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TRANSCRIPT
3. CONTENTSS.No. TITLE NAME PAGE No. 1. Introduction 2. Company profile 3.
Scope of the study 4. Review of literature 5. Objective of study 6. Research methodology 7.
Findings 8. Suggestions 9. Conclusion 10. Annexure 11. Bibliography
INTRODUCTION
(1.1) INTRODUCTION TO HR
Human Resource Management is an art of managing people at work in such a mannerthat
they give their best to the organization. In simple word human resource managementrefers to the
quantitative aspects of employees working in an organization.Human Resource Management is
also a management function concerned with hiring, motivating,and maintains people in an
organization. It focuses on people in organization.Organizations are not mere bricks, mortar,
machineries or inventories. They are people. It is thewho staff and manage organizations.HRM
involves the application of management functions andprinciples. The functions and principles are
applied to acquisitioning, developing, maintain, andremunerating employees in
organizations.Decisions relating to employees must be integrated. Decision on different aspect of
employeesmust be consistent with other human resource decisions. Decision made must
influence theeffectiveness of organization. Effectiveness of an organization must result in
betterment ofservices to customers in the form of high-quality product supplied at reasonable
costsHRM function s is not confined to business establishment only. They are applicable to non-
business organizations, too such as education, health care, recreation etc. The scope of HRM
isindeed vast. All major activities in the working life of his or her entry into an organization
untilhe or she leaves-come under the previews of HRM specifically, the activities included are
HRplanning, job analysis and be sign, recruitment and selection, orientation and placement,
trainingand development, performance appraisal and job evaluation, employee and
executiveremuneration, motivation and communication, welfare, safety and health, industrial
relations andthe like. HRM is a broad concept Personnel management and human resource
development is apart of HRM. Before we define ―Human Resource Management‖, it seems
good to firstdefine heterogeneous in the sense that they differ in personality, perception,
emotions,values, attitudes, motives, and modes of thoughts.
Human resource management plays an important role in the development process ofmodern
economy. In fact it is said that all the development comes from the human mind.― Human
Resource Management is a process of producing development, maintaining andcontrolling
human resources for effective achievement of organization goals.‖
(1.2) INTRODUCTION TO STRESS
A lot of research has been conducted into stress over the last hundred years. Some of the
theoriesbehind it are now settled and accepted; others are still being researched and debated.
During thistime, there seems to have been something approaching open warfare between
competing theoriesand definitions: Views have been passionately held and aggressively
defended.What complicates this is that intuitively we all feel that we know what stress is, as it
issomething we have all experienced. A definition should therefore be obvious…except that it
isnot.Definition:Hans Selye was one of the founding fathers of stress research. His view in 1956
was that ―stressis not necessarily something bad – it all depends on how you take it. The stress
of exhilarating,creative successful work is beneficial, while that of failure, humiliation or
infection isdetrimental.‖ Selye believed that the biochemical effects of stress would be
experiencedirrespective of whether the situation was positive or negative.Since then, a great deal
of further research has been conducted, and ideas have moved on. Stressis now viewed as a "bad
thing", with a range of harmful biochemical and long-term effects.These effects have rarely been
observed in positive situations.The most commonly accepted definition of stress (mainly
attributed to Richard S Lazarus) is thatstress is a condition or feeling experienced when a person
perceivesthat “demands exceed thepersonal and social resources theindividual is able to
mobilize.” In short, its what we feelwhen we think weve lost control of events.This is the main
definition used by this section of Mind Tools, although we also recognize thatthere is an
intertwined instinctive stress response to unexpected events. The stress responseinside us is
therefore part instinct and part to do with the way we think.
The types of stress are as follows:
Mechanical Stress (physics), the average amount of force exerted per unit area. Yield
stress, the stress at which a material begins to deform plastically. Compressive stress, the stress
applied to materials resulting in their compaction.Biological Stress (biological), physiological or
psychological stress; some types include: o Chronic stress, persistent stress which can lead to
illness and mental disorder o Eustress, positive stress that can lead to improved long-term
functioning o Workplace stress, stress caused by employmentMusic Accent (music). Stress
(band), an early 80s melodic rock band from San Diego. Stress (punk band), an early 80s punk
rock band from Athens. Stress (Neo-Psychedelic band), from the late 1980s. Stress, a song by the
French band Justice on their debut albumOther Stress (game), card game Stress (linguistics),
phonological use of prominence in language Stress (physics), the average amount of force
exerted per unit area. Stress is a measure of the average amount of force exerted per unit area. It
is a measure of the intensity of the total internal forces acting within a body across imaginary
internal surfaces, as a reaction to external applied forces and body forces. It was introduced into
the theory of elasticity by Cauchy around 1822. Stress is a concept that is based on the concept
of continuum. In general, stress is expressed as
Where Is the average stress, also called engineering or nominal stress, and Is the force acting
over the area .Chronic StressChronic stress is stress that lasts a long time or occurs frequently.
