BRIEF STUDY ON P A AND STRESS MANAGEMENT THROUGH QUESTIONERE ANALYSIS

1. Performance Appraisal and
stress Management
PRESENTED BY
WAR OMAR FAROOQ

2. Performance appraisal is the ongoing process of
evaluating employee performance.
 Stress is the response of people to the
unreasonable/excessive pressure or demands
placed on them.

3. Stress is not always negative. It may also bring out the
best in individuals at times. It may induce an individual
to discover innovative and smarter way of doing things.
This positive dimension of stress is called as enstress.
But usually, the term stress has a negative implication
and this negative aspect of stress is termed as distress.
“Stress causes some people to break, and other to
break records”

4. FINDINGS AND SUGGESTIONS
 From our survey it appears that most of the
repondents think that the performance management
system is clearly defined in the organisation, but
some of the respondents think that it is not clearly
defined or they don't know. our suggestion is to focus
on these employees and try to educate their mind by
more and more communication and try to identify
the problem, the HR should collect the information
about it from all sources they have It will help them to
solve the problem with already approved knowledge
or offered methods.

5. Some of the respondents think that all the factors
facilitating and hindering performance are not taken
into consideration while appraising the performance,
so HR should take timely feedback from all the
employees about performance appraisal system of the
organisation and its drawbacks, and try to fill the gaps
by mutual acceptance of the employees and the HR.

6. From our survey it is clear that most of the respondents
didn't know weather their performance is improved
due to current performance management system or
their is any other factor. our recommendation is to
make proper communication with employees about
their performances weather good or bad. Employees
need to know if they are not meeting standards
required, or if they are doing things incorrectly. They
can’t change their behaviour if they do not know that
their performance is not up to standard. They should
also be told when they are doing something well. “A
pat on the back for good work is a great
motivator”.

7. From our survey it is clear that when the employees are
in stress, they receive more support from colleagues
than superiors, in many cases the advice or some kind of
help from the boss, when the problem is connected to
work, can be much more helpful. If the support is
provided in the place, from where the stress originated,
the effectiveness of such support is much higher. The
managers of the company should anyway try to support
the stressed employee.

8. LIMITATIONS OF THE STUDY

9. Every care has been taken to make this report authentic. Yet,
there were a few uncomfortable factors which might have
had their influence on the final report. It is said, “Nothing Is
Perfect” and if this quote is true, we are sure there would be
few shortcomings in this project also. Sincere efforts have
been made to eliminate the limitations of the study.
However, the following limitations hampered the course of
the study:
 The study was to be completed in a short time; the time
factor put a considerable limit on the scope and the
extensiveness of the study.
 Because of the diversity of nature of respondents, the
findings of the survey could not be generalized.
 Some of the respondents gave ambiguous replies for certain
questions or omitted the responses to some of them. The
interpretation of some responses became difficult and could
generate wrong results.

10. CONCLUSION

11. To summarize the ideas of how the workers can be
supported in stress situations, We would say that the main
ways are:
 Talking to the worker in order to learn which way of
emotional relaxation is the best exactly for him.
 Offering more brakes during some period.
 Investigate the problem. Learn the provokers and possible
ways of problem’s solution. Make some kind of stress
SWOT analysis in order to see the picture clearly wholly.

12. Thanks