original..stress mangement

STRESS MANGEMENT MGM SPRINGS

SRINIVASA RAMANUJAN INSTITUE OF TECHNOLOGY

INRODUCTION

Human Resource Management has come to be recognized as an inherent part of

management which is concerned with the human resources of an organization. Its objectives

is the maintenance of better human resource in the organization by the development

application and evaluation of policies , procedures and programs relating to optimize their

contribution towards the realization of organizational objectives.

Human Resources may be defined as the total knowledge, skills, creative abilities,

talents and aptitudes of an organization’s workplace, as well as the values, attitudes,

approaches and beliefs of the individuals involved in the affairs of the organization. It is the

sum total or aggregate of inherent abilities, acquired knowledge and skills represented by the

talents and aptitudes of the persons employed in the organization.

In the other words, HRM is concerned with getting better results with the

collaboration of people. It is an integral but distinctive part of management, concerned with

people at work and their relationship within the enterprise. HRM helps in attaining maximum

individual development, desirable working relationship between employees and employers,

employees and employee, and effective modeling of human resources as contrasted with

physical resources. It is the recruitment, selection, development, utilization, compensation

and motivation of human resources by the organization.

1.1 Human Resources Management: Evaluation:

The early part of the century saw a concern for improved efficiency through careful

design of work. During the middle part of the century emphasis shifted to the employee’s

productivity. Recent decades have focused on increased concern for the quality of working

life, total quality management and worker’s participation in management. These three phases

may be termed as welfare development and empowerment.

1.1.1HRM: Nature:

Human Resources Management is a process of bringing people and organization

together so that the goals of each are met. The various features of Human Resources

Management include:



It is pervasive in nature as it is present in all enterprises.

It tries to help employees develop their potential fully.

It encourages employees to give their best to the organization.

It is all about people at work, both as individuals and groups.

It helps an organization meet its goals in the future by providing for competent and

well-motivated employees.

It tries to build and maintain cordial relations between people working at various

levels in the organization.

1.1.2HRM: Scope:

The scope of HRM is very wide:

Personal aspect- This is concerned with manpower planning, recruitment, selection,

placement, transfer, promotion, Training and development, layout off and

retrenchment, remuneration, incentives, productivity etc…,

Welfare aspect- It deals with working conditions and amenities such as canteens ,

lunch rooms, housing, transport, medical assistance, education, health and safety,

recreation facilities, etc…,

Industrial relations aspect- this covers union-management relations, joint consultation,

collective, bargaining, grievance and disciplinary procedures, settlement of dispute,

etc..,

1.1.3HRM: Objectives:

HRM helps a company to achieve its objectives from time to time by creating a

positive attitude among workers. Reducing wastage and making maximum use of

resources etc.

To utilize the knowledge, skills, abilities, of individual for fulfilling objectives of

organization

To identify the needs and aspirations of individuals and fulfilling them

To achieve and maintain high morale among employee.



To be ethically and socially responsive to the needs of society.

1.1.4 Human Resource Management: Functions:

In order to achieve the above objectives, Human Resource Management undertakes

the following functions:

Human Resource or manpower planning.

Recruitment, selection and placement of personnel.

Training and Development of employees.

Appraisal of performance of employees.

Taking corrective steps such as transfer from one job to another.

Remuneration of employees.

Social security and welfare of employees

Developing and maintaining motivation for workers by providing incentives

Job rotation

Quality circle, organization development and quality of working life.

1.1.5 STRESS RELATED TO HRM:

The Human Resources Management function includes a variety of activities. It is

important function of HR department to take care of the human resources in the

organization.

Human Resources Management is the process of coordination an organization’s

Human resources to meet organizational goals. Human resources professionals deal with

such areas as employee recruitment and selection, performance, evaluation, compensation

and benefits, professionals, development, safety and health, forecasting and labor

relations.

In today’s competitive world it has become crucial for any organization to be

efficient in all areas. Human capital is the most important asset of any organization. An

employee faces different pressures both in and out of the work place. These pressures

causes stress in the individual and cause a burden out employee. Only a stress free



employee can deliver a performance that is benefiting to the company. So it is crucial to

identify the various causes of stress in the employee.

1.2 STRESS:

Stress is inevitable in today’s complex life, Right from the time of birth

till death; an individual is invariably exposed to various stressful situations.

The threat of political and economic imbalance and uncertainties,

unemployment, poverty, urbanization and increased socio-economic

complexities and innumerable other factors contribute to stress. In fact,

modern times have been called the “age of anxiety and stress”.

In the context the terms ‘stress’ refers only to a stress with significant

negative consequences, or distress in the terminology advocated by Hans

Selye rather than what he calls eustress, a stress whose consequence are

helpful or otherwise positive. Stress has been identified as one of the most

common work-related of modern times.

It is well recognized that stress reduces employee well-bring, and that

excessive or sustained work pressure can lead to stress. Occupational stress

poses a risk to most business and compensation payments for stress-related

injuries are rising. It is important to meet the challenge by dealing with

excessive and long-term causes of stress.

1.2.1 What is stress?

Stress is the “wear and tear” our bodies experience as we adjust to our continually

changing environment. It has physical and emotional effects on us and can create positive

or negative feelings.



1.2.2 Definition:

Stress is defined as a “a state of psychological and physiological imbalance resulting

from the disparity between situational demand and the individual’s ability and motivation

to meet those needs”.

Dr. Hans selye, one of the leading authorities on the concept of stress as “the rate of

all wear and tear caused by life”. Stress can be positive or negative:

1. Stress is good when the situation offers an opportunity to a person to gain something.

It acts as a motivator for peak performance.

2. Stress is negative when a person faces social physical, organization and emotional

problems.

Stress is one of the most important reasons behind sickness from work and stress-

related absence is increasing. Stress adversely affects their health, happiness and

home life as well as their performance at work.

1.2.3 Work place stress:

“Job stress can be defined as the harmful physical and emotional responses that occur

when the requirements of job do not match the capabilities, resources, or needs of the worker.

Job stress can be lead to poor health and even injury”.

Workplace- Related stress:

Workload issues;

Rapid change;

Job insecurity;

Poor working relationship;

Lack of control over work/empowerment;



1.2.4 How can I tell what is optimal stress for me?’

There is no single level of stress that is optimal for all people. We are all individual

creatures with unique requirements. As such, what is distressing to one may be a joy to

another. And even when we agree that a particular event is distressing. We are likely to differ

in our physiological and psychological responses to it.

1.2.5 How can I tell manage stress better?

Identifying unrelieved stress and being aware of its effect on our lives is not sufficient

for reducing its harmful effects. Just as there are many sources of stress, there are many

possibilities for its management. However, all require work toward change: changing the

sources of stress and /or changing your reaction to it. How do you proceed?



1.2.6 CAUSES OF STRESS

Both positive and negative events in one’s life can be stressful. However major life

changes are the greatest contribution of stress for most people.

1. If people have to travel a lot and have to move from place to place, it can causes

stress.

2. Individual can also be under stress if they are about to enter some new environment.

They may be going to new colony. To a new college or they may be joining a new

organization.

There are three main categories that cause stress. They are

Lack of needs:

o Physiological

o Safety

o Belonging

o Ego or status

o Self-actualization

Organization:

o Physical environment

o Role-related

o Relationships

o Changes in the organization

Life

o Personal changes

o Personal trauma

o Time pressure

o Competition

o Financial problems

o Noise

o Disappointments



1.2.7 SYMPTOMS OF STRESS

Symptoms of stress fall into three general, but interrelated, categories-Physical,

mental and emotional. Review this list carefully. If you find yourself frequently experiencing

these symptoms, you are likely feeling distress.

Headaches

Fatigue

Hypertension

Heart problems

Anxiety

Sweating palms/shaking hands

Sleep disturbances

Irritability

1.2.8 FEELINGS:

o The individual becomes anxious become anxious about the outcomes and its Scared.

The person feels that he has got something to loose or something wrong will take

place.

o In an anxious State the person does not want to be corrected or interrupted. The

person becomes irritable and moody

o During high level of stress the individual develops a negative frame of mind and

suffers from low self- esteem. The individual does not have a focused approach and it

is not able to concentrate and is involved in his own plans and thoughts.

o Physiological and Behavioral changes

o Speech problems

o Crying for no apparent reason

o Laughing in a high pitch and nervous tone of voice

o Grinding of teeth

o Increasing smoking and use of drugs and alcohol

o Being accident-prone



o Perspiration/ Sweaty hands

o Increased hear beat

o Trembling

o Nervous ticks

o Trembling

o Nervous ticks

o Urinating frequently

o Sleeping problems

o Vomiting

o Headaches

1.2.9 REMEDIES TO REDUCE STRESS

There are two major approaches to reduce stress. They are

Individual approaches

Organizational approaches

Individual Approaches:

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 Management

Many people manage their time very poorly. Some of well-known time management

principles include,

Making daily list of activities to be accomplished

Scheduling activities according to the priorities set

Prioritizing activities by importance and urgency

Physical Exercise



Practicing physical exercise like aerobics, brisk 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.

Organizational Approaches:

Several of the factors that causes 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 decision

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

motivation. Designing jobs to give employee 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.



For example: Type an individual may believe that they must be successful at everything they

do. The second step consists of replacing these irrigational 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 starting discoveries. Sleep starved rats

have developed stress syndrome. The amount of sleep one requires various from person to

person and is dependent on one’s 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.

1.2.10 GOOD STRESS V/S BAD STRESS:

Stress has often been misunderstood to be negative, with few people acknowledging

the importance and usefulness of positive stress. In our everyday lives, Stress in everywhere

and definitely unavoidable; hence our emphasis should be an differentiating between what is

good stress, what is bad. This will help us to learn to cope with negative stress, and harness

the power of positive stress to help is achieve more.

There are 4 main categories of stress, namely eustress, distress, hyper stress and hypo

stress. Negative stress can cause many physical and psychological problems, what positive

stress can be very helpful for us. Here’s how we differentiate between them.

EUSTRESS

This is positive from of stress, which prepare your mind and body for the imminent

challenges that it has perceived. Eustress is a natural physical reaction by your body which

increases blood flow to your muscles, resulting in a higher heart rate. Athletes before a

competition or perhaps a manager before a major presentation would do well with Eustress,

allowing them to derive the inspiration and strength that is needed.



DISTRESS

We are familiar with this word, and know that it is a negative form of stress. This

occurs when the mind and body is unable to cope with changes, and usually occurs when

there are deviations from the norm. They can be categorized into acute stress and chronic

stress persists over a long period of time. Trigger events for distress can be a change in job

scope or routine that the person is unable to handle or cope with.

HYPERSTRESS

This is another form of negative stress that occurs when the individual is unable to

cope with the workload. Examples include highly stressful jobs, which require longer

working hours than the individual can handle. If you suspect that you are suffering from

hyper stress, you are likely to have sudden emotional breakdown over insignificant issues, the

proverbial straws that broke the back. It is important for you to recognize that your body

needs a break, or you may end up with severe and chronic physical and psychological

reactions.

HYPO STRESS

Lastly, hypo stress occurs when a person has nothing to do with his time and feels

constantly bored and unmotivated. This is due to an insufficient amount of stress; hence some

stress is inevitable and helpful to us. Companies should avoid having workers who

experience hypo stress as this will cause productivity and mindfulness to fall. If the job scope

is boring and repetitive, it would be a good idea to implement some form of job rotation so

that there is always something new to learn.

1.2.11 MANAGING STRESS

Here are some strategies for dealing with stress:

Schedule time for vacation, breaks in your routine, hobbies and fun activities.



Try to arrange for uninterrupted time to accomplish tasks that need your

concentration. Arrange some leisure time during which you can do thing that you

really enjoy.

Avoid scheduling too many appointments, meetings and classes’ back- to-back.

Allows breaks to catch your breath. Take a few slow, deep breaths whenever you feel

stressed. Breathe from the abdomen and, as you exhale, silently say to yourself, “I feel

calm”.

Become an expert at managing your time. Read books, view videos, and attend

seminars on this time management. Once you cut down on time wasters, you will find

more time to recharge yourself.

Learn to say “no”. Setting limits can minimize stress, spend time on your main

responsibilities and priorities rather than allowing other people’s priorities or needs to

dictate how you spend your time.

Exercise regularly to reduce muscle tension and promote a sense of well-being.

Tap into your support network. Family, friends, and social groups can help when

dealing with stressful events.



INDUSTRY PROFILE

2.1.1: AUTOMOBILE SPARE PARTS INDUSTRY PROFILE

Automobile spare parts industry is one of the major and oldest established

manufacturing industries in the modern sector of Indian economy. It is an indigenous industry

in which the company is well endowed with the necessary raw materials, skilled manpower

equipment and machinery technology.

The automobile sector can be divided into several segments: 2 & 3 wheelers,

passenger cars, commercial vehicles (Heavy CVs/light CVs), utility vehicles (UVs) and

tractors. For all these automobiles to move forward the spare parts will be very much

required.

2.1.2: AUTOMOBILE SPARE PARTS INDUSTRY IN INDIA

The Indian automobile industry is the tenth largest in the world with an annual

production of approximately 2 million units. Indian auto industry, promises to become the

major automotive industry in the upcoming years and the industry experts are hopeful that it

will touch 10 million units mark. Indian automobile industry is involved in design,

development, manufacture, marketing, and sale of motor vehicles. There are a number of

global automotive giants that are upbeat about the expansion plans and collaboration with

domestic companies to produce automobiles in India.

The escalating Indian automobile industry has indirectly influenced the expansion of

the auto spare parts sector in the country. India is steadily surfacing as an international

outsourcing destination for producing different automotive components. Firms like Volvo,

Toyota, Daimler Chrysler, Hyundai, etc. are sourcing their auto spare parts from different

automotive makers of India.

2.1.3: India as a global Auto Spare Parts manufacturing hub

over the years, Indian Auto Spare Parts sector has witnessed a slow yet steady growth. It has

emerged as the preferred manufacturing hub for auto components due to various reasons.

Some of them are:



The long-established manufacturing industry of India

Low-priced workforce and easy availability of raw materials making India cost

competitive

Operational units of leading global auto component makers like Meritor, Visteon,

Bosch, etc in India

Both auto makers and auto components makers have established their International

Purchasing Offices (IPOs) in the nation

World class quality auto spare components are manufactured in the country

Research and development activities are conducted in India for global firms like

Johnson Controls, Daimler Chrysler, Suzuki, General Motors, etc.

2.1.4: Types of Auto Spare Parts:

The different types of Auto spare parts are:

1. Auto Electrical Parts

o Starters,

o Armatures,

o Commutators,

o Field Coils,

o Starter Bendix Drives,

o Alternators,

o Rotors,

o Stators,

o Housings,

o Flash Relays,

o Carbon Brushes

2. Nuts & Bolts

o Hub Bolts,

o T- Bolts,

o Washers,

o Nuts,



o U-Bolts

3. Transmission Parts

o Gears,

o Tie-Rod Ends,

o Ball Joints,

o U-J Cross

4. Brake Parts & Rubber Components

o Brake Hoses,

o Fuel Lines,

o Engine Mountings,

o Supports,

o Brake Pipes,

o Fuel Injection Pipes

2.1.5: Indian Automobile Parts Scenario

The Indian automobile components and spares industry is highly disorganized and

fragmented. Approximately 400 companies belong to the Original Equipment Manufacturers

(OEM) category. Other companies (about 10,000 of them) operate in the unorganized sector.

These low tier companies manufacture relatively unsophisticated car parts.

The Indian automobile spare parts manufacturing sector possess a distinct commercial

advantage over its global counterparts. The lure of abundant availability of raw materials,

technically skilled workforce and relatively lower labor costs have compelled many foreign

companies to invest heavily in India. The country has seen investments equaling 9 billion US

dollars in 2014. Most of the automobile spare parts companies are proximate to the main car

assembly plant. This helps to lower transportation costs and also have the advantage of a

quick turn-around time.

Auto events in India suggest how fast the vehicle manufacturing and associated sectors in

India are developing. As laid down by reports from dependable sources in February 2014 that

were released following an all-inclusive survey on the vehicle market of the country, it is

assumed that by the year 2015, India will probably turn into a titan in this domain. In point of



fact, analysts have expressed the view that the automobile market of India has the capacity to

outclass the automobile market of Europe.

It has been predicted that the rise of the automobile market in India will be sky-high and by

2020, it will begin to produce 6 million units every year. In addition, it is anticipated that by

the year 2030, the car manufacturing sector of India will be producing revenues between

USD $150 and USD $200 billion.

Taking into consideration the truth that the buying power of the middle class society in India

has increased and contributed towards the development, the Indian automobile industry is

expected to grow further. Hence, this puts in plain words why so many auto events in India

are held annually at various occasions and venues. Given below is some interesting

information of some such events that are scheduled to be held in India over the next months .

As per industry estimates, out of the total turnover of the Indian auto spares industry, around

60% is derived from sales in domestic, around 25% comes from sales to the domestic

replacement market and around 15% is derived from exports. Thus, domestic demand

recovery/sustenance will be the primary variable that will govern the automobiles spare

industry’s revenue growth and profitability prospects over the short term.

2.1.6: Market Size

The Indian auto-components industry can be broadly classified into the organized and

unorganized sectors. The organized sector caters to the original equipment manufacturers

(OEMs) and consists of high-value precision instruments while the unorganized sector

comprises low-valued products and caters mostly to the aftermarket category.

The Indian auto component industry is expected to register a turnover of US$ 66 billion by

2015–16 with the likelihood to touch US$ 115 billion by for 2020–21 depending on favorable

conditions, as per the estimates by Automotive Component Manufacturers Association of

India (ACMA). In addition, industry exports are projected to reach US$ 12 billion by for 15–

16 and add up to US$ 30 billion by for 20–21.

Revenues for the auto industry in 2014-15 are expected to grow by 11-12 per cent supported

by healthy recovery by major original equipment manufacturers (OEMs) in the medium and

heavy commercial vehicles (M&HCV) and passenger vehicle (PV) segment.



2.1.7: Investments

The cumulative foreign direct investment (FDI) inflows into the Indian automobile industry

during the period April 2000 – February 2015 were recorded at US$ 12,232.06 million, as per

data published by the Department of Industrial Policy and Promotion (DIPP).

Some of the major investments made into the Indian auto components sector are as follows:

Amtek Auto Ltd has acquired Germany-based Scholz Edelstahl GmbH through its

100 per cent Singapore-based subsidiary Amtek Precision Engineering Pte Ltd.

MRF Ltd plans to invest Rs 4,500 crore (US$ 711.16 million) in its two factories in

Tamil Nadu as part of its expansion plan.

Uno Minda has formed a joint venture with Kosei Aluminum Co. Ltd, a Japanese

alloy wheel maker, to manufacture and sell alloy wheels in India. This new project

will set up a total investment of Rs 200 crore (US$ 31.61 million), with Uno Minda

holding a 70 per cent stake and Kosei Aluminum 30 per cent.

German luxury car maker Bayerische Motoren Werke AG’s ( BMW ’s) will set up a

local sourcing parts from at least seven India-based auto parts makers in response to

promote ‘Make in India’.



COMPANY PROFILE

2.2.1: Introduction:

Hailing from rural stock, Sri Somappa who had humble beginnings, by virtue of hard

work integrity and dedication to social service rose to the prominent position as the national

leader for handloom weavers and the leading industrialist of rayalaseema. He was conferred

Padmashri national award for the social service rendered by him in the very first list of

honors by the Rashtrapathi in the year 1954.

Somappa was the son of machaniSomanna a master weaver, who had five sons of

whom Somappa was the fourth and eldest was MachaniGangappa ion whose name the family

concern of M.G. Brothers(MachaniGangappa Brothers) were started.

Under somappa’s guidance, his youngest brother M.Ramanna developed family

business like running of buses for passenger traffic, Lorries for rural service. Starting of full-

fledged automobile workshops in Bellary, Kurnool and Ananthapuramu in the name of M.G.

Brothers standing for Machani Gangappa Brothers, which workshops entitled the firm the

acquisition of prestigious agency lines such as Tata Mercedes Benz(suppliers of chassis for

Lorries and buses), Massey Ferguson tractors and royal Enfield Motor Bikes

The company had branches at chittor and ongole in Andhra Pradesh. The company

runs two fully equipped modern workshops. The company acts as a distributor to various

companies. And also it acts as service centers for many companies like TVS, telco products.

M.G. Brothers automobiles private limited has more than 345 employees in only

Ananthapuramu District. And it has many branch offices at chittor, ongole and Tirupathi etc.,

it is one of the greatest asset to Ananthapuramu District. It has acquired goodwill in

Ananathapuramu market.

It is an authorized dealer to various companies like TVS, RELCO, TAFE and BIRLA

YAMAHA and GODREJ AQUA feeds. It is also associated in real-estate business due to its

reputation in Ananthapuramu District



M.G. Brothers has also the dealership for Aqua fed from Godrej Agro Vet limited. It is

located at Ramamurthy Nagar, Bypass –road ananthapuramu. It distributes compressor for

the feed of farmers as the fields of farmers are located with a radius of 5km to 10 km apart.

M.G. Group was established in 1940 at yammiganur. The founders spread the business from

surface cargo transport to automobiles Dealerships for Telco, Tafe & Enfield. The growth of

M.G. Group was fast and dominant and the network was spread like this.

1. M.G. Brothers, Kurnool-Dealers for Telco, Tafe & Enfield covering Kurnool, Kadapa and

Ananthapuramu with 30 interstate bus operations.

2. M.G. Automobiles, Bellary – Dealers for Telco, Tafe & Enfield for Bellary & Raichur

District. This unit has the largest body building workshop in Karnataka.

3. M.G. Metallic springs pvt.ltd, Ananthapuramu an ancillary unit for M/s stump,

scuele&Somappa ltd., Bangalore.

4. M.G. Brothers oil mills pvt.ltd. Yammiganur – manufacturers of refined groundnut oil.

The above network of the patent company was divided during family partition

in 1984 and MR Gangadhar & Brothers got to their share M.G. Brother Ananthapuramu.

M.G. metallic springs, Ananthapuramu & M.H. Brothers oil mills at Yammiganur.

MGB, Ananthapuramu which was started in 1980, has become an independent unit in 12984

and Mr.M.R. Gangadhar is managing the affairs of this company since 1988. Under his

leadership the company grew from stage to the present level of wide network of Telco

Dealerships in Ananthapuramu.

Mr.Gangadhar managing director is now ably supported in running the organization by his

two sons Mr.Raghavendra and Mr.Gopalakrishna. Both the sons are Engineering Graduates

and the Mr. Raghavendra the elder has also specialized in M.S (finance) in London.

Small enough to care….. Big enough to cope



2.2.2: About MGM SPRINGS:

M.G. METALLIC SPRINGS is committed to providing total satisfaction to the most

important people in our business- our customers. We see our service as paramount in making

the difference. We will do all we can to meet your wants and needs.

M.G. METALLIC SPRINGS have long been known as the company that will help you when

you need it most. When you are short of time and need solutions fast. Assistance and

checking facility with twenty years of experience in developing our techniques and

capabilities to manufacture springs and wire forms to your specifications and requirements.

We provide comprehensive spring selection advice.

2.2.3: VISION

To be the key spring solution provider to our global customers from the best cost countries

2.2.4: MISSION:

To provide products and services of exceptional values

To assume leadership in business through proactive customer services.

2.2.5: LOCATIONAL FACTORS:

It is successfully running for more than 30 years in Ananthapuramu town. Its

head office is located at Bellary road, Anathapuramu. Before 30 years, it is at outside the

town. For it, the location is very good. Because of more space and more facilities the

establisher selected that place. It is located on the main road.

2.2.6: SHE POLICY AT MGM:

MGM is committed to continually improve our safe and healthy work environment

performance by:

Optimizing natural resource consumption

Reducing wastage generation and pollution



Comply with safety, health and environmental statutory, regulatory and other

requirements.

Preventing accidents through fire, damages to property, personal injuries, security

losses and loss of life.

Providing continuous training to employees and contractors.

2.2.7: ORGANIZATIONAL STRUCTURE

The organizational structure of MGM is simple and flat and has three levels of employees.

STAGE CADRES

General Manager

Top level Deputy Manager

Zonal managers

___________________________________________________________________________

Production engineers

Middle level Shift supervisors

Assistant engineers

___________________________________________________________________________

Skilled workers

Lower level Trainees



2.2.8: SHIFTS OF WORKING:

SHIFT DURATION LUNCH&DINNER

General shift 8 AM to 5.30PM 1PM to 2PM

First shift 6 AM to 2.15 PM 11.30 AM to 12.15 PM

Second shift 2.15 PM to 10.30 PM 7.30 PM to 8.15 PM

2.2.9: Dealerships of MGM

TAFE:

MGB has the dealership for Tafe. It distributes massive for user tractors. A separate

manager also heads it and this division deals with Tafe Company only.

TVS:

MGB had the authorized dealership for TVS automobiles. It distributes various

models of springs, stampings and assemblies. A separate manager also heads it and this

division deals with TVS Company only.

BIRLA YAMAHA:

M.G. BROTHERS has the dealership of Birla Yamaha. It distributes clutch damper

springs and compression springs.

2.2.10: QUALITY POLICY:

MGM is committed to provide quality products and services for total customer satisfaction by

building good quality culture through involvement of employees at all levels in the

organization.

2.2.11: PRICE:

We see a fair price and high product quality as a right for our customers. As a tightly run

company with low overheads and no outside financial dependency you can rely on



consistently fair pricing and quality manufacturing. Peace of mind through Accredited

Quality Our Quality System is ISO 9002 approved and regularly audited both internally and

by the RVC standards authority. All products are made to meet DIN standards as applicable.

2.2.12: MANUFACTURING EQUIPMENT:

High production coiling machines for helical compression, tension and torsion

ranging from 0.1mm-5.00 wire diameters.

Winding machine wire dia up to 16.0mm

Spring end grinding machines.

Semi-automatic stress relieving furnaces.

Shot penning machine.

Heat treatment furnaces with protective gas atmosphere.

Equipments for phosphating

2.2.13: PRODUCTS:

Compression springs

Tension springs

Torsion springs

Clock springs

Wire forms

2.2.14: MATERIAL TESTING AND QUALITY ASSURANCE

EQUIPMENT:

Tensile testing machines

Torsion testing machines

Profile projector

Spring load testing equipments up to 100kgs range

2.2.15: TOOL ROOM EQUIPMENT:

Turning, milling and shaping machines

Surface grinding machines



Drilling machine

2.2.16: MAN POWER RESOURCES:

Management staff

Workforce

2.2.17: AWARS& RECOGNITION:

Best management Award for year 1998,by govt. of AP

Best management Award for year 1999,by govt. of AP

In 2011-14 the M.G.M has 24 crores of annual turnovers.



RESEARCH METHODOLOGY:

3.1 NEED FOR THE STUDY:

The need for the study is felt as employee is under a great deal of stress due to many

reasons which impact on the organization health

The present world is fast changing and there are lots of pressure and demands at work.

These pressures at work lead to physical disorders. Stress refers to individual’s reaction to

disturbing factors in the environment. No matter what career path you have chosen, knowing

the importance of stress management and relaxation is a key. Being, able to maintain your

stress level not only will improve the quality of your work, but also will improve the quality

of your life.



3.2: SCOPE OF THE STUDY:

The scope of the study covers the stress management, time pressure, work life-

balance, compensation system, welfare facilities, Training and development. The scope of the

study is very vital. Not only the Human Resource department can use the facts and figure of

the study but also all the other teams can take benefits from the findings of the study.

Scope of the development team:

The development team can have fairy good idea about their employees, that they are satisfied

or not.

Scope of the marketing department:

The marketing department can use the figures indicating that they are putting their efforts to

plan their marketing strategies their targets or not.

Scope of personnel department:

Some employees have the complaints or facing problems regarding the job. So the personnel

department can use the information to make efforts to avoid such complaints.



3.3 OBJECTIVES OF THE STUDY

To know the various stress management inside the organization.

To identify the employee satisfaction towards stress relief programs.

To impact of stress management programs on employee productivity.



3.4 METHODOLOGY AND SAMPLING:

Research:

Research is a process in which the researcher wishes to find out the end result for a

given problem and thus the solution helps in future course of action .The research has been

defined as “A careful investigation or enquiry especially through search for new fact in any

branch of knowledge”.

Research methodology:

The procedure using, which researchers go about their work of describing, explaining

and predicting phenomena, is called Methodology. Methods compromise the procedures used

for generating, collecting, and evaluating data. Methods are the ways of obtaining

information useful for assessing explanation.

Research design:

A Research design specifies the methods and procedures for conducting a particular

study .The researcher should specify the approach he intends to use with respect to the

proposed study. The design under taken in this study is descriptive research.

Data collection Methods:

There are two types of data

Primary data:

The primary data is that information which is collected for the first time, and thus

happens to be original in character primary data is never collected before.

Secondary data:

The pre-existing data not gathered for the purposes of the current research. This is the

data which have already been collected by some other agency and which have already been

processing.



SOURCES OF DATA:

Primary data:

Data has been collected with the help of questionnaire.

Secondary data:

It is either published or unpublished data. Secondary data for the study has been collected

from many sources like

Company profile/ report/records,

Various textbooks

Internet(various websites)

SAMPLING:

Sampling procedure:

The sampling procedure used in the study was convenience sampling

method

Sample size:

A sample of 50 members is approached for collecting the data.

Sampling unit:

Employees at MGM SPRINGS Private limited.

3.5 TOOLS FOR DATA COLLECTION:-

Questionnaires administration:

The questionnaires consist of a number of questions printed or typed in a definite

order on forms. A five point scale” Strongly agree to strongly disagree’ was used for this

purpose.



STATISTICAL METHODS USED:

For the purpose of present study simple percentage method was used and to present

the data Bar diagram was used.

PERCENTAGE METHOD:

Percentage refers to a special kind of ratio. Percentage is 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

3.6 LIMITATIONS OF THE STUDY

Time is a major constraint as it is 45 days.

Busy schedules of the managers and the employees were also one of the constraints to

get full information.

As the sample size is 50, the result may not be generalized.

There may be a personal bias by respondents while filling the questionnaire.



1. You feel stressed at workplace

Table: 4.1

Dimension No. of respondents Percentage Strongly agree 2 4

Agree 13 26

Neutral 30 60

Disagree 4 8

Strongly disagree 1 2

Total 50 100

Graph: 4.1

Interpretation:

From the above chart, it is revealed that 60% of populations are Neutral, 26% of

population Agree, 8% of population Disagree, 4% of population strongly agrees and 2% of

populations strongly disagree with the above mentioned issue.

0

10

20

30

40

50

60

70

Strongly

agree

Agree Neutral Disagree Strongly

disagree

No of respondance

percentage(%)



2. Which type of stress you are facing in your organization

Table: 4.2

Dimension No. of respondents Percentage

Physical stress 33 66

Mental stress 5 10

Emotional stress 12 24

Psychological 0 0

Total 50 100

Graph: 4.2

Interpretation:

From the above chart, it is revealed that 66% of respondents face physical

stress, 24% of respondents face Emotional stress, 10% of population face

Mental stress with the above mentioned issue.

0

10

20

30

40

50

60

70

Physical stress Mental stress emotional

stressPsychological

stress

No of respondance

percentage(%)



3. When you are stressed, what type of behavioral attitude do you have?

Table: 4.3

Dimension No. of respondents Percentage Positive 27 54

Negative 11 22

Angry 10 20

Depressed 2 4

Total 50 100

Graph: 4.3

Interpretation:

From the above chart, it is revealed that 54% of population felt positive,

22% of population felt negative, 20% of population felt angry, 4% of population

felt Depressed with the above mentioned issue.

0

10

20

30

40

50

60

positive negative Angry Depressed

No of respondance

percentage(%)



4. The physical conditions in the workplace cause the stress

Table: 4.4


Agree 28 56

Neutral 10 20

Disagree 3 6


Total 50 100

Graph: 4.4

Interpretation:

From the above chart, it is revealed that 56% of population Agree, 20% of population

are Neutral, 18% of population strongly agree, and 6% of population Disagree with the above

mentioned issue.

0

10

20

30

40

50

60

Strongly

agreeAgree Neutral Disagree Strongly

disagree

No of respondance

percentage(%)



5. Stress occurs with your superiors/colleagues in the organization

Table: 4.5


Agree 12 24

Neutral 21 42

Disagree 12 24


Total 50 100

Graph: 4.5

Interpretation:

From the above chart, it is revealed that 42% of populationsare Neutral, 24% of

population Agree and Disagree, 6% of population strongly disagree, and 4% of population

Agree with the above mentioned issue.

0

5

10

15

20

25

30

35

40

45

Strongly


disagree

No of respondance

percentage(%)



6. Lack of support from management causes stress

Table: 4.6

Graph: 4.6

Interpretation:

From the above chart, it is revealed that 44% of population Agree, 28% of population

are Neutral, 22% of population Disagree, and 6% of population strongly agree that the stress

is due to lack of support.

0

5

10

15

20

25

30

35

40

45

50

Strongly


disagree

No of respondance

percentage(%)


Agree 22 44

Neutral 14 28

Disagree 11 22


Total 50 100



7. Negative stress affects your job performance

Table: 4.7

Graph: 4.7

Interpretation:

From the above chart, it is revealed that 54% of populations Disagree, 18% of

populations Agree, 16% of population areNeutral, 8%of populations strongly agree and 4%

of populations strongly disagree that performance is affected by negative stress.

0

10

20

30

40

50

60

strongly

agreeAgree Netural Disagree Strongly

disagree

No of respondance

percentage(%)


Agree 9 18

Neutral 8 16

Disagree 27 54


Total 50 100



8. Stress in job affects your family relationships

Table: 4.8

Graph: 4.8

Interpretation:

From the above chart, it is revealed that 38% of population Disagree, 36% of

populations are Neutral, 18% of population Agree, 6% of populations strongly agree and 2%

of populations strongly disagree that the stress affects family relationships.

0

5

10

15

20

25

30

35

40

strongly

agree

Agree Netural Disagree Strongly

disagree

No of respondance

percentage(%)


Agree 9 18

Neutral 18 36

Disagree 19 38


Total 50 100



9. Physical exercise & yoga will reduce the stress

Table: 4.9

Graph: 4.9

Interpretation:


population Agree, 16% of population strongly agree, and 6% of population Disagree with the

above mentioned issue.

0

10

20

30

40

50

60

strongly

agree

Agree Netural Disagree Strongly

disagree

No of respondance

percentage(%)


Agree 13 26

Neutral 26 52

Disagree 3 6


Total 50 100



10. Training& Development programs with new technology will reduce the

stress?

Table: 4.10

Graph: 4.10

Interpretation:

From the above chart, it is revealed that 54% of populations Agree, 24% of population

strongly agree,18% of populations areNeutral, and 4% of population Disagree that stress can

be reduced by training and development.

0

10

20

30

40

50

60

strongly


disagree

No of respondance

percentage(%)


Agree 27 54

Neutral 9 18

Disagree 2 4


Total 50 100



11. Financial motivations reduce the stress

Table: 4.11

Graph: 4.11

Interpretation:

From the chart, it is revealed that 54% of population are Neutral, 18% of population

Agree, 16% of population Disagree,10% of population is strongly agree and 2% of

population strongly disagree stress can be reduced by financial motivation.

0

10

20

30

40

50

60

strongly


disagree

No of respondance

percentage(%)


Agree 9 18

Neutral 27 54

Disagree 8 16


Total 50 100



12. Proper changes at workplace will reduce the stress levels

Table: 4.12

Graph: 4.12

Interpretation:

From the chart, it is revealed that 50% of populations Agree, 20% of population

strongly agree, 18% of population Neutral and 12% of population strongly disagree with the

above mentioned issue.

0

10

20

30

40

50

60

Strongly


disagree

No of respondance

percentage(%)

Dimension No. of respondents Percentage

Strongly agree 10 20

Agree 25 50

Neutral 9 18


Disagree 0 0

Total 50 100



13. Job Re-Design results in overcoming stress

Table: 4.13

Graphic: 4.13

Interpretation:


populations Agree, 24% of populations strongly disagree and 10% of populations strongly

agree that job redesign reduces stress.

0

5

10

15

20

25

30

35

40

Strongly

agree


disagree

No of respondance

percentage(%)


Agree 16 32

Neutral 17 34


Disagree 0 0

Total 50 100



14. The stress management programs implemented by organization are

satisfactory

Table: 4.14

Graph: 4.14

Interpretation:

From the chart, it is revealed that 42% of populations are Neutral, 32% of population

Agree, 16% of population Disagree, 10% of population is strongly agree with the above

mentioned issue.

0

5

10

15

20

25

30

35

40

45

Strongly

agree


disagree

No of respondance

percentage(%)


Agree 16 32

Neutral 21 42

Disagree 8 16


Total 50 100



15. The stress relief programs enhances the job performance &Motivation

levels

Table: 4.15

Graph: 4.15

Interpretation:

From the above chart, it is revealed that 48% of populationAgree, 32% of population

Disagree, and 12% of population strongly agree and 12% are Neutral with the above

mentioned issue.

0

10

20

30

40

50

60

Strongly


disagree

No of respondance

percentage(%)


Agree 24 48

Neutral 16 12

Disagree 4 32


Total 50 100



16. Work stress management techniques improves confidence of the

employee

Table: 4.16

Graph: 4.16

Interpretation:

From the above chart, it is revealed that 42% of population Agree, 40% of populations

are Neutral, 10% of population Strongly agree,6% of population is Disagree and 2% of

population strongly disagree the point that stress management techniques enhance

performance.

0

5

10

15

20

25

30

35

40

45

Strongly

agree


disagree

No of respondance

percentage(%)


Agree 21 42

Neutral 20 40

Disagree 3 6


Total 50 100



17. Do you feel which of the following symptoms is affecting your work?

Table: 4.17

Graph: 4.17

Interpretation:

From the above chart, it is revealed that 56% of population felt Tiredness, 28% of

population felt Hypertension and 16% of population experienced frequent headaches as a

source of stress.

0

5

10

15

20

25

30

35

40

45

Hypertension Frequent

headaches

Tiredness

No of respondance

percentage(%)

Dimension No. of respondents Percentage Hypertension 14 28

Frequent headaches 8 16

Tiredness 28 56

Total 50 100



18. Which of the following causes you stress at workplace?

Table: 4.18

Graph: 4.18

Interpretation:

From the above chart, it is revealed that 36% of population felt Long working hours,

34% of population Excessive work load, 20% of population felt Other reasons and 10% of

population opine Pressure from department managers/heads as a cause for stress.

0

5

10

15

20

25

30

35

40

Excessive

work load

Long working

hours

Pressure

from

department

managers/

heads

others

No of respondance

percentage(%)

Dimension No. of respondents Percentage Excessive work load 17 34

Long working hours 18 36

Pressure from department

managers/heads

5 10

Others 10 20

Total 50 100



19. Did you feel pressure while work long hours?

Table: 4.19

Graph: 4.19

Interpretation:

From the above chart, it is revealed that 60% of population sometimes, 16% of

population Never and often, and 8% of population always felt pressure due to long working

hours.

0

10

20

30

40

50

60

70

Never Sometimes Always Often

No of respondance

percentage(%)

Dimension No. of respondents Percentage Never 8 16

Sometimes 30 60

Always 4 8

Often 8 16

Total 50 100



20. Is your job stress because of lack of security?

Table: 4.20

Graph: 4.20

Interpretation:

From the above chart, it is revealed that 52% of population expressed favor and 48%

of population are not in favor the above mentioned issue.

0

10

20

30

40

50

60

No of respondance percentage(%)

Yes

no

Dimension No. of respondents Percentage Yes 24 48

No 26 52

Total 50 100



FINDINGS:

It has been found that most of the respondents are undergoing physical stress which is

leading them to suffer from headaches, tiredness and hypertension.

It is observed that the behavioral attitude is also a major reason for stress, but more

than half of respondents are neutral in this case.

It is observed that most of the respondents preferred Training and Development with

new technology and proper changes at workplace for reducing the stress.

It is also proved that majority of the respondents felt lack of support from

management causes stress.

Most of the respondents agree that the physical environment in the workplace causes

the stress.

Most of the respondents agree that the stress relief programs enhance the job

performance and motivation levels.

It is proved that the major reason for stress among the respondents is due to long

working hours and Excessive work load.



SUGGESTIONS:

The company should give counseling to the employee when they face problem, as

counseling involves the discussion of a problem that usually has emotional content

with an employee in order to help the employee to up cope better.

The company and the management should undertake stress audit at all levels in the

organization to identify stress areas and improving conducting of job.

As per the view of the employees’ the management should follow distributed work

load and timely targets to reduce stress.



CONCLUSION

Finally, I conclude that stress level at work place is satisfactory in the MGM Springs

but not in total. The productivity depends on the employees of the organization. The cost of

stress is very expensive because it affects the individual, the organization, and the society at

large. The organization should create a good relationship and team spirit among the employee

by providing flat organizational structures.



BIBLOGRAPHY:

TEXTBOOKS:

K. Aswathappa, “Organizational Behavior”, Himalaya publishing house, New Delhi, 2006

B. Sujatha, “Stress Audit concepts and cases” Icfai publishing first edition 2006

WEBSITES:

www.wikipedia.com

www.StressManagementTips.com: Stress Management in the workplace

www.workstressreduction.com

http:/helpguide.org/mental/work_stress_management.htm



ANNEXURE

QUESTIONNAIRE

I, Harika senior student of MBA is requesting you to give opinion on the following

questionnaire as a part of My project work on “STRESS MANAGEMENT I feel glad if you

extent cooperation in the regard…

Dear sir/Madam,

Name………………………………………………………………………..........

Designation………………………….Department……………………………

1. You feel stressed at workplace

a. Strongly agree

b. Agree

c. Neutral

d. Disagree

e. Strongly disagree

2. Which type of stress you are facing in your organization

a. Physical stress

b. Mental stress

c. Emotional stress

d. Psychological

3. When you are stressed, what type of behavioral attitude do you have?

a. Positive

b. Negative

c. Angry

d. Depressed

4. The physical conditions in the workplace cause the stress

a. Strongly agree

b. Agree

c. Neutral

d. Disagree




5. Stress occurs with your superiors/colleagues in the organization

a. Strongly agree

b. Agree

c. Neutral

a. Disagree

b. Strongly disagree

6. Lack of support from management causes stress

a. Strongly agree

b. Agree

c. Neutral

d. Disagree


7. Negative stress affects your job performance

a. Strongly agree

a. Agree

b. Neutral

c. Disagree

d. Strongly disagree

8. Stress in job affects your family relationships

a. Strongly agree

b. Agree

c. Neutral

d. Disagree


9. Physical exercise & yoga will reduce the stress

a. Strongly agree

b. Agree

c. Neutral

d. Disagree


10. Training& Development programs with new technology will reduce the stress?

a. Strongly agree

b. Agree

c. Neutral

d. Disagree




11. Financial motivations reduce the stress

a. Strongly agree

b. Agree

c. Neutral

d. Disagree


12. Proper changes at workplace will reduce the stress levels

a. Strongly agree

b. Agree

c. Neutral

d. Disagree


13. Job Re-Design results in overcoming stress

a. Strongly agree

b. Agree

c. Neutral

d. Disagree


14. The stress management programs implemented by organization are satisfactory

a. Strongly agree

b. Agree

c. Neutral

d. Disagree


15. The stress relief programs enhances the job performance &Motivation levels

a. Strongly agree

b. Agree

c. Neutral

d. Disagree


16. Work stress management techniques improves confidence of the employee

a. Strongly agree

b. Agree

c. Neutral

d. Disagree




17. Do you feel which of the following symptoms is affecting your work?

a. Hypertension

b. Frequent headaches

c. Tiredness

18. Which of the following causes you stress at workplace?

a. Excessive work load

b. Long working hours

c. Pressure from department managers/heads

d. Others

19. Did you feel pressure while work long hours?

a. Never

b. Sometimes

c. Always

d. Often

20. Is your job stress because of lack of security?

a. Yes

b. No

original..stress mangement

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