Chronic stress is potentiallydamaging.Symptoms of chronic stress can be: upset stomach
headache backache insomnia anxiety depression angerIn the most severe cases it can lead to
panic attacks or a panic disorder.There are a variety of methods to control chronic stress,
including exercise, healthy diet, stressmanagement, relaxation techniques, adequate rest, and
relaxing hobbies.Ensuring a healthy diet containing magnesium may help control or eliminate
stress, in thoseindividuals with lower levels of magnesium or those who have a magnesium
deficiency. Chronicstress can also lead to a magnesium deficiency, which can be a factor in
continued chronic stress,and a whole host of other negative medical conditions caused by a
magnesium deficiency.It has been discovered that there is a huge upsurge in the number of
people who suffer from thiscondition. A very large number of these new cases suffer from
insomnia.In a review of the scientific literature on the relationship between stress and disease,
the authorsfound that stress plays a role in triggering or worsening depression and cardiovascular
diseaseand in speeding the progression of HIV/AIDS.
Compressive stress:
Compressive stress is the stress applied to materials resulting in their
compaction(decrease of volume). When a material is subjected to compressive stress, then this
material isunder compression. Usually, compressive stress applied to bars, columns, etc. leads
toshortening.Loading a structural element or a specimen will increase the compressive stress
until the reach ofcompressive strength. According to the properties of the material, failure will
occur as yield formaterials with ductile behavior (most metals, some soils and plastics) or as
rupture for brittlebehavior (geometries, cast iron, glass, etc).In long, slender structural elements -
- such as columns or truss bars -- an increase of compressiveforce F leads to structural failure
due to buckling at lower stress than the compressive strength.Compressive stress has stress units
(force per unit area), usually with negative values to indicatethe compaction. However in
geotechnical engineering, compressive stress is represented withpositive values.
ORGANIZATION PROFILE&COMPANY PROFILE:
Steroidsoft is an Indian-based IT Firm delivering high quality, cost effective, reliable
resultoriented IT solutions on time for a global clientele. Our goal is to develop IT solutions
thatimprove business process and maximize return on your investment in the shortest possible
time.Started in 2010 to service clients in India, we have grown and currently serving
internationalclients.We have been successfully in delivering IT projects of varying complexities
across a wide rangeof domain and clients spread across the globe. We develop unique solutions
that ensure increasedefficiency and competitive advantage for your business and end users. This
is achieved byadhering to established software development & quality process, constantly
improving &innovating, hiring highly skilled resources, continuous training.
VISION & MISSION:
We Value Our Clients:We at Steroidsoft, believe working in a flexible environment that fits
software developmentprocess around client culture and requirement. Quality is the prerequisite
for every task and weknow that good job always brings new clients.
We Believe in Quality:We strive to provide our clients with world-class service and products.
Exceeding expectationsand consistently delivering quality products at low cost is what drives us
to business.
We Value Our People:We believe that our people are the key to achieving our business
objectives. We value our peopleand their performance. We are committed to providing an
environment to develop their skills andachieving their career goals through continuous training
and education.
OUR RANGE OF WEB DESIGNING SERVICES INCLUDE
Web DevelopmentThe modern day business requires business to have a strong online
presence, being in touch withcustomers & vendors and collecting dynamic data trends. By
developing custom software youcan bring in the competitive edge along with the much needed
vibrancyOur philosophy is to bring business solution through technology. We are focused on
creating acustomer centered solutions. Starting from the movement the project is approved, we
haveexperts in all areas ranging from business analysis to testing and deployment. Our project
Management team works closely with the client and the software development team and
makessure the product is rolled out to complete client satisfaction. Our expertise ranges from:
Custom application development Application re-engineering E-commerce application
development Enterprise level software application development Customized CRM and CMS
development Application extension and up-gradation to make it more scalable for future business
needs Custom web based application development using technologies like ASP.net, PHP Client -
Server Application DevelopmentEcommerce DevelopmentA web store can provide a rich
shopping experience that match current market trends using webtechnology. It is also a cost
effective way of expanding customer base. It also makes shoppingeasy and quick for the
customers. An e-commerce website can be as simple as a website withproduct catalogue and
enquiry generation to something from end to end solution like inventorymanagement to shipping.
We are a one stop shop for all your e-commerce requirements; we haveexperts in template
designing, new application installation, custom building modules and plug- inintegration. We also
have experience developing e-commerce solutions through open source likeZen Cart,
osCommerce, CRELoader etc.Search Engine OptimizationSearch engine optimization is the
process of optimizing website and making client WebPagesaccording to search engine
guidelines. SEO increases company presence and increases traffic bydisplaying top of search
results.Search Engine MarketingSearch Engine Marketing promotes websites by increasing their
visibility in search engine resultspages by placing paid placements, contextual advertisement and
paid inclusion. We define andmeasure the progress of our client business and marketing goals
through a series of performanceindicators.E-mail MarketingE-mail marketing provides a simple
and more effective way of reaching a focused targetaudience.Some of the distinctive advantages
are: Instant Response Increased Sales More Repeat Business Market Knowledge Maximize
Customer Relationship Measurable Results
Mobile Application DevelopmentOur mobile phone applications can help you target a
large customer base, increase sales andmake your brand much more competitive and valuable.
We have a rich resource pool of highlyskilled developers with vast experience of developing
iPhone and android applications. We alsohave experience in game developments for the phones
with highly interactive and excellentgraphic and sound features. We provide end to end service
starting from concept development toregistering apps in iPhone store / Android Market.Areas of
Mobile Application development: iPhone Game Development iPhone business apps
development Custom iPhone apps Social networking apps Web-safari apps GPS enabled iPhone
applications Online audio streaming appsApplication MaintenanceMaintaining an application is
the most critical part of any business. There is constant change inbusiness needs and therefore
additional features are required to update the deployed applicationto manage business needs.
When it comes to existing critical business systems, it is verychallenging as the downtown is
very short and would affect business. In the past we havesuccessfully handled such projects with
experienced resources, meticulous planning andimplementing. Steroidsoft not only assists you in
customized application development but alsomaintaining them to ensure smooth operations and
reduce cost by constantly updating to latestbusiness requirements rather than redeveloping new
application and redeploying it.
Scope of Study
The research was carried out to define how the IT industry should work in terms of
managingstress and where the company is lacking for doing the same, in addition what all
techniquesshould be used so that they manage the stress effectively. For conducting the study
help ofcertain tools were taken such as journals, net search, filling up of questionnaires and one-
on-oneinteractions with the senior managers of the organization.
Literature Review
A mainstream group of employees articulated that their organizations did not care for
itsemployees and sometimes employees don’t like to work with their organizations indicating
highlevels of stress among them and majority were between the age brackets of 20-35 years.
Misfitwith organization, no part in decision making, were reported main causes of stress as well
nocontrol over work environment, personality traits, lack of relaxation along with ambiguous
rulesaffect employees performance (Meneze 2005).better managed employees are more
cooperativeand serve as assets for an organization and when their stress is ignored by the
employer theresults are increased absenteeism, cost, low productivity, low motivation and
usually legalfinancial damages. (The Office of Radiation, Chemical and Biological Safety,
1999).Employees in the following ratios reported that their job is source of large amount of stress
theyexperienced, 33%, and 77% articulated that they remain always or sometimes in stress
duringlast 12 months, 23% reported that rarely experienced stress during their job. Many
workersexpress that their job is prominent source of stress in their life but reduced workload,
improvemanagement and supervision, better pay, benefits, and vacation times can reduce the
stressamong employees (Thomson, 2006).Stress is a universal experience in the life of each and
every employee even executives andmanagers. It is estimated that about 100 million workdays
are being lost due to stress and nearly50% to 75% disease are related to stress (Bashir). Stress
results in high portion of absence andloss of employment. the ratio of stress affecters in
organization are increasing on alarming ratewhich effects both the employee performance and
goal achievement (Treven 2002).Stress has many definitions it is a part of both social and
concrete sciences. However, Stress is auniversal experience in the life of each and every
employee, even executives and managers. Thisstudy discloses the impact of stress on employees
of organizations regardless of anydiscrimination of male and female employees, kind of
organization, and department (Bashir,Asad 2007). Stress is basically is a mental strain from the
internal or external stimulus thatrefrains a person to respond towards its environment in a normal
manner. These stress levels canbe internal or external for the doctors, from their personal lives or
professional lives (Khuwaja,Ali Khan et al, 2002). Stress is a term that refers to sum of physical
mