34491695 hr project on stress management

8/2/2019 34491695 HR Project on Stress Management

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STRESS MANAGEMENT

By

..

(Registration No: .)

Of

.

A project report submitted to

FACULTY OF MANAGEMENT SCIENCES

In partial fulfillment of the requirements for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

ANNA UNIVERSITY

APRIL 2008


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CERTIFICATE

This is to certify that the project report on the is

a bonafideproject work done by Ms, a full time student of

the Department of Management Studies, .., in

partial fulfillment of the requirements for the award of the degree of Master

of Business Administration of the Anna University during the year

. ..

.

Project Guide Head of the Department Principal

Of Management Studies

Internal Examiner

External Examiner


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DECLARATION

I, hereby declare that the report on all fulfillments of therequirements for the award of the degree in Masters in Business

Administration is a record of original work done by me during the period of

study 2006-2008, under the guidance and supervision of

..

Signature of the Faculty Guide Signature of the Candidate


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ACKNOWLEDGEMENT

I cordially thank Anna University for giving me the opportunity to undergo

my project work.

I thank the chairman .and the principal

.. for their full fledged support for having given me the

opportunity to study in this Institution.

I thank Mr. , Head of the Department of Management

Studies for his inspiration and providing me all the facilities to do my project

work.

I would also like to thank our faculty guide who

guided me through out the project.

Sincere thanks are also to all the staff members of MBA department for their

valuable guidance and support.

I would also like to thank ., Deputy General Manager,

Personnel Department for permitting me to pursue the project in their

esteemed concern and , Asst. Manager, Personnel

Department for sparing his valuable time to guide me during the project

work and also to all the employees of Avtar Steels.


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Last but not the least I would like to thank the almighty, my family members

and friends for supporting me in hundred little ways that means a lot.

TABLE OF CONTENTS

S.NO CONTENTS PG. NO.

LIST OF TABLES

LIST OF CHARTS

EXECUTIVE SUMMARY

1 INTRODUCTION 2

2 INDUSTRY PROFILE 7

3 COMPANY PROFILE 15

4 REVIEW OF LITERATURE 25

5 OBJECTIVES OF THE STUDY 28

6 SCOPE OF THE STUDY 30

7 LIMITATIONS OF THE STUDY 32

8 RESEARCH METHODOLOGY 34

9 DATA ANALYSIS & INTERPRETATIONS 39

10 FINDINGS 65

11 SUGGESTIONS 67

12 CONCLUSION 69


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BIBLIOGRAPHY I

APPENDIX IV


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LIST OF TABLES

TABLE

NO.TITLE

PAGE

NO.

9.1 DEPARTMENTT WISE CLASSIFICATION OF

EMPLOYEES39

9.2 AGE WISE CLASSIFICATION OF EMPLOYEES 40

9.3 GENDER WISE CLASSIFICATION OF EMPLOYEES 41

9.4 CLASSIFICATION ON EDUCATIONAL

QUALIFICATION42

9.5 MANAGEMENT LEVEL CLASSIFICATION OFEMPLOYEES

43

9.6 WORK EXPERIENCE WITH AVTAR STEELS 44

9.7PHYSICAL WORKING CONDITION OF THE

ORGANIZATION45

9.8PSYCHOLOGICAL WORKING CONDITION OF THE

ORGANIZATION46

9.9 TRAINING PROGRAMS CONDUCTED IN THE

ORGANIZATION47

9.10 PAY PACKAGE PROVIDED BY THE ORGANIZATION 48

9.11 NATURE OF JOB 49

9.12 COMPLETION OF WORK IN TIME 50

9.13 WORK OVERLOAD 51

9.14 STRESS IN JOB 52

9.15 KIND OF STRESS IN JOB AMONG DIFFERENT AGE

GROUP53


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9.16 STRESS CAUSING FACTORS AMONG DIFFERENT

LEVELS OF EMPLOYEES54

9.17 LEVEL OF STRESS 55

9.18 KIND OF INCONVENIENCE 56

9.19PREFERENCE FOR INDIVIDUAL COPING

STRATEGIES57

9.20 KIND OF INDIVIDUAL COPING STRATEGIES 58

9.21 ORGANIZATION COPING STRATEGIES 59

9.22 AGE Vs LEVEL OF STRESS 60

9.23 AGE Vs PHYSICAL INCONVENIENCE 61

9.24 EMPLOYEE LEVEL Vs STRESS LEVEL 62

9.25WEIGHTED AVERAGES FOR THE LEVEL OF STRESS

AMONG THE EMPLOYEES OF VARIOUS

DEPARTMENTS

63


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LISTOF CHARTS

CHART

NO.TITLE

PAGE

NO.

9.1DEPARTMENT WISE CLASSIFICATION OF

EMPLOYEES39

9.2 AGE WISE CLASSIFICATION OF EMPLOYEES 40

9.3 GENDER WISE CLASSIFICATION OF EMPLOYEES 41

9.4 CLASSIFICATION ON EDUCATIONAL QUALIFICATION 42

9.5 MANAGEMENT LEVEL CLASSIFICATION OF

EMPLOYEES43

9.6 WORK EXPERIENCE WITH AVTAR STEELS 44

9.7PHYSICAL WORKING CONDITION OF THE

ORGANIZATION45

9.8 PSYCHOLOGICAL WORKING CONDITION OF THE

ORGANIZATION

46

9.9 TRAINING PROGRAMS CONDUCTED IN THE

ORGANIZATION47

9.10 PAY PACKAGE PROVIDED BY THE ORGANIZATION 48

9.11 NATURE OF JOB 49

9.12 COMPLETION OF WORK IN TIME 50

9.13 WORK OVERLOAD 51

9.14 STRESS IN JOB 52

9.15 KIND OF STRESS IN JOB AMONG DIFFERENT AGE

GROUP53


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9.16STRESS CAUSING FACTORS AMONG DIFFERENT

LEVELS OF EMPLOYEES54

9.17 LEVEL OF STRESS 55

9.18 KIND OF INCONVENIENCE 56

9.19 PREFERENCE FOR INDIVIDUAL COPING STRATEGIES 57

9.20 KIND OF INDIVIDUAL COPING STRATEGIES 58

9.21 ORGANIZATION COPING STRATEGIES 59


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ABSTARCT

The flagship company of Avtar Steel was a humble yet pioneering beginning made byits founder and chairman Mr. B. B. JINDAL in the year 1996. He is very well supported

by his two sons Mr. AMIT JINDAL and Mr. SUMIT JINDAL and with the team of

professionals who are expert in their respective fields With his courage of conviction and

his undeterred pursuits for growth and excellence, the company has assumed its present

size and credence of global significance.

A strange new disease has found its way into lives of people of this

industrialized nation of the world. The most common disease is headache. Not only is

this, but diseases like heart attack, high Blood Pressure, stomach disorders, and skin

diseases very common to the people in the present world. These have become the effects

of stress and have become most common in many of the organizations, now-a-days.

Stress is an all pervading modern phenomenon that takes a heavy toll of human

life. Different situations and circumstances in our personal life and in our job produce

stress. We shall divide them into factors related to the organization or job factors related

to the person which include his experience or personality traits.


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1. INTRODUCTION

IMPORTANCE OF THE STUDY

20TH century has been regarded as the period of incredible change in

human history. Philosophers and scientists have been various names to this period. Peter

Drucker has called it The Age of Discontinuity, John Galbraith has called it The Age

of Future Shock and Hari Albrecht called it The Age of Anxiety.

Stress has become the 21 century buzz word, from the high pervading corporate

echelons to the bassinets ofteaching infants nurseries we find this world liberally used.

Stress is part of modern life. Various events in life cause stress, starting with the birth of

a child and enduring with the death of a dear one.

Urbanization, industrialization and the increase scale of operations in society are

some of the reasons for rising stress. It is an inevitable consequence of socio-economic

complexity and to some extent, its stimulant as well. People experience stress as they can

no longer have complete control over what happen in their lives. The telephone goes out

of order, power is shut down, water supply is disrupted, children perform poorly at school

etc, we feel frustrated and then stressed.

The word stress is derived from a Latin word stringere, meaning to draw

tight. From the view point of physical sciences, the phenomena of stress are evident in all

materials when they are subjected to force, pressure, strain or strong -front. Everymaterial steel, rock or wood has its own limit up to which it can withstand stress without

being damaged. Similarly human beings can tolerate certain level of stress. Stress is

highly individualistic in nature. Some people have high levels of stress tolerance for

stress and thrive very well in the face of several stressors in the environment. In fact,

some individuals will not perform well unless they experience a level of stress which

activates and energizes then to put forth their best results.

For every individual there is an optimum level of stress under which he or she

will perform to full capacity. If the stress experience is below the optimum level, then the

individual gets bored, the motivational level of work reaches a low point and it results to

careless mistakes, forgetting to do things and thinking of things other than work during

work hours and also leads to absenteeism which may ultimately lead to turnover. If on the

other hand, stress experience is above the optimum level, it leads to too many conflicts


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with the supervisor or leads to increase of errors, bad decisions and the individual may

experience insomnia, stomach problems, and psychosomatic illness.

