth in the job are some
of the economic cause for stress. For example, an increasing family expenditure,
increased expenditure on children education and health create heavy demand for income.
This creates greater stress in the person’s life.
4. Life Styles: Life Styles of individuals may be one of the causes of stress. It can be due
to sedentary life style, persons facing exceptional situations may be forced to change their

23. attitude, emotions and behavior. These are the life disturbances which are usually the
causes of potentialstress of a person.
5. Role Demands: Persons play numerous roles in their private life and organizations. In
their personal life, they have the roles of family head, husband, father, brother and son. In
social life they play the roles of club members, informal community group members,
members of recreation groups, religious groups and a number of other social groups. In
the same way in organizations, employees play the role of superior, subordinate, co-
worker, union leader, informal group leaders etc. By the way, all these roles are
performed concurrently. Therefore, they become the basis of anxiety and emotion.
Another possible reason is role conflict. It arises due to the role sensitivity, role
ambiguity, role overload and role overlapping. Role ambiguity and stress are absolutely
associated to each other.
Stress Management in Work Place: -
There is no doubt that stress is one on of the leading factors in illness and absenteeism among
employees. Besides lowering a person's immune response, stress makes us want to avoid
whatever is causing it. If there is stress at work, workers who feel mildly off will feel even worse
and resist coming to work. This costs many hours of productivity, especially when key personnel
or production workers are absent-in fact, it's estimated that $300 billion is lost on stress-caused
illnesses and absenteeism.
A workplace that supports stress management through workplace wellness programs not only
helps their employees to handle pressure better and stay healthier during times of stress, it also
sends a message that their company cares about them. This provides emotional support as well as
physical support for fighting the effects of stress.
How a Workplace Wellness Program Can helps when your employees are stressed, very likely
there is one primary cause and several secondary causes. For instance, a worker may suffer stress
due to poor interpersonal relationships with other workers and problems communicating.
Addressing stress will help the worker feel better and regain connections to other workers,
thereby reducing the stress in those areas. Although a workplace wellness program can't de-stress
everything a worker faces-like layoffs, cutbacks, firings, etc.-it can help with the physical effects
of stress and help the worker cope when getting the pink slip.
A healthy employee will have enough energy to move on and find another job but the unhealthy
employee may suffer even more physical maladies from stress and plunge into depression. An
employee who is watching others get fired or laid off will always be thinking, "When am I going
to get the axe?" There are several steps you can take to reduce job stress.
Get a clear job description to avoid miscommunications that cause stress, and to make sure you
are doing tasks within your sphere of responsibility only. Get a new job. While this is not always
an ideal solution, sometimes it's the only one-a workplace wellness program will help with the
stress of this change. Find supportive agencies and programs to help you either deal with the
stress-such as the workplace wellness program-or find a new position. Isolation is destructive.
Change positions within the company. Perhaps your training is not in the field where you are
working, or you are being asked by a supervisor to do things far outside work hours and
described responsibilities. If you like the company you work for but hate you job, this may be the
answer.

24. See if your company has an employee assistance program, which is sometimes part of a
workplace wellness program, if there are layoffs and firings going on around you. If so, use these
services even if you have been told you will remain at the company-things change daily in the
business world.
Need of Stress Management: -
In the past decade, the news headlines have definitely made it clear that the need for stress
management should be one of the top agendas in modern day society. The rages alone such as
Road Rage and the trends of violent acts in life today prove a lot of it well.
Living today is a lot tougher than it was even in the days of the great depression. It's been
coming out in many ways such as all time occurrences of stomach and intestinal ulcers. Others
find sleep disorders and wind up zombies during their busy days. Insomnia is growing in leaps
and bounds.
Today stress management is important in everyone's lives. It's necessary for long happy lives
with less trouble that will come about. There are many ways to deal with stress ranging from the
dealing with the causes of stress to simply burning off its effects.
MACRO-LEVEL ORGANIZATIONAL STRESSORS:
POLICIES
Unfair, arbitrary performance reviews.
Rotating works shifts.
Inflexible rules.
Unrealistic job descriptions.
STRUCTURES
Centralization; Lack of participation in decision making.
Little opportunity for advancement.
A great amount of formalization. JOB
Interdependence of departments. STRESS
Line-Staff conflicts.
PHYSICAL CONDITIONS
Crowding & lack of privacy.
Air pollution.
Safety hazards.
Inadequate lighting.
Excessive, heat or cold.
PROCESS
Poor communication.
Poor / inadequate feedback about performance.
Inaccurate / ambiguous measurement of performance.
Unfair control systems.
Inadequate information.

25. GROUP STRESSORS:
The group can also be a potential source of stress. Group stressors can be categorized into
three areas.
1. Lack of groups cohesiveness:-
―Cohesiveness‖ or ―togetherness‖ is a very important to employees, especially at the
lower levels of the organizations. If the employee is denied the opportunity for this
cohesiveness because of the task design, because the supervisor does things to prohibit or
limit it, or because the other members of the group shut the person out, this can be very
stress producing.
2. Lack of social support:-
Employees are greatly affected by the support of one or more member of a cohesive
group. By sharing their problems & joys with others, they are much better off. It this type
of social support is lacking for an individual, it can be very stressful.
3. Intra-Individual, interpersonal & inter-group conflict:-
Conflict is very closely conceptually or hostile acts between associated with in
compatible or hostile acts between intra-individual dimensions, such as personal goals or
motivational needs / values, between individuals within a group, & between groups.
INDIVIDUAL STRESSORS:
In a sense, the other stressors (Extra organizational, organizational, & Group stressors) all
eventually get down to the individual level. For example, role conflict, ambiguity, self-efficacy
& psychological hardiness may all affect the level of stress someone experiences.
CONSEQUENCES OF STRESS
The effect of stress is closely linked to individual personality. The same level of stress
affects different people in different ways & each person has different ways of coping.
Recognizing these personality types means that more focused help can be given.
Stress shows itself number of ways. For instance, individual who is experiencing high
level of stress may develop high blood pressure, ulcers, irritability, difficulty in making routine
decisions, loss of appetite, accident proneness, and the like. These can be subsumed under three
categories:
 Individual consequences
 Organizational consequence
 Burnout
Individual consequences:
Individual consequences of stress are those, which affect the individual directly. Due to
this the organization may suffer directly or indirectly, but it is the individual who has to pays for
it. Individual consequences of stress are broadly divided into behavioral, psychological and
medical.
 Behavioral consequences of stress are responses that may harm the person under stress or
others. Behaviorally related stress symptoms include changes in productivity, turnover, as
well as changes in eating habits, increased smoking or consumption of alcohol, paid
speech, and sleep disorders.

26.  Psychological consequences of stress replace to an individual mental health and well-
being from or felling depressed. Job related stress could cause dissatisfaction;in fact it has
most psychological effect on the individual and lead to tension, anxiety irritability, and
boredom.
 Medical consequences of stress affect a person’s well being. According to a research
conducted, it revealed that stress could create changes in metabolism, increase heart and
breathing rates, increases blood pressure bring out headaches and induce heart attacks.
Organizational consequences:
Organizational consequences of stress have direct affect on the organizations. These
include decline in performance, withdrawal and negative changes in attitude.
 Decline in performance can translate into poor quality work or a drop in productivity.
Promotions and other organizational benefits get affected due to this.
 Withdrawal behavior also can result from stress. Significant form of withdrawal behavior
is absenteeism.
 One main affect of employee stress is directly related to attitudes. Job satisfaction, morale
and organizational commitment can all suffer, along with motivation to perform at higher
levels.
Burnout:-
A final consequence of stress has implementation for both people and organizations.
Burnout is a general feeling of exhaustion that develops when an individual simultaneously
experiences too much pressure and few sources of satisfaction.
FACTS ABOUT STRESS
Number Reason of Stress Percentage
1 Lack of job security 90%
2 Overworked 86%
3 Financial problem 84%
4 Salary not match with responsibility 80%
5 Unreasonable demand for performance 72%
6 Conflict between job and family responsibilities 70%
7 Long hours 50%
8 Change in family 42%
9 Office policies and conflicts 20%
10 No participation in decision 15%
Stress can affect both your body and your mind. People under large amounts of stress can
become tired, sick, and unable to concentrate or think clearly. Sometimes, they even suffer
mental breakdowns. These can be subsumed under three general categories:

27. 1) Physiological Symptoms
2) Psychological Symptoms
3) Behavioral Symptoms
1) Physiological Symptoms: -
Stress can create changes in metabolism, increase heart and breathing rates, increase blood
pressure, bring on headaches, and induce heart attacks.
2) Psychological Symptoms: -
Psychological states- for instance, tension, anxiety, irritability, boredom, and procrastination.
3) Behavioral Symptoms: -
Behavior related stress symptoms include changes in productivity absence, and turnover, as well
as changes in eating habits, increased smoking or consumption of alcohol, rapid speech,
fidgeting, and sleep disorders.
MANAGING STRESS
Management may consider being ―a positive stimulus that keeps the adrenaline running‖ is very
likely to be seen as ―excessive pressure‖ by the employee.
There are two approaches towards managing stress:-
1) Individual Approaches
2) Organization Approaches
1) Individual Approaches: -
An employee can take personal responsibility for reducing his or her stress level. Individual
strategies that have proven effective include implementing time management techniques,
increasing physical exercise, relaxation training, and expanding the social support network.
(a) Time management Techniques: -
It includes some time management principles. Principles are:-
(1) Making daily lists of activities to be accomplished.
(2) Prioritizing activities by importance and urgency.
(3) Scheduling activities according to the priorities set.
(4) Knowing your daily cycle and handling the most demanding part of job.

28. (b) Physical Exercise: -
Such as aerobics, walking, jogging, swimming, and ridding a bicycle have long been
recommended by physicians as a way to deal with excessive stress levels. These forms of
physical exercise increase heart capacity, lower the at-rest heart rate, provide a mental diversion
from work pressures, and offer a means to ―let off steam‖.
(c) Relaxation Techniques: -
Such as meditation, hypnosis, and biofeedback. The objective is to reach a state of deep
relaxation, in which one feels physically relaxed, somewhat detached from the immediate
environment, and detached from body sensations. Deep relaxation for 15 or 20 minutes a day
releases tension and provides a person with a pronounced sense of peacefulness. Importantly,
significant changes in heart rate, blood pressure, and other physiological factors result from
achieving the condition of deep relaxation.
(d) Social Support Network:-
It includes friends, family, or work colleagues. Expanding your social support network therefore
can be means for tension reduction. It provides you with someone to hear your problems and to
offer more objective perspective on situations.
2) Organizational Approaches: -
Several of the factors that cause stress particularly task and role demands and organizational
structure are controlled by management. As such, they can be modified or changed. Strategies
that management might want to consider include improved personnel selection and job
placement, training, use of realistic goal setting, redesigning of jobs, increased employee
involvement, improved organizational communication, offering employee sabbaticals, and
establishment of corporate wellness programs.
(a) Selection and Placement:-
Certain jobs are more stressful than other. Individuals differ in their response to stress situation.
Individuals with little experience or an external locus of control tend to be more prone to stress.
Selection and placement decisions should take these facts into consideration. Management
should not restrict hiring to only experienced individual with an internal locus, but such
individuals may adapt better to high stress jobs and perform those jobs more effectively.
(b) Training: -
It can increase an individual’s self-efficacy and thus lessen job strain.
(c) Goal Setting:-
Based on an extensive amount of research concluded that individuals perform better when they
have specific and challenging goals and receive feedback on how well they are progressing
towards these goals. The uses of goals reduce stress as well as provide motivation. Specific goals
that are perceived as attainable clarify performance expectation. In addition, goal feedback

29. reduces uncertainties about actual job performance. The result is less employee frustration, role
ambiguity, and stress.
(d) Redesigning Jobs: -
To give employees more responsibility, more meaningful work, more autonomy,
and increased feedback can reduce stress because these factors give the employee
greater control over work activities and lessen dependence on others. The right
redesign, then, for employees with a low need for growth might be less
responsibility and increased specialization. If individuals prefer structure and
routine, reducing skill variety should also reduce uncertainties and stress levels.
(e) Increasing Employee Involvement: -
By giving employees a voice in the decision that directly affect their job
performances, management can increase employee control and reduce this role
stress. So managers should consider increasing employee involvement in decision
making.
(d) Organizational Communication: -
Increasing formal organizational communication with employees reduces
uncertainty by lessening role ambiguity and role conflict. Given the importance
that perceptions play in moderating the stress-response relationship, management
can also use effective communications as a means to shape employee perceptions.
Employees categorize as demands, threats, or opportunities are merely an
interpretation, and that interpretation can be affected by the symbols and actions
communicated by management
(f) Sabbaticals: -
Ranging in length from a few weeks to several months allows employees to travel,
relax, or pursue personal projects that consume time beyond normal vacation
weeks. Proponents argue that these sabbaticals can revive and rejuvenate workers
who might be headed for burnout.
(g) Wellness Programs: -
These programs focus on the employee’s total physical and mental condition.
Provide workshop to help people quit smoking, control alcohol use, lose weight,
eat better, and develop a regular exercise program. The assumption underlying
most wellness programs is that employees need to take personal responsibility for
their physical and mental health. Organizations, of course, are not altruistic. They
expect a payoff from their investment in wellness programs. Most of the firms that
have introduced wellness programs have found significant benefits.

30. Individual coping strategies:
Many strategies for helping individuals manage stress have been proposed.
Individual coping strategies are used when an employee under stress exhibits
undesirable behavior on the jobs such as performance, strained relationship with
co-workers, absenteeism alcoholism and the like. Employees under stress require
help in overcoming its negative effects. The strategies used are:
Exercise:-
One method by which individual can manage their stress is through exercise.
People who exercise regularly are known to less likely to have heart attacks than
inactive people are. Research also has suggested that people who exercise regularly
feel less tension and stress are more conflict and slow greater optimism.
Relaxation:-
A related method individual can manage stress is relaxation. Copying with
stress require adaptation. Proper relaxation is an effective way to adopt.
Relaxation can take many forms. One way to relax is to take regular vacations;
people can also relax while on the job (i.e. take regular breaks during their normal
workday). A popular way of resting is to sit quietly with closed eyes for ten
minutes every afternoon.
Time management:-
Time management is an often recommended method for managing stress, the
idea is that many daily pressures can be eased or eliminated if a person does a
better job of managing time. One popular approach to time management is to make

31. a list, every morning or the thins to be done that day. Then you group the items on
the list into three categories: critical activities that must be performed, important
activities that should be performed, and optimal or trivial things that can be
delegated or postponed, then of more of the important things done every day.
ROLE MANAGEMENT:-
Some what related to time management in which the individual actively
works to avoid overload, ambiguity and conflict.
SUPPORT GROUPS:-
This method of managing stress is to develop and maintain support group. A
support group is simply a group of family member or friends with whom a person
can spend time. Supportive family and friends can help people deal with normal
stress on an ongoing basis. Support groups can be particularly useful during times
of crisis.
BEHAVIORAL SELF-CONTROL:-
In ultimate analysis, effective management if stress presupposes exercise of
self-control on the part of an employee. By consciously analyzing the cause and
consequences of their own behavior, the employees can achieve self-control. They
can further develop awareness of their own limits of tolerance and learn to
anticipate their own responses to various stressful situations. The strategy involves
increasing an individual’s control over the situations rather than being solely
controlled by them.
COGNITIVE THERAPY:-
The cognitive therapy techniques such as Elli’s rational emotive model and
Meichenbaum’s cognitive strategy fir modification have been used as an individual
strategy for reducing job stress.
COUNSELING:
Personal counseling help employees understand and appreciate a diverse
workforce, the holistic approach adopted by the counselor gives him a
comprehensive view of the employee as client and enable him to deal the issues of
work related problems in a larger context with his awareness of the inter-
relationship among problems in adjustment with self, other and environment and
that a work concern will effect personal life and vice-versa, the employee would
receive help regarding the problem in all life.
One of the advantage of the individual interventions is the individual can use
these skills to improve the quality of life in offer domains like family, social
support and self, thus reducing the negative carry of experiences in these domains
into the work life which might affect his occupation mental health.

32. ORGANIZATIONAL STRATEGIES:-
The most effective way of managing stress calls for adopting stressors and
prevent occurrence of potential stressors.’
Two basic organizational strategies for helping employees manage stress are
institutional programs and collateral programs.
Work Design Stress Management programs
Work schedules Health promotions programs
Culture Other programs
Supervision
Institutional programs:-
Institutional programs for managing stress are undertaken to established
organizational mechanism for example, a properly designed job and word
schedules can help ease stress. Shift work in particular can constantly have to
adjust their sleep and relaxation patterns. Thus, the design of work schedules
should be a focused of organizational efforts to reduce stress.
The organization’s culture can also used to help to manage stress. The
organization should strive to foster a culture that reinforces a healthy mix of work
and nonworking activities.
Finally, supervision can play an important institutional role in overload. In
managing stress. A supervisor is a potential manager source of overload. If made
aware of their potential for assigning stressful amounts of work, supervisors can do
a better job keeping workloads reasonable.
COLLATERAL PROGRAMS:
In addition to their institutional efforts aimed at reducing stress, many
organizations are turning to collateral programs. A collateral stress program in an
organizational program specifically created to help employees deal with stress. The
organizations have adopted stress management programs, health promotion
programs and other kinds of programs for this purpose.

33. (1.2.4) Coping with Stress at Work place
With the rapid advancement of technology, the stresses faced at work have also
increased. Many people dread going to work, hence the term ―Monday Blues‖.
What is the reason for this? There is partly the fear from being retrenched in bad
times, leading to greater job insecurity on the part of those who remain.
Undoubtedly, occupational stress is one of the most commonly cited stressors
faced by people all over the world.
Stress refers to the pressure and reactions to our environment which results in
psychological and physical reactions. Whilst some stress is good for motivation
and increasing efficiency, too much stress can result in negative impacts such as
reduced effectiveness and efficiency. More and more people are feeling isolated
and disrespected at work, and this has led to greater occupational stress. Many
companies have taken to consulting experts and professionals on ways to increase
connectedness and motivation of their employees.
Some companies organize parties and make their employees feel valued at work.
These are measures to motivate employees and help them to feel secure at their
jobs, translating into greater productivity. However, not all companies have such
measures in place, and some have not gotten it quite right. Hence, it is up to you to
make sure that you can cope with stress at your workplace, and use it to help you
work better. Here are 3 simple steps to help you with coping with stress in the
workplace.
Step 1: Raising Awareness
Help yourself to identify when you are facing rising levels of stress, tipping the
scales from positive to negative. This is important, as being able to identify signs
of being stressed can help you to take steps to ensure that your overall quality of

34. life does not drop. If left unacknowledged, the problem will only snowball, leading
to disastrous consequences to your health and overall wellbeing.
You can identify if you are feeling stressed by checking if you have any physical
or psychological reactions, such as excessive sweating or heart palpitations, or the
onset of headaches, irritability or the need to escape. If you experience any of these
reactions, identify if you are feeling any overwhelming negative emotions, and if
you are constantly worried.
Step 2: Identify the Cause
You need to be able to analyze the situation and identify what is causing the rise in
stress. These stressors can be external and internal. External stressors refer to
things beyond your control, such as the environment or your colleagues at work.
Internal stressors refer to your own thinking and attitude. Often, we only start
reacting to stress when a combination of stressors working together exceeds our
ability to cope.
Keep a diary or a list of events that have caused you to feel strong negative
emotions, or that are likely stressors. This will help you to identify the causes of
your stress. Whilst it is not always possible to eradicate them, we can change the
way that we cope with it.
Step 3: Coping with Stress
In order to deal with the situation that is causing you stress, you need to calm your
mind and body so as to stave off the reactions and cope with it in a positive way.
This can be through different methods, such as taking time off. If a situation is
triggering your stress and you are unable to calm down, remove yourself from it.
Go outside and take a walk to calm down. Alternatively, you can try implementing

35. relaxation techniques such as deep breathing. If it is an internal stressor, stop your
thought process until you are able to deal with it logically.
The key to making these 3 steps work for you is to practice them. These are not
instantaneous solutions, and you need to condition your mind and practice them so
that you can implement it when you are feeling stressed.
(1.2.5) Stress Management
Stress management is the need of the hour. However hard we try to go beyond a
stress situation, life seems to find new ways of stressing us out and plaguing us
with anxiety attacks. Moreover, be it our anxiety, mind-body exhaustion or our
erring attitudes, we tend to overlook causes of stress and the conditions triggered
by those. In such unsettling moments we often forget that stressors, if not
escapable, are fairly manageable and treatable.
Stress, either quick or constant, can induce risky body-mind disorders. Immediate
disorders such as dizzy spells, anxiety attacks, tension, sleeplessness, nervousness
and muscle cramps can all result in chronic health problems. They may also affect
our immune, cardiovascular and nervous systems and lead individuals to habitual
addictions, which are inter-linked with stress.
Like "stress reactions", "relaxation responses" and stress management
techniques are some of the body's important built-in response systems. As a
relaxation response the body tries to get back balance in its homeostasis. Some
hormones released during the 'fight or flight' situation prompt the body to replace
the lost carbohydrates and fats, and restore the energy level. The knotted nerves,
tightened muscles and an exhausted mind crave for looseness. Unfortunately,
today, we don't get relaxing and soothing situations without asking. To be relaxed
we have to strive to create such situations.

36. Recognizing a stressor:
It is important to recognize whether you are under stress or out of it. Many times,
even if we are under the influence of a stressful condition and our body reacts to it
internally as well as externally, we fail to realize that we are reacting under stress.
This also happens when the causes of stress are there long enough for us to get
habituated to them. The body constantly tries to tell us through symptoms such as
rapid palpitation, dizzy spells, tight muscles or various bodies’ aches that
something is wrong. It is important to remain attentive to such symptoms and to
learn to cope with the situations. We cope better with stressful situation, when we
encounter them voluntarily. In cases of relocation, promotion or layoff,
adventurous sports or having a baby, we tend to respond positively under stress.
But, when we are compelled into such situations against our will or knowledge,
more often than not, we wilt at the face of unknown and imagined threats. For
instance, stress may mount when one is coerced into undertaking some work
against one’s will.
Laughter:
Adopting a humorous view towards life's situations can take the edge off everyday
stressors. Not being too serious or in a constant alert mode helps maintain the
equanimity of mind and promote clear thinking. Being able to laugh stressaway is
the smartest way to ward off its effects.
A sense of humor also allows us to perceive and appreciate the incongruities of life
and provides moments of delight. The emotions we experience directly affect our
immune system. The positive emotions can create neurochemical changes that
buffer the immunosuppressive effects of stress.

37. During stress, the adrenal gland releases corticosteroids, which are converted to
cortical in the blood stream. These have an immunosuppressive effect. Dr. Lee
Berk and fellow researcher Dr. Stanley Tan at Loma Linda University School of
Medicine have produced carefully controlled studies showing that the experience
of laughter lowers serum cortical levels, increases the amount and activity of T
lymphocytes—the natural killer cells. Laughter also increases the number of T
cells that have suppresser receptors.

38. Research Methodology
RESEARCH:-
Research as a scientific and systematic search for pertinent information on a
specific topic. In fact, research is an art of scientific investigation.
Types of Research
1.Descriptive vs. Analytical:-
Descriptive research includes surveys and fact-findings enquiries of different
kinds. Major purpose is description of the state of affairs as it exists at present.
Under analytical the researcher has to use facts or information already available,
and analyze these to make a critical evaluation of the material.
RESEARCH DESIGN:-
Exploratory & descriptive
Research approach:-
Survey approach
Research instrument:-
A structured questionnaire was prepared, which was administrated as a schedule, which
mainly incorporated rating scale.
CONTACT METHOD:-
Personal Interview of all the respondents was carried out.
DATA COLLECTION TECHNIQUE:-
PRIMARY DATA
 Questionnaire
 Personal interview

39. OBSERVATIONS
FINDINGS:
The finding of the present revealed the following.
 The employees have a moderate bonding with their superiors and colleagues.
 The environment makes the employee too boredom.
 There is in significance relationship between stress & demography factors i.e. age,
experience & designation.
 The following dimensions of personal policies & practices of the organization
have contributed to stress among employees.
 The organization falls a very tall structure of stress among hierarchy & this is one
of the reasons for employees being stressed.
 The employees facing more stress on their deadlines.
 The employees working in the plant gave a positive response in answering the
questionnaire.
SUGGESTIONS:
A Small percentage of the employees did have high stress. Person facing stress at the
organizational level of lot of psychological problems in the form of decreased motivation,
absenteeism low productivity targets not being achieving etc. as a remedy for the above said
employees facing stress are advised to attend stress management courses which will help them to
build coping strategies and cause out their stress. The stress management cause comprise of a
package program consisting of:
 Relaxation
 Positive outlook towards works / responsibilities
 Inter personal skill development
 Protection yoga cum meditation
 Time management
 At the individual level the employees could practice a relaxing holiday (where in
quality time is spent with the family) every fortnight or month
 Realize excessive use of tea / coffee cigarette is not answer to stress
 Try to get 6-7 hrs of continuous sleep per day
 The working environment should be improved to make the staff member feel
happier.
 The organization should take extra care related to government like electricity ,
water facility, drainage, etc.,

40. CONCLUSION
It is vital that stress management techniques are implemented into our daily lives. As mentioned
earlier, some stress is good, but we need to find that optimal level of stress, which will motivate
but not overwhelm us. Coping with stress is an individualized task and one method over another
may not be superior, so find what works for you and master it. A person that is stressed takes so
much away from his or her health and performance levels. Reducing stress could be as simple
has adding exercise to you day or making new friends. To make the most of your life, limit your
stress and of course for that stress that you cannot diminish, learn to manage it.
Take a walk, go dancing, stretch, take deep breathes, laugh, play a game, see a movie, express
affection, share feelings, sing, paint, write, make new friends, tackle problems head on, give
thanks, let go, and laugh some more..
By taking control of your thoughts, emotions, and environment you are controlling your life
instead of letting stress control you!
Remember what is truly important in life- Your Happiness!
(OR)

41. CONCLUSION
A study to find out whether the employees are facing more stress in the organization. The study
was carried out by selecting 100 members working in the office. The research was done in the
around Steroidsoft at Coimbatore.
The data was collected through questionnaire. The data collected was analyzed based on pre-
determine objectives. The analysis helped to come out with the mentioned findings and
suggestions.
All suggestions are given to regional administrative and facility manager. Hoping that
they would incorporate my suggestions, which will raise the satisfaction of the employees.