The present world is fast changing and there are lots of pressures and demands

at work. These pressures at work lead to physical disorders. Stress refers to individuals

reaction to a disturbing factor in the environment. It is an adaptive response to certain

external factor or situation or what can be called environmental stimuli as reflected in an

opportunity, constraint, or demand the outcome of which is uncertain but important. In

short stress is a response to an external factor that results in physical, emotional,

behavioral deviations in a person.

Stress is an all pervading modern phenomenon that takes a heavy toll of human

life. Different situations and circumstances in our personal life and in our job produce

stress. Those can be divided into factors related to the organization and factors related to

the person which include his experience and personality traits. Job related factors arework overload, time pressures, poor quality of supervision, insecure political climate, role

conflict and ambiguity, difference between company values and employee values. Person

related factors are death of spouse, or of a close friend, family problems, change to a

different line of work, prolonged illness in the family, change in social activities, eating

habits, etc.,

Personality traits are Type A personality. They are impatient, ambitious,

competitive, aggressive, and hardworking. They set high goals and demands of

themselves and others. And they are particularly prone to stress inducing anticipatory

emotions such as anxiety.


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REMEDIES TO REDUCE STRESS

There are two major approaches to reduce stress. They are,

Individual approaches

Organizational approaches

INDIVIDUALAPPROACHES

An employee can take individual responsibility to reduce his/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.

Time managementMany people manage their time very poorly. Some of well known time

management principles include,

o Making daily list of activities to be accomplished

o Scheduling activities according to the priorities set

o Prioritizing activities by importance and urgency

o Knowing your daily cycle and handling the most demanding parts of your

job.

Physical exercise

Practicing non-competitive physical exercises like aerobics, race

walking, jogging, swimming, and riding a bi-cycle.

Relaxation training

Relaxation techniques such as meditation, hypnosis and bio-feedback.

The objective is to reach in state of deep relaxation, where one feels physically relaxed,

somewhat from detached from the immediate environment. Fifteen or twenty minutes a

day of deep relaxation releases tension and provides a person with a pronounced sense of

peacefulness.

Social support

Having families, friends or work colleagues to talk provides an outlet,

when stress levels become excessive. So expand your social support network that helps

you with someone to hear your problems.


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ORGANIZATIONAL APPROACHES

Several of the factors that cause stress particularly task and role demands and

organizations structure are controlled by management. As such they can be modified or

changed. Some of the strategies that management want to consider include improved

personal self section and job placement, use of realistic goal setting, redesigning of jobs,

improved organizational communication and establishment of corporate wellness

programmes.

Certain jobs are more stressful than others. Individual with little experience

or an external lower of control tend to be more proven to stress. Selection and placement

decisions should take these facts into consideration. Goal setting helps to reduce stress. It

also provides motivation. Designing 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 lessendependence on others.

Increasingly formal organizational communication with employees reduces

uncertainly by lessency role ambiguity and role conflict. Wellness program, say,

employee counseling form on the employees total physical and mental condition. They

typically proud work ships to help people quit smoking, control alcohol usage, eat better

and develop a regular exercise program.

Another remedy for reducing stress is cognitive restructuring. It involves

two step procedures. First irrational or maladaptive thought processes that create stress

are identified. For example Type A individuals may believe that they must be successful

at everything they do. The second step consists of replacing these irrational thoughts with

more rational or reasonable ones.

One important remedy to reduce stress is the maintenance of good sleep.

Research conducted on laboratory specimen to have met with startling discoveries. Sleep

starved rats have developed stress syndrome. The amount of sleep one requires varies

from person to person and is dependent on ones lifestyle. The American National Sleep

Foundation claims that a minimum of eight hours of sleep is essential for good health.

Generally studies shows that young adults can manage with about 7-8 hours. After the

age of 35, six hours of sleep is sufficient whereas people over 65 years may just need

three or four hours.


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2. INDUSTRY PROFILE

Steel Industry

Because of the critical role played by steel in infrastructural and overall economic

development, the steel industry is often considered to be an indicator of economicprogress.

The economic boom in China and India has caused a massive increase in the

demand for steel in recent years. Between 2000 and 2005, world steel demand increased

by 6%. Since 2000, several Indian and Chinese steel firms have risen to prominence like

Tata Steel (which bought Corus Group in 2007), Shanghai Baosteel Group Corporation

and Shagang Group. ArcelorMittal is however the world's largest steel producer.

The British Geological Survey reports that in 2005, China was the top producer of

steel with about one-third world share followed by Japan, Russia, and the USA.

In 2008, steel started to be traded as a commodity in the London Metal Exchange. At the

end of 2008, the steel industry faced a sharp downturn that led to many cut-backs

Steel is the most widely recycled material in the United States. The steel industry

has been actively recycling for more than 150 years, in large part because it is

economically advantageous to do so. It is cheaper to recycle steel than to mine iron ore

and manipulate it through the production process to form 'new' steel. Steel does not lose

any of its inherent physical properties during the recycling process, and has drastically

reduced energy and material requirements compared with refinement from iron ore. The

energy saved by recycling reduces the annual energy consumption of the industry by

about 75%, which is enough to power eighteen million homes for one year. Recycling

one ton of steel saves 1,100 kilograms ofiron ore, 630 kilograms ofcoal, and

55 kilograms oflimestone. 76 million tons of steel were recycled in 2005.

A pile of steel scrap in Brussels, waiting to be recycled.
http://en.wikipedia.org/wiki/Chinahttp://en.wikipedia.org/wiki/Indiahttp://en.wikipedia.org/wiki/Tata_Steelhttp://en.wikipedia.org/wiki/Corus_Grouphttp://en.wikipedia.org/wiki/Shanghai_Baosteel_Group_Corporationhttp://en.wikipedia.org/wiki/Shagang_Grouphttp://en.wikipedia.org/wiki/ArcelorMittalhttp://en.wikipedia.org/wiki/List_of_steel_producershttp://en.wikipedia.org/wiki/British_Geological_Surveyhttp://en.wikipedia.org/wiki/Commodity_markethttp://en.wikipedia.org/wiki/London_Metal_Exchangehttp://en.wikipedia.org/wiki/Recyclinghttp://en.wikipedia.org/wiki/Iron_orehttp://en.wikipedia.org/wiki/Iron_orehttp://en.wikipedia.org/wiki/Coalhttp://en.wikipedia.org/wiki/Limestonehttp://en.wikipedia.org/wiki/File:Steel_scrap.jpghttp://en.wikipedia.org/wiki/Limestonehttp://en.wikipedia.org/wiki/Coalhttp://en.wikipedia.org/wiki/Iron_orehttp://en.wikipedia.org/wiki/Iron_orehttp://en.wikipedia.org/wiki/Recyclinghttp://en.wikipedia.org/wiki/London_Metal_Exchangehttp://en.wikipedia.org/wiki/Commodity_markethttp://en.wikipedia.org/wiki/British_Geological_Surveyhttp://en.wikipedia.org/wiki/List_of_steel_producershttp://en.wikipedia.org/wiki/ArcelorMittalhttp://en.wikipedia.org/wiki/Shagang_Grouphttp://en.wikipedia.org/wiki/Shanghai_Baosteel_Group_Corporationhttp://en.wikipedia.org/wiki/Corus_Grouphttp://en.wikipedia.org/wiki/Tata_Steelhttp://en.wikipedia.org/wiki/Indiahttp://en.wikipedia.org/wiki/China


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In recent years, about three quarters of the steel produced annually has been recycled.

However, the numbers are much higher for certain types of products. For example, in

both 2004 and 2005, 97.5% of structural steel beams and plates were recycled. Other

steel construction elements such as reinforcement bars are recycled at a rate of about

65%. Indeed, structural steel typically contains around 95% recycled steel content,

whereas lighter gauge, flat rolled steel contains about 30% reused material.

Because steel beams are manufactured to standardized dimensions, there is often very

little waste produced during construction, and any waste that is produced may be

recycled. For a typical 2,000-square-foot (200 m2) two-story house, a steel frame is

equivalent to about six recycled cars, while a comparable wooden frame house may

require as many as 4050 trees.

Global demand for steel continues to grow, and though there are large amounts of

steel existing, much of it is actively in use. As such, recycled steel must be augmented by

some first-use metal, derived from raw materials. Commonly recycled steel products

include cans, automobiles, appliances, and debris from demolished buildings. A typical

appliance is about 65% steel by weight and automobiles are about 66% steel and iron.

While some recycling takes place through the integrated steel mills and the basic oxygen

process, most of the recycled steel is melted electrically, either using an electric arc

furnace (for production of low-carbon steel) or an induction furnace (for production of

some highly-alloyed ferrous products).

Modern steels are made with varying combinations of alloy metals to fulfill many

purposes. Carbon steel, composed simply of iron and carbon, accounts for 90% of steel

production.[1] High strength low alloy steel has small additions (usually < 2% by weight)

of other elements, typically 1.5% manganese, to provide additional strength for a modest

price increase. Low alloy steel is alloyed with other elements, usually molybdenum,

manganese, chromium, or nickel, in amounts of up to 10% by weight to improve the

harden ability of thick sections. Stainless steels and surgical stainless steels contain a

minimum of 10% chromium, often combined with nickel, to resist corrosion (rust). Some

stainless steels are magnetic, while others are nonmagnetic.
http://en.wikipedia.org/wiki/Constructionhttp://en.wikipedia.org/wiki/Steel_framehttp://en.wikipedia.org/wiki/Treehttp://en.wikipedia.org/wiki/Automobilehttp://en.wikipedia.org/wiki/Appliancehttp://en.wikipedia.org/wiki/Debrishttp://en.wikipedia.org/wiki/Automobilehttp://en.wikipedia.org/wiki/Steel_millshttp://en.wikipedia.org/wiki/Basic_oxygen_processhttp://en.wikipedia.org/wiki/Basic_oxygen_processhttp://en.wikipedia.org/wiki/Electric_arc_furnacehttp://en.wikipedia.org/wiki/Electric_arc_furnacehttp://en.wikipedia.org/wiki/Induction_furnacehttp://en.wikipedia.org/wiki/Carbon_steelhttp://en.wikipedia.org/wiki/Steel#cite_note-EM2-0#cite_note-EM2-0http://en.wikipedia.org/wiki/HSLA_steelhttp://en.wikipedia.org/wiki/Manganesehttp://en.wikipedia.org/wiki/Low_alloy_steelhttp://en.wikipedia.org/wiki/Molybdenumhttp://en.wikipedia.org/wiki/Chromiumhttp://en.wikipedia.org/wiki/Nickelhttp://en.wikipedia.org/wiki/Stainless_steelhttp://en.wikipedia.org/wiki/Surgical_stainless_steelhttp://en.wikipedia.org/wiki/Corrosionhttp://en.wikipedia.org/wiki/Rusthttp://en.wikipedia.org/wiki/Magnetichttp://en.wikipedia.org/wiki/Nonmagnetichttp://en.wikipedia.org/wiki/Nonmagnetichttp://en.wikipedia.org/wiki/Magnetichttp://en.wikipedia.org/wiki/Rusthttp://en.wikipedia.org/wiki/Corrosionhttp://en.wikipedia.org/wiki/Surgical_stainless_steelhttp://en.wikipedia.org/wiki/Stainless_steelhttp://en.wikipedia.org/wiki/Nickelhttp://en.wikipedia.org/wiki/Chromiumhttp://en.wikipedia.org/wiki/Molybdenumhttp://en.wikipedia.org/wiki/Low_alloy_steelhttp://en.wikipedia.org/wiki/Manganesehttp://en.wikipedia.org/wiki/HSLA_steelhttp://en.wikipedia.org/wiki/Steel#cite_note-EM2-0#cite_note-EM2-0http://en.wikipedia.org/wiki/Carbon_steelhttp://en.wikipedia.org/wiki/Induction_furnacehttp://en.wikipedia.org/wiki/Electric_arc_furnacehttp://en.wikipedia.org/wiki/Electric_arc_furnacehttp://en.wikipedia.org/wiki/Basic_oxygen_processhttp://en.wikipedia.org/wiki/Basic_oxygen_processhttp://en.wikipedia.org/wiki/Steel_millshttp://en.wikipedia.org/wiki/Automobilehttp://en.wikipedia.org/wiki/Debrishttp://en.wikipedia.org/wiki/Appliancehttp://en.wikipedia.org/wiki/Automobilehttp://en.wikipedia.org/wiki/Treehttp://en.wikipedia.org/wiki/Steel_framehttp://en.wikipedia.org/wiki/Construction


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Some more modern steels include tool steels, which are alloyed with large

amounts of tungsten and cobalt or other elements to maximize solution hardening. This

also allows the use ofprecipitation hardening and improves the alloy's temperature

resistance.

Tool steel is generally used in axes, drills, and other devices that need a sharp,

long-lasting cutting edge. Other special-purpose alloys include weathering steels such as

Cor-ten, which weather by acquiring a stable, rusted surface, and so can be used un-

painted.

Many other high-strength alloys exist, such as dual-phase steel, which is heat

treated to contain both a ferritic and martensitic microstructure for extra strength.

Transformation Induced Plasticity (TRIP) steel involves special alloying and heattreatments to stabilize amounts of austentite at room temperature in normally austentite-

free low-alloy ferritic steels. By applying strain to the metal, the austentite undergoes a

phase transition to martensite without the addition of heat. Maraging steel is alloyed with

nickel and other elements, but unlike most steel contains almost no carbon at all.

This creates a very strong but still malleable metal. Twinning Induced Plasticity

(TWIP) steel uses a specific type of strain to increase the effectiveness of work hardening

on the alloy. Eglin Steel uses a combination of over a dozen different elements in varying

amounts to create a relatively low-cost metal for use in bunker buster weapons. Hadfield

steel (after Sir Robert Hadfield) or manganese steel contains 1214% manganese which

when abraded forms an incredibly hard skin which resists wearing. Examples include

tank tracks, bulldozer blade edges and cutting blades on the jaws of life. A special class

of high-strength alloy, the superalloys, retain their mechanical properties at extreme

temperatures while minimizing creep. These are commonly used in applications such as

jet engine blades where temperatures can reach levels at which most other alloys would

become weak.

Most of the more commonly used steel alloys are categorized into various grades

by standards organizations. For example, the Society of Automotive Engineers has a

series ofgrades defining many types of steel. The American Society for Testing and
http://en.wikipedia.org/wiki/Tool_steelhttp://en.wikipedia.org/wiki/Cobalthttp://en.wikipedia.org/wiki/Solution_hardeninghttp://en.wikipedia.org/wiki/Precipitation_hardeninghttp://en.wikipedia.org/wiki/Weathering_steelhttp://en.wikipedia.org/wiki/Dual-phase_steelhttp://en.wikipedia.org/wiki/Maraging_steelhttp://en.wikipedia.org/wiki/Malleabilityhttp://en.wikipedia.org/wiki/Eglin_Steelhttp://en.wikipedia.org/wiki/Bunker_busterhttp://en.wikipedia.org/wiki/Robert_Hadfieldhttp://en.wikipedia.org/wiki/Manganesehttp://en.wikipedia.org/wiki/Continuous_trackhttp://en.wikipedia.org/wiki/Bulldozer#bladehttp://en.wikipedia.org/wiki/Jaws_of_lifehttp://en.wikipedia.org/wiki/Superalloyhttp://en.wikipedia.org/wiki/Creep_(deformation)http://en.wikipedia.org/wiki/Jet_enginehttp://en.wikipedia.org/wiki/Society_of_Automotive_Engineershttp://en.wikipedia.org/wiki/SAE_steel_gradeshttp://en.wikipedia.org/wiki/ASTM_Internationalhttp://en.wikipedia.org/wiki/ASTM_Internationalhttp://en.wikipedia.org/wiki/SAE_steel_gradeshttp://en.wikipedia.org/wiki/Society_of_Automotive_Engineershttp://en.wikipedia.org/wiki/Jet_enginehttp://en.wikipedia.org/wiki/Creep_(deformation)http://en.wikipedia.org/wiki/Superalloyhttp://en.wikipedia.org/wiki/Jaws_of_lifehttp://en.wikipedia.org/wiki/Bulldozer#bladehttp://en.wikipedia.org/wiki/Continuous_trackhttp://en.wikipedia.org/wiki/Manganesehttp://en.wikipedia.org/wiki/Robert_Hadfieldhttp://en.wikipedia.org/wiki/Bunker_busterhttp://en.wikipedia.org/wiki/Eglin_Steelhttp://en.wikipedia.org/wiki/Malleabilityhttp://en.wikipedia.org/wiki/Maraging_steelhttp://en.wikipedia.org/wiki/Dual-phase_steelhttp://en.wikipedia.org/wiki/Weathering_steelhttp://en.wikipedia.org/wiki/Precipitation_hardeninghttp://en.wikipedia.org/wiki/Solution_hardeninghttp://en.wikipedia.org/wiki/Cobalthttp://en.wikipedia.org/wiki/Tool_steel


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Materials has a separate set of standards, which define alloys such as A36 steel, the most

commonly used structural steel in the United States.

Though not an alloy, galvanized steel is a commonly used variety of steel which

has been hot-dipped or electroplated in zinc for protection against corrosion

Ministry of Steel (India)

The Ministry of Steel, a branch ofGovernment of India, is the apex body for

formulating all policies regarding steel production, distribution and pricing in India. All

steel companies except Tata Steel are under the administrative control of the Government

of India. As of May 2008, The Ministry is headed by a Minister of Cabinet rank, Ram

Vilas Paswan, and is assisted by a Minister of State, Akhilesh Das

Steel industry reformsparticularly in 1991 and 1992have led to strong and

sustainable growth in Indias steel industry.

Since its independence, India has experienced steady growth in the steel industry, thanksin part to the successive governments that have supported the industry and pushed for its

robust development.

Further illustrating this plan is the fact that a number of steel plants were established in

India, with technological assistance and investments by foreign countries.

In 1991, a substantial number of economic reforms were introduced by the Indian

government. These reforms boosted the development process of a number of industries

the steel industry in India in particularwhich has subsequently developed quite rapidly.

India continually posts phenomenal growth records in steel production. In 1992, India

produced 14.33 million tones of finished carbon steels and 1.59 million tones of pig iron.

Furthermore, the steel production capacity of the country has increased rapidly since
http://en.wikipedia.org/wiki/ASTM_Internationalhttp://en.wikipedia.org/wiki/ASTM_Internationalhttp://en.wikipedia.org/wiki/A36_steelhttp://en.wikipedia.org/wiki/Hot-dip_galvanizinghttp://en.wikipedia.org/wiki/Zinchttp://en.wikipedia.org/wiki/Government_of_Indiahttp://en.wikipedia.org/wiki/Steelhttp://en.wikipedia.org/wiki/Indiahttp://en.wikipedia.org/wiki/Tata_Steelhttp://en.wikipedia.org/wiki/Ram_Vilas_Paswanhttp://en.wikipedia.org/wiki/Ram_Vilas_Paswanhttp://en.wikipedia.org/wiki/Akhilesh_Dashttp://en.wikipedia.org/wiki/Akhilesh_Dashttp://en.wikipedia.org/wiki/Ram_Vilas_Paswanhttp://en.wikipedia.org/wiki/Ram_Vilas_Paswanhttp://en.wikipedia.org/wiki/Tata_Steelhttp://en.wikipedia.org/wiki/Indiahttp://en.wikipedia.org/wiki/Steelhttp://en.wikipedia.org/wiki/Government_of_Indiahttp://en.wikipedia.org/wiki/Zinchttp://en.wikipedia.org/wiki/Hot-dip_galvanizinghttp://en.wikipedia.org/wiki/A36_steelhttp://en.wikipedia.org/wiki/ASTM_International


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1991in 2008, India produced nearly 46.575 million tones of finished steels and 4.393

million tones of pig iron.

Both primary and secondary producers contributed their share to this phenomenal

development, while these increases have pushed up the demand for finished steel at a

very stable rate.

In 1992, the total consumption of finished steel was 14.84 million tones. In 2008, the

total amount of domestic steel consumption was 43.925 million tones. With the increased

demand in the national market, a huge part of the international market is also served by

this industry. Today, India is in seventh position among all the crude steel producing

countries.

The 1991 reforms allowed for no licenses to be required for capacity creation, except for

some locations. Also, once Indias steel industry was moved from the listing of the

industries that were reserved exclusively for the public sector, huge foreign investments

were made in this industry.

Yet another reform for Indias steel industry came in 1992, when every type of control

over the pricing and distribution system was removed, making the modern Indian Steel

Industry extremely efficient, as well as competitive.

Additionally, a number of other government measures have stimulated the growth of the

steel industry, coming in the form of an unrestricted external trade, low import duties,

and an easy tax structure.


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STEEL PRODUCTION BY COUNTRY

Countries Production Countries Production

CHINA 394.9 Mton FRANCE 19.5 Mton

JAPAN 112.5 Mton TAIWAN 18.6 Mton

UNITED

STATES

94.9 Mton SPAIN 17.8 Mton

RUSSIA 66.1 Mton MEXICO 16.2 Mton

SOUTH KOREA 47.8 Mton CANADA 15.3 Mton

GERMANY 44.5 Mton UK 13.2 Mton

UKRAINE 38.6 Mton BELGIUM 10.4 Mton


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SWOT ANALYSIS

Strength

Huge fund

Skilled employees

Monopoly

Weakness

expansion

red tape

rules and regulation

Opportunities Modernization

World class standard

Threats Legal issues

Security issues

Avtar Steels proposition

Through its large pool of professional experts in varied disciplines of civil

aviation, it offers consultancy services in following fields.

1. Feasibility study and master planning

2. Economic impact study.

3. Environment impact study.

4. Construction and operations steels terminals.

5. Communication and navigation

6. HR department

7. Commercial exploitation

8. R & D

HUMAN RESOURCES OF AVTAR STEELS

Avtar Steels comprises of highly professional motivated and trained man power

which helped it emerge as a professional organization on the horizon of aviation sector.

High morale of employees continues to boost smooth operation of its steelss towards

accomplishing the objective of customer satisfaction. The authority has successfully used

the Human Resource Tools like Job Rotation, Redeployment etc to sustain employee's

interest in their job.


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Avtar Steels has a strength of about 21,000 employees both executives and non-

executives the management of AVTAR STEELS firmly believes that through this

invaluable assets of human resources alone, it can achieve its goals utmost care is taken

in the employees welfare and various schemes have been introduced for the enlistment

and better living standards of the AVTAR STEELS Fraternity.

HIERARCHY OF STAFF AT AVTAR STEELS (IAD)

3

1. GROUP A

2. GROUP B;

3. GROUP C

4. GROUP D4

2

1

Levels of

Management


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CLASSIFICATION OF EMPLOYEES

EXECUTIVES NON-EXECUTIVES

Group A Group B Group C Group D

Exe. Director

Gen. Manager

Dy. GM

Asst. GM

Sr. Manager Manager

Asst. Manager

JuniorExecutive

Sr. Spdt.

Superintendent

Supervisor

Sr. Assistant

Assistant

Jr. Assistant

Sr. Attendant

Attendant

Jr. Attendant


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AVTAR STEELS has a professional consultancy

division comprising of competent designers, planners, architects, computer analysts and

research engineers. The construction division undertakes execution of projects strictly

according to schedule with the use of latest project management techniques and high-tech

construction equipment.

AVTAR STEELS MANAGEMENT:

In addition to technical services, AVTAR STEELS provides expertise in steels

management. AVTAR STEELS offers know-how and services in the fields of steels and

other industries .and financial management.

CUSTOMER SATISFACTION AND SAFETY

Customer satisfaction and safety are the core priorities of AVTAR

STEELS. In its endeavor to provide world class passenger amenities and services, the

authority is developing move international steelss in the country and improving facilities

in Domestic steelss

AVTAR STEELS IS REGISTERED WITH

International Bank of reconstruction and development (world Bank)

International civil aviation organization

African development bank

Asian development bank

Kuwait fund for Arab development

Government of Zambia

Republic of Iraq


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FOREIGN PROJECTS EXECUTED BY AVTAR STEELS

AVTAR STEELS has undertaken assignments, like

steels feasibility studies, steels design project implementation & project supervision,

manpower training, Steels mgt and operation on turnkey basics , providing manpower for

steels operation including air traffic services, ground navigation / surveillance facilities

etc. The AVTAR STEELS has undertaken consultancy projects in Libya, Algeria,

Yemen, Maldives, Nauru, Afghanistan, Iraq, Nepal, Nigeria, Zambia etc.

STEELS CLASSIFICATION

International steels

There are declared as international steels and are available for scheduled internationaloperations by Indian and foreign carriers. Presently, Mumbai, Delhi, Chennai, Calcutta,

and Trivandrum are in this category.

Domestic steelss

Customs steelss with limited international operations (Limited

international operations)

Model steelss-runway-7500 feet and terminal capacity is 400 and above,

320 type of air craft.

Other domestic steelss -71

Civil enclaves in defense steels-28

GEOGRAPHICAL CLASSIFICATION OF STEELSS

Northern region

Southern region

Eastern region

Western region

North eastern region


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3. COMPANY PROFILE

AVTAR STEELS, CHENNAIDIVISION,

Avtar Steel Ltd. is a conglomerate of companies dealing in manufacturing and

exports ofa diverse range of Stainless Steels INGOTS, HOT ROLLED FLATS,ROLLED ROUNDS, FORGED ROUNDS, BRIGHT BARS as well as ALLOY STEELS

also. With two of the companies being established houses recognized by the

government of India as Pvt. Ltd Firms being reputed, High Profile, Independent, Yet

Interlinked Units, the picture of a professionally managed and growth oriented industrial

empire is complete.

The flagship company of Avtar Steel was a humble yet pioneering beginning made by its

founder and chairman Mr. B. B. JINDAL in the year 1996. He is very well supported by

his two sons Mr. AMIT JINDAL and Mr. SUMIT JINDAL and with the team of

professionals who are expert in their respective fields With his courage of conviction and

his undeterred pursuits for growth and excellence, the company has assumed its present

size and credence of global significance. The journey has been tedious and tiring, the

efforts Herculean, The expectations of its Patrons-Nerve Wrecking and the never

receding competition in the global markets Mind Boggling. Yet success at Avtar Steel

has never been an end in itself rather a motivation to outperform its previous accolades.And all through this long, Tedious and soul and body wrecking process of evolution, the

beautiful melody of the words of learned David Frost has been its constant companion:

QUALITY POLICY

To provide our passengers a safe smooth and enjoyable transit

through Chennai steels. Also to provide secured and speedy movement of international

steels through Chennai steels


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MISSION

To deliver superior value to our customers, employees and society at large. We will

follow this principle in evaluating and guiding our business activities.

We will to set an example of quality works and intend to contribute to build a flourishing

economy. We will achieve this by offering our clients a comprehensive portfolio of

commercially viable products coupled with the expertise and services required. We will

endeavour to create high quality products that enable the growth of our organization. At

Avtar Steel Ltd., the well-trained staff will achieve job satisfaction through security,

motivation and harmonious work environments.

VISION

We recognize that every organization is different with its own unique business objectives,

commercial approach and culture. That is why we have created flexibility and

pragmatism with in our service options enabling us to tailor services to meet specific

objectives

Our customers are our biggest asset and customer satisfaction ranks first on our business

priorities. Over the years, we have grown to diversify into various fields but never have

we let go off our roots. We lay stress on workers training, sensitization, orientation and

updating their skills for over all exposure as well as growth

VARIOUS DEPARTMENTS IN AVTARSTEELSCHENNAI

1. Human Resource department

2. Department of finance and Accounts

3. Department of Sales

4. Department of operations

5. Department of commercial

6. Department of Legal

7. Department of project


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1) HUMAN RESOURCE DEPARTMENT IN AVTAR STEELS CHENNAI

As like any other organization, HR department at AA1 also takes the

responsibility in maintaining its employee's welfare as well as its policy.

Main functions

It identifies and meets the man power requirements of Chennai steels.

It recruits and selects the Group C and D positions

It implements welfare measures and carries out performance appraisal

techniques.

It conducts training and development programmes

It ensures discipline and maintains industrial relations.

Quality policy of the HR Department"Select the right personnel for the Right job and provide him with the right

working at".

Manpower position at Chennai Steels::

Group Sanctioned strength Men in position Vacancy position

A 78 86 +8

B 143 151 +8

C 668 557 111

D 549 479 82

TOTAL 1438 1273 165

Main activities

1) Recruitment and promotion cell.

2) Disciplinary cell.

3) Performance appraisal cell

4) Advances (HBA, Vehicle and other advance)

5) Leave cell

6) Training and welfare cell.

7) LTE and CEA cell.

8) Services records

9) Central dispatch

10) Central diary


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STEELS DIRECTOR

DY. GENERAL MANAGER (P&A)

SR. PERSONNELMANAGER

MANAGER(PERSONNEL)

ASST. MANAGER(OFF. LANGUAGE)

Sr. Supdt.(O)R & P Cell

Sr. Supdt.(O)Disciplinary Cell

Sr. Supdt.(O)

Pay Fixation

Sr. Asst. (O)

PerformanceAppraisal

Sr. Asst. (O)Leave Cell

Sr.Asst. (O)

LTC & ALTC

Sr. Asst. (O)

Advances

Asst.(O)Training &

Welfare Cell

Sr. Supdt. (HindiTranslator)

Sr. Asst. (Steno)Hindi

Asst. (O) Service

Records

Asst.(O)Central Dispatch

& Diary

PersonalAssistant

Daftry &

DMOALL GROUP

D STAFF

ORGANISATION CHART OF HUMAN RESOURCES DEPARTMENT


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HUMAN RESOURCE POLICY & RULES

Transfer policy

Generally, transfers are meant to utilize the individual skill/potential in areas in

which he/she has been trained /skilled. The transfer policy shall apply to all the

transferable posts in all discipline.

1. Normal transfer season: for both inter region and intra region.

Normal transfer season would be (April & May, each year)

2. Inter regional transfer.

3. Intra regional transfer

4. Home town

5. Transfer on promotion.

6. Transfer to tenure stations.7. Transfer from tenure stations.

8. Exemptions from transfer.

Employee welfare measures in AVTAR STEELS

The employee welfare program at AVTAR STEELS in based on the

management policy, which is aimed shaping perfect employees. Therefore, the concept of

employee's welfare includes tow aspects, namely physical and mental welfare.

Welfare at AVTAR STEELS is,

1. Application of merit system or work performance system as the basis for

employee rewarding

2. Employee insurance program to provide the employees with better security.

3. Improvement in health security for one employees and their families, so that they

may work confidently and productively.

4. Receives on social psychology no reach a balance between physical and mental

well being.

5. Providing facilities for employees to make use of the allowance for housing,

vehicles etc.

6. Providing education allowance for employee's children for their studies.

7. Providing rest rooms to five the employees to relax after the light schedule.


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Employee motivation schemes

1. Incentive scheme for acquiring professional/additional qualifications

2. Productionlinked incentive

3. Flexible complementing scheme (FCS): Staffs that have been waiting for

promotion for long years after completing the eligibility period.

4. Career progression scheme (CPS): As a one time measure Asst.

managers/managers in various disciplines are eligible for consideration for

promotion to the next higher post.

Combination of different kinds of leaves / holidays

Regular leave - Saturday, Sundays

Casual leave Restricted holiday

Compensatory holiday

Holidays

Special casual leave

2) DEPARTMENT OF FINANCE AND ACCOUNTS

Functions

o Maintenance of a system of financial control, internal check and financial

scrutiny of all expenditure and revenue proposals.

o Disbursements to staff including retired persons

o Disbursements to outside agencies for supplies and services provided.

o Revenue billing, follow up and realization.

o Preparation of budget and maintenance of a proper system of budgetary

control.

o Maintenance of financial accounts in accordance with the directions of

Headquarters and preparations of financial statements.

o Management of info systems.

o Coordinating with internal and external audit and government audit for

smooth disposal of audit queries.


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Different sections in accounts department

1. Revenue section.

2. Steels accounts section.

3. Budget and accounts section

4. Works section

5. Establishment sections

6. Contributory provident fund section (CPF)

3) DEPARTMENT OF STEELS

1. Export

2. Import

3. Transshipment

AVTAR STEELS air steels terminals provide for truck locks, strong

rooms, live animals sheds, hazardous steels go down and palletisation station, offices for

airlines, government regulatory agencies, multimodal steels operators, break bulk agents,

and consolidators for ease of operation and user convenience.

4) DEPARTMENT OF OPERATIONS

The entire function of the terminal building is been

controlled by the operations dept. The work has been divided and is controlled by various

sections according to their activities such as house keeping, electronic, material

management.

Functions:

Receipt and disposal of complaints and possible action on comments and

suggestions from the passenger/user agencies.

To maintain and look after terminal building, city side and baggage make up

and baggage breakup areas to ensure service ability of facilities provided.

Handling terminal building and air craft emergencies and bomb threats as per

laid down emergency procedure.

Handling of VVIPS/VIPS and, up keep and allotment of retiring rooms.


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Lost and found property receipt, shortages are sent to the department after

expiry of 24 hours. Perishable item can be disposed off with in reasonable

time.

Coordination with electrical, civil electronics departments for service ability

of terminal facilities.

Coordination with airlines/agencies and regulatory authorities in the

steels.

Endeavoring enjoyable transit for passengers.

Carrying out terminal inspections, city side, toilet inspections and record

observations toilet cave provided.

5) DEPARTMENT OF COMMERCIAL

AVTAR STEELS has over last 10 years or so

developed a team of experts in the field of commercial aspects and based on the

experience gained, can provide assistance to other steels operators in improving the

financial viability of the steelss.

Functions:

Management of all commercial revenue contracts

All space allotment s in the steels area

Insurance of AVTAR STEELS assets

Allotment of residential quarters

Allotment of community centre

Recommendation of passes to concessionaires/agencies.

Manage ground handling functions

Administrative work.

6) DEPARTMENT OF LEGAL

Objectives:

o To minimize the cases against AVTAR STEELS

o Providing legal assistance/advice to other dept on the queries required.

o Speedy disposal of the files.


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o Attending and making available facts oat the time of contingency

situations of AA1 and acting according to the contingency plan.

Documents maintained:

o Policy circular issued of the HQ.

o Regulation of AA1.

o Delegation of power.

o Judgment copies of the important cases.

o Notification files.

7) DEPARTMENT OF GROUND FLIGHT SAFETY

Functions:

Issue of temporary/permanent vehicle permits.

Arranging airfield environment management and aerodrome committee

meetings.

Issue of airfield driving permit to drivers/operators.

Arranging full scale aircraft crash mockup exercise.

Arranging for disabled aircraft movement.

Correspondence with air traffic services/ Hqrs/ airlines/ municipalities.

Implement safety management systems and future developments

8) DEPARTMENT OF PROJECT

The project department handles with under taking of new projects for the

development or the expansion of the steels. There are two major sub divisions which

handle the project by the specific department. They are

1) Electrical division

2) Civil division

Electrical department:

As per the head of the department DGM shall be over all in charge for proper

administration of "Work contract" and shall ensure that all provisions of the contract

agreement are correctly implemented and installed of the same quality.


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RESPONSIBILITIES AND FUNCTIONS:

Over all proper admin of work contract and shall ensure that all

provisions of contract agreement are correctly implemented.

To accord technical sanction and approval of draft NIT as per

Delegation of power.

To assist and guide engineer-in charge. In processing and defendingthe arbitration proceedings.

To exercise effective budgetary control.

To issue completion certificates.

To attend periodical HOD meetings conducted by APD.

Civil Department:

The main duty of civil department is to examine the details which are given

in the report as per the requirement. The total expenses for the completion of the project,

number of bricks required, and time required for the completion of the project and the

necessity of the product.

Duties and Responsibilities

o To project yearly budget for the maintenance and original works.

o Responsible for utilization of funds provided in the approved budget.

o To guide engineer in charge and approval of extra items/ substituted items.

o To finalize replies to CTE'S observations and submit the same with in the

stipulated time.

o Follow up observations of quality control and those raised by technical

and financial audit.

o To exercise effective budgetary control.

o The civil department is not only responsible for the construction works but

also take care of the environment of the steels through horticulture.


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PRODUCT PROFILE

Avtar steels has a huge amount of products dealing with and it continues to produce more

for the welfare of the society. Following are some of the products of the company

1. INGOTS:

Ingots of all sizes and lengths confirming to all standards and grades are manufactured at

Avtar Steel. The products are well-suited for all industrial applications It covers the range

of both standard as well as special products. Ingots are manufactured confirming to ISO

standards.

Avtar Steel manufacture all types of :

INGOT SIZES WEIGHT OF THE

INGOT

In Inches In Millimeters ......In Kgs/piece

3X4X47 76X102X1194 65

4X5X39 102X127X991 90

4X5X47 102X127X1194 110

4X5X47 101X127X1194 135

5.5X6.5X46 140X165X1169 200

7X8X39 178X203X991 275

7X8X47 178X203X1194 325

7.25X8.25X47 184X210X1194 210

8X9X47 203X229X1194 400


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2.BRIGHT BARS :

In Steel Industry we are known amongst the Best Bright Bar producers in INDIA. The

production range includes Rounds, Flats, Ingots, Strips up to 15000 tons per annum.

3. HOT ROLLED BLACK BARS:

Our Hot Rolled Bar is perfect product for the needof the forging companies, likewise

upsetting or Re-Rolling.

While hot rolling by selection of the most appropriate Ingot/ Billet size optimum

reduction ratios are maintained. Which further ensure the complete breakage of as

cast product and afterwards resulting the good internal soundness in the rolled

products.

At every step proper identification and traceability of the material is maintained

for the proper sorting of the material as per grade vise.

4. FLATS:

Flats of different sizes and lengths confirming to all standards and grades are

manufactured at Avtar Steel. The products are well-suited for all industrial applications It

covers the range of both standard as well as special products. Flats are manufactured

confirming to ISO standards.

5. FORGED :

Heavy Forged rounds weighing are specially used in forging industry.

We at AVTAR STEEL offer forging rounds for the various application likewise forging

upsetting , ring rolling, production of bars, flats, and large sized flanges.

6. HOT ROLLED PATTI:


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Flat strips of different sizesand lengths confirming to all standards and grades are

manufactured at Avtar Steel. The products are well-suited for all industrial applications It

covers the range of both standard as well as special products. Flats are manufactured

confirming to ISO standards.

7. FLAT (ACID BRIGHT):

Flats of acid bright of different sizes and lengths confirming to all standards and grades

are manufactured at Avtar Steel. The products are well-suited for all industrial

applications It covers the range of both standard as well as special products. Flats are

manufactured confirming to ISO standards.

Avtar Steel manufacture all types of Flats (Acid Bright):

THICKNES WIDTH LENGTH in ( in inches)

5 mm 160 mm & 170 mm up to 6 Mtr



10 mm 160 mm & 170 mm up to 6 Mtr

12 mm 160 mm & 170 mm up to 6 Mtr16 mm 160 mm & 170 mm up to 6 Mtr

20 mm 160 mm & 170 mm up to 6 Mtr

25 mm 160 mm & 170 mm up to 6 Mtr

30 mm 160 mm & 170 mm up to 6 Mtr

8. COLD ROLLED PATTA:

Cold RolledPatta of different sizes and lengths confirming to all standards and gradesare manufactured at Avtar Steel. The products are well-suited for all industrial

applications It covers the range of both standard as well as special products are

manufactured confirming to ISO standards.


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Avtar Steel manufacture all types of Cold Rolled Flat (Bright Patta):

Thickness (In mm) Width (In mm) Length (In inches)

3mm 500 mm 90"

4mm 400 mm 70"

5mm 400 mm 60"


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4. REVIEW OF LITERATURE

A review on the previous studies on stress among the employees is

necessary to know the areas already covered. This will help to find our new areas

uncovered and to study them in depth. The earlier studies made on stress among the

employees are briefly reviewed here.

The research study of Jamal. M* finds that job stressors were significantly

related to employees psychosomatic problems, job satisfaction, unproductive time at the

job, and absenteeism. Type A behavior was found to be an important moderator of the

stress outcome relationship.

Brief. A. P. and J. M. Atieh*, argues that it is not safe to assume that job

conditions that have an adverse impact on affective reactions to the job will also have a

negative impact on overall subjective well-being.

Fienmann views stress as a psychological response state of negative effect

characterized by a persistent and a high level of experienced anxiety or tension.

Recent research into the interaction between the mind body show that we

may place our body on stress alert quite unconsciously, because of our psychological

and emotional attitudes to stress. Anticipatory emotions like impatience, anxiety, and

anger can produce the same nerve impulses and chemical reactions as being faced with a

concrete challenge. So when faced with a stressful situation, we must either use up theenergy created by the body to challenge or learn how to turn off, the response using a

conscious relaxation technique.


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* Jamal M. Job stress-prone Type A behavior, personal and organizational

consequences, Canadian Journal Administration Sciences, 1985. pp 360-74.

Brief. A. P and J. M. Atieh, Studying job stress: Are we making mountains out of

molehills? Journal of occupational behavior, 1987 pp115-26.

Hans Seyle, the endocrinologist, whose research on General Adaptation

Syndrome (GAS), for the first time, revealed how human beings adapt themselves to

emotional strives and strains in their lives. According to him emotional stress occurs in

three important stages. 1. Alarm reaction stage 2. Resistance stage 3. Exhaustion stage.

Alarm reaction is caused by physical or psychological stressors. Resistances are

brought about by ACTH hormone of the body. Exhaustion follows when ACTH dwindles

as a result of continual stress. (ACTH-Aprinocorticotropic)

According to Stephen .P. Robbins*, stress related headaches are the leading

cause of loss of work time in U. S. industry.

Cooper and Marshall* visualize stress as characteristics of both the focal

individual and his environment. They designate the internal and external consultive

forces as pressures or stressors and the resulting stalk of the organism on stress.

* Stephen Robbins, Organizational Behavior, Prentice Hall, U.K, 1989 pp 499-501.


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Cooper. C. L. and Marshall. J, Understanding Executive Stress, The McMillan Press

Ltd, 1978 p 4.


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5. OBJECTIVESOFTHESTUDY

Primary objective:

To undergo an in-depth study about the stress among the employees ofAVTAR STEELS.

Secondary objective:

To identify the factors causing stress among the employees.

To find out the level and kind of stress among the employees of different age

groups.

To study about the effects of stress on employees in AVTAR STEELS.

To identify the coping strategies to manage stress.


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6. SCOPE OF THE STUDY

The present world is fast changing and there are lots of pressures and demands

at work. These pressures at work lead to physical disorders. Stress refers to individuals

reaction to a disturbing factor in the environment. Hence this study would help the

organization to know the factors of stress and to reduce the stress in employees. Since it

is a well known fact that healthy employee is a productive employee.


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7. LIMITATIONS OF THE STUDY

In spite of the precautions, vigilance and

scrupulousness taken by the investigator to make the study objective, it cannot be denied

that there are certain limitations.

The employees were reluctant to give correct information.

Even though the employees gave correct information during the

unstructured interview conducted, they gave positive answer while

answering the questionnaire.

The investigator intended to cover only few areas of stress relevant to

the proposed study.

As the study was done within a limited time, investigator could not

select a sufficiently large sample for the study.


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8. RESEARCH METHODOLOGY

Research is defined as human activity based on intellectual application in the

investigation ofmatter. The primary purpose for applied research is discovering,

interpreting, and the development of methods and systems for the advancement of human

knowledge on a wide variety ofscientific matters of our world and the universe. Research

can use the scientific method, but need not do so.

Scientific research relies on the application of the scientific method, a harnessing of

curiosity. This research provides scientific information and theories for the explanation of

the nature and the properties of the world around us. It makes practical applications

possible. Scientific research is funded by public authorities, by charitable organisations

and by private groups, including many companies. Scientific research can be subdivided

into different classifications according to their academic and application disciplines.

Research methodology is a way to systematically solve the research problem. The

research methodology in the present study deals with research design, data collection

methods, sampling methods, survey, analysis and interpretations.

APPROACHES TO RESEARCH

Descriptive approach is one of the most popular approaches these days. In this

approach, a problem is described by the researcher by using questionnaire or schedule.

This approach enables a researcher to explore new areas of investigation.
http://en.wikipedia.org/wiki/Humanhttp://en.wikipedia.org/wiki/Intellectualhttp://en.wikipedia.org/wiki/Matterhttp://en.wikipedia.org/wiki/Discovery_(observation)http://en.wikipedia.org/wiki/Interpretation_(logic)http://en.wikipedia.org/wiki/Developmenthttp://en.wikipedia.org/wiki/Knowledgehttp://en.wikipedia.org/wiki/Epistemologyhttp://en.wikipedia.org/wiki/Scientific_methodhttp://en.wikipedia.org/wiki/Scientific_methodhttp://en.wikipedia.org/wiki/Curiosityhttp://en.wikipedia.org/wiki/Sciencehttp://en.wikipedia.org/wiki/Naturehttp://en.wikipedia.org/wiki/Propertyhttp://en.wikipedia.org/wiki/Propertyhttp://en.wikipedia.org/wiki/Naturehttp://en.wikipedia.org/wiki/Sciencehttp://en.wikipedia.org/wiki/Curiosityhttp://en.wikipedia.org/wiki/Scientific_methodhttp://en.wikipedia.org/wiki/Scientific_methodhttp://en.wikipedia.org/wiki/Epistemologyhttp://en.wikipedia.org/wiki/Knowledgehttp://en.wikipedia.org/wiki/Developmenthttp://en.wikipedia.org/wiki/Interpretation_(logic)http://en.wikipedia.org/wiki/Discovery_(observation)http://en.wikipedia.org/wiki/Matterhttp://en.wikipedia.org/wiki/Intellectualhttp://en.wikipedia.org/wiki/Human


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RESEARCH DESIGN

A research design is the arrangement of conditions for collection and analysis of

data in a manner that aims to combine relevance to the research purpose with economy in

procedure.

A well structured questionnaire is framed.

Data is collected from the employees in AVTAR STEELS.

Findings are made and necessary suggestions and recommendations are given.


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DATA SOURCES

There are two types of data collection namely primary data collection and

secondary data collection.

PRIMARY DATA

The primary data is defined as the data, which is collected for the first time and fresh in

nature, and happen to be original in character through field survey.

Primary data collection, you collect the data yourself using methods such as interviews

and questionnaires. The key point here is that the data you collect is unique to you and

your research and, until you publish, no one else has access to it.

There are many methods of collecting primary data and the main methods include:

questionnaires

interviews

focus group interviews

observation

case-studies

diaries

critical incidents

portfolios.


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SECONDARY DATA

The secondary data are those which have already been collected by someone

else and have been passed through statistical process. The secondary data for this study

are already available in the firm's internal records, annual report, broaches, and

company's website.

In research, Secondary data is collecting and possibly processing data by people other

than the researcher in question. Common sources of secondary data for social science

include censuses, large surveys, and organizational records (Mintel). In sociology

primary data is data you have collected yourself and secondary data is data you have

gathered from primary sources to create new research. In terms of historical research,

these two terms have different meanings. A primary source is a book or set of archival

records. A secondary source is a summary of a book or set of records.

Advantages to the secondary data collection method are - 1) it saves time that would

otherwise be spent collecting data, 2) provides a larger database (usually) than what

would be possible to collect on ones own However there are disadvantages to the fact that

the researcher cannot personally check the data so it's reliability may be questioned.

DATA COLLECTION METHOD
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The data collection method used in this research is survey method. Here the

data are systematically recorded from the respondents.

RESEARCH TOOL

A structured questionnaire has been prepared to get the relevant information from

the respondents. The questionnaire consists of a variety of questions presented to the

respondents for their despondence. The various types of questions used in this survey

are:

Open ended questions

Closed ended questions

Multiple choice questions


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SAMPLING-MEANING

Sampling is that part ofstatistical practice concerned with the selection of individual

observations intended to yield some knowledge about a population of concern, especially

for the purposes ofstatistical inference. Each observation measures one or more

properties (weight, location, etc.) of an observable entity enumerated to distinguishobjects or individuals. Survey weights often need to be applied to the data to adjust for

the sample design. Results from probability theory and statistical theory are employed to

guide practice.

The sampling process comprises several stages:

Defining the population of concern

Specifying a sampling frame, a set of items or events possible to measure Specifying a sampling method for selecting items or events from the frame

Determining the sample size

Implementing the sampling plan

Sampling and data collecting

Reviewing the sampling process

SAMPLE UNIT

The employees of AVTAR STEELS are the sample unit in the survey.

SAMPLE SIZE

The sample size chosen for this study is 100.

HR - 15

CIVIL - 10

ELECTRICAL - 10STEELS - 35

ACCOUNTS - 25

COMMERCIAL - 5

----------

100

TYPE OF SAMPLING
http://en.wikipedia.org/wiki/Statisticalhttp://en.wikipedia.org/wiki/Population_(statistics)http://en.wikipedia.org/wiki/Statistical_inferencehttp://en.wikipedia.org/wiki/Probability_theoryhttp://en.wikipedia.org/wiki/Statistical_theoryhttp://en.wikipedia.org/wiki/Sampling_(statistics)#Sampling_frame#Sampling_framehttp://en.wikipedia.org/wiki/Set_(mathematics)http://en.wikipedia.org/wiki/Sampling_(statistics)#Sampling_methods#Sampling_methodshttp://en.wikipedia.org/wiki/Sampling_(statistics)#Sampling_methods#Sampling_methodshttp://en.wikipedia.org/wiki/Set_(mathematics)http://en.wikipedia.org/wiki/Sampling_(statistics)#Sampling_frame#Sampling_framehttp://en.wikipedia.org/wiki/Statistical_theoryhttp://en.wikipedia.org/wiki/Probability_theoryhttp://en.wikipedia.org/wiki/Statistical_inferencehttp://en.wikipedia.org/wiki/Population_(statistics)http://en.wikipedia.org/wiki/Statistical


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The sampling type is non-probability which involves deliberating selections of

particular units constituting a sample, which represents the universe.

STRATIFIED SAMPLING:

Stratum means a layer population from which samples are to be selected

may contain a number of layers from each layer a few samples are selected that is why

this method is called stratified sampling.

STATISTICAL METHODS USED

Percentage analysis

Bars & charts

Pie diagrams

STATISTICAL TOOLS USED

Chi-square test Weighted average

PERCENTAGE ANALYSIS:

Percentage refers to a special kind of ratio. Percentages are used in making

comparison between two or more series of data. Percentage is used to describe relative

terms the distribution of two or more series of data.

No. of Respondents

Percentage of Respondents = ------------------------ X 100

Total Respondents


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DEFINITION OF HYPOTHESIS:

According to Goode and Hatt, "Hypothesis is a proposition, which can be put to

test to determine validity".

A hypothesis can be defined as a logically conjectured relationship between two

or more variables expressed in the form of testable statement.

NULL HYPOTHESIS (H0):

Null hypothesis is formulated only to test whether there is any relationship

between variables related to the problem being studied. Usually the null hypothesis is

formed as a negative statement.

ALTERNATE HYPOTHESIS (H1):

Alternate Hypothesis (H1) is a statement, which is accepted after the null

hypothesis is rejected based on the test result. The alternate hypothesis usually is formed

as a positive statementCHI-SQUARE TEST:

The Chi-Square test is one of the simplest and most

widely used non parametric tests in statistical work. The symbol X2 is the Greek letter

Chi. Karl Pearson first used the chi-square test in the year 1980. The quantity chi-square

describes the magnitude of the discrepancy between theory and observation.

In this Chi-square test Yates correction is used when the value of observed frequency in

less than 10. The formula is given as,

X2 = (|OiEi|)2

Ei

Power of Association Test:

If calculated value (cal) > X2 table value the Null

hypothesis is rejected and it is interpreted that the two variables are associated with each

other. This chi-square test is strong one for determining the existence of association

between two variables.


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WEIGHTED AVERAGE:

It can be defined as an average whose component items are multiplied by

certain values (weights) and the aggregate of the products are divided by the total of

weights.

If x1, x2, x3 ...xn are n values and f1, f2, f3........fn are their weights (frequencies)

respectively then,

f1x1+f2x2+.....+fnxn

X = ---------------------------

f1+f2+.......+fn

PILOT STUDY (Tested with 10 samples initially):

Pilot study is defined as a study, which is done in the initial stage of theproject in order to find the reliability of the questionnaire and to restructure the

questionnaire on the respondent's suggestions.

IMPORTANCE OF PILOT STUDY:

It will increase the reliability of the scheduler.

It helps to restructure the scheduler.

It identifies the defects in the scheduler.

It helps to add or remove the questions in the scheduler.

AREA AND PERIOD OF SURVEY:

The project is being done for a period for three months from January 7, 2008 to

April 7, 2008 and the survey was conducted in AVTAR STEELS, Chennai.


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9. DATA ANALYSIS AND INTERPRETATIONS

Table 9.2: AGE WISE CLASSIFICATION OF EMPLOYEES

AGE NO. OF RESPONDENTS PERCENTAGE

(21-30) YRS69

23%

(31-40) YRS75

25%

(41-50) YRS72

24%

50 & ABOVE YRS84

28%

Total 300 100%

CHART 9.2: AGE WISE CLASSIFICATION OF EMPLOYEES

Inference:

It is observed from the survey that 25% of the respondents are

between (31-40) yrs, 24% of the respondents are between (41-50) yrs, 28% of the

respondents are above 50 years and 23% of the respondents are between (21-30) yrs.

0

1020

30

40

50

60

70

80

90

(21-30)Y

RS

(31-40)Y

RS

(41-50

)YRS

50&ABO

VEYRS

NO. OF

RESPONDENTS


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TABLE 9.3: GENDER WISE CLASSIFICATION OF EMPLOYEES

GENDER NO. OF RESPONDENTS PERCENTAGE

MALE 171 57%

FEMALE 129 43%

Total 300 100%

CHART 9. 1: GENDER WISE CLASSIFICATION OF EMPLOYEES

Inference:

It is found from the survey that 57% of the respondents are male and 43%

of the respondents are female.

MALE

FEMALE


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TABLE 9.4: CLASSIFICATION ON EDUCATIONAL QUALIFICATION

QUALIFICATION NO. OF RESPONDENTS PERCENTAGE

SSLC 60 20%

UNDER GRADUATE 69 23%POST GRADUATE 51 17%

TECHNICAL 51 17%

PROFESSIONAL 69 23%

Total 300 100%

CHART 9. 2: CLASSIFICATION ON EDUCATIONAL QUALIFICATION

Inference:

It is evident from the survey that 69% of the respondents are

professionally qualified,23% of the respondents have graduation, 17% of the respondents

have post graduation and technically qualified, 20% of the respondents have only done

finished SSLC.

SSLC

UNDERGRADUATE

POST GRADUATE

TECHNICAL

PROFESSIONAL


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TABLE 9.5: WORK EXPERIENCE WITH AVTAR STEELS

ATTRIBUTES NO. OF RESPONDENTS PERCENTAGE

< 5 YRS 75 25%

(5-10) YRS 69 23%(10-15) YRS 84 28%

> 15 YRS 72 24%

TOTAL 300 100%

CHART 9. 5: WORK EXPERIENCE WITH AVTAR STEELS

Inference:

It is found from the survey that 24% of the respondents have morethan 15 years of experience, 23% of the respondents have (5-10) yrs of experience and

28% of the respondents have their experience between (10-15)yrs remaining 24% of the

respondents have less than 5 years of experience.

TABLE 9.6: PHYSICAL WORKING CONDITION OF THE ORGANIZATION

0

10

20

30

40

50

60

70

80

90

< 5

YRS

(5-10)

YRS

(10-15)

YRS

> 15

YRS

NO. OF

RESPONDENTS


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SATISFACTION NO. OF RESPONDENTS PERCENTAGE

HIGHLY SATISFIED69

23%

SATISFIED

84

28%

NUETRAL72

27%

HIGHLY DISSATISFIED51

17%

DISSATISFIED24

8%

TOTAL300

100%

CHART 9.6: PHYSICAL WORKING CONDITION OF THE ORGANIZATION

Inference:

It is found from the survey that more than half of the respondents (28%) are

satisfied with the physical working condition of the organization. 27% of the

respondents are neither satisfied nor dissatisfied with the physical working condition

of the organization, 23% of the respondents are highly satisfied with the physical

working condition of the organization, 17% of the respondents are highly dissatisfied

wth physical condition provided and 8% respondents are dissatisfied with physical

working condition of the organization.

0102030405060708090

HIGH

LY

SATISFIED

SATISFIED

NUET

RAL

HIGHLY

DISSATIS

FIED

DISSATIS

FIED

NO. OF

RESPONDENTS


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TABLE 9.7: OPINION ABOUT THE PAYPACKAGE PROVIDED BY THE

ORGANIZATION


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HIGHLY SATISFIED84

28%

SATISFIED72

24%

NUETRAL69

23%

HIGHLY DISSATISFIED24

8%

DISSATISFIED51

17%

TOTAL300

100%

CHART 9. 3 : OPINION ABOUT THE PAY PACKAGE

Inference:

It is evident from the survey that 28% of the employees are highly

satisfied with the pay scale provided, 24% of the respondents are satisfied with their pay

scale, 23% of them are neither satisfied nor dissatisfied, 8% of them are highly

dissatisfied, and 17% of the respondents are dissatisfied with the pay scale provided.

0102030405060708090

HIGH

LY

SATISFIED

SATISFIED

NUET

RAL

HIGHLY

DISSATIS

FIED

DISSATIS

FIED

NO. OF

RESPONDENTS


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TABLE 9.8: OPINION ABOUT THE JOB

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

CHALLENGING 24 8%

INTERESTING 84 28%

ROUTINE 51 17%

BORING 72 24%

MONOTOUS 69 23%

TOTAL 300 100%

CHART 9.4: OPINION ABOUT THE JOB

Inference:

It is observed from the survey that 28% of the respondents feel the job

interesting, 24% of them feel it boring, 17% of the respondent feel it routine, 23% of

them feel it boring and 8% of them feel it challenging.

010

203040

506070

8090

CHALLE

NGIN

G

INTE

RESTIN

G

ROUT

INE

BORI

NG

MONO

TOUS

PARTICULARS

NO. OF

RESPONDENTS


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TABLE 9.9: OPINION ABOUT THE COMPLETION OF THE WORK AT THE

SPECIFIED TIME


STRONGLY AGREE 69 23%

AGREE 24 8%

UNDECIDED 72 24%

STRONGLY DISAGREE 84 28%

DISAGREE 51 17%

TOTAL 300 100%

CHART 9. 9: PROGRAMS THAT COULD BE ADAPTED TO MANAGE STRESS

Inference:

It is found from the survey that 23% of them strongly agree thatthey can complete the work at time, 8 % of them agree that they can complete work at

time, 24% of them have no idea, 28% of them strongly disagree that they cannot

complete the work in time, 17% of them disagree that they cannot finish the work in time.

TABLE 9.10: WORK OVERLOAD

0

1020

30

4050

60

7080

90

STRONGLY

AGREE

AGREE

UNDECIDED

STRONGLY

DISAGREE

DISAGREE

NO. OF

RESPONDENTS


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PARTICULARS NO. OF RESPONDENTS PERCENTAGE

STRONGLY AGREE 51 17%

AGREE 84 28%

UNDECIDED 72 24%

DISAGREE 69 23%STRONGLY DISAGREE 24 8%

TOTAL 300 100

CHART 9. 10 : WORK OVERLOAD

Inference:

It is observed from the survey that 17% of the respondents are

overloaded with work, 24% left it undecided and 23% of the respondents say that they are

not overloaded with work.

0 50 100STRONGLY

AGREE

UNDECIDED

STRON

GLY

DISAG

REE

NO. OF

RESPONDENTS


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TABLE 9.11: STRESS IN JOB

PREFERNCE NO. OF RESPONDENTS PERCENTAGE

YES 183 61%NO 117 39%

TOTAL 300 100%

CHART 9. 11: STRESS IN JOB

Inference:

It is evident from the survey that 61% of the respondents suffer

stress and 31% of the respondents do not suffer stress.

TABLE 9. 12: STRESS CAUSING FACTORS AMONG DIFFERENT LEVELS OF

EMPLOYEES

YES

NO


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FACTORSNO.OF

RESPONDENTSPERCENTAGE

ROLE OVERLOAD120

40%

ROLE

UNDERLOAD 9331%

INTERPERSONAL

RELATIONSHIP 8729%

TOTAL300

100%

CHART 9. 12: STRESS CAUSING FACTORS AMONG DIFFERENT LEVELS OF EMPLOYEES

Inference:

It is observed from the survey that for most of the respondents of all the

level of employees role overload is the major stress causing factor; the second place goes

to the role under load and then comes the inter personal relationship

TABLE 9.13: KIND OF STRESS IN JOB AMONG DIFFERENT AGE GROUP

0

20

40

60

80

100

120

140

ROLE

OVERL

OAD

ROLE

UNDE

RLOA

D

INTE

RPER

SONA

L

RELATI

ONSH

IP

NO.OF

RESPONDENTS


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PARTICULARSNO.OF

RESPONDENTSPERCENTAGE

PHYSICAL93

31%

MENTAL87

29%

BOTH120

40%

TOTAL300

100%

CHART 9. 13: KIND OF STRESS AMONG DIFFERENT AGE GROUP

Inference:

It is found from the survey that 31% of them suffer physical stress,

29% of them suffer mental stress and the remaining of them suffer from both the stress.

0

20

40

60

80

100

120

140

PHYS

ICAL

MENT

ALBO

TH

NO.OF

RESPONDENTS


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TABLE 9. 14: LEVEL OF STRESS

LEVEL OF STRESS NO. OF RESPONDENTS PERCENTAGEVERY HIGH 72 24%

HIGH 69 23%

MODERATE 51 17%

LOW 72 24%

VERY LOW 36 12%

TOTAL 300 100%

CHART 9.14: LEVEL OF STRESS

Inference:

It is found from the survey that 17% of the respondents have moderate level of

stress, 24% of the respondents have high level of stress, and only 12% of the respondents

have very low level of stress.

0 20 40 60 80

VERY

HIG

H

HIGHM

ODER

ATE

LOW

NO. OF

RESPONDENTS


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TABLE 9.15: PHYSICAL INCONVENIENCE DUE TO STRESS

PREFERNCE NO. OF RESPONDENTS PERCENTAGE

YES 156 52%

NO 144 48%

TOTAL 300 100%

CHART 9. 15: PHYSICAL INCONVENIENCE DUE TO STRESS

Inference:

It is evident from the survey that 52% of the respondents suffer

from physical inconvenience due to stress and 48% of the respondents do not suffer

stress.

TABLE 9.16: KIND OF INCONVENIENCE

YES

NO


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INCONVENIENCE NO. OF RESPONDENTS PERCENTAGE

HEADACHE 72 24%

HIGH BLOOD PRESSURE 36 12%

DIGESTIVE PROBLEM 69 23%

HYPERTENSION 72 24%

NERVOUSNESS 51 17%TOTAL 300 100%

CHART 9.16: KIND OF INCONVENIENCE

Inference:

It is observed from the survey that most of the respondents 24% suffer

from headache and hypertension and second comes the digestive problem due to stress,

then comes the nervousness and only less % of the respondents suffer from nervousness

and digestive problems.

01020304050607080

HEADACHE

HIGHBLOOD

PRESSURE

DIGESTIVE

PROBLEM

HYPERTENSION

NERVOUSNESS

NO. OF

RESPONDENTS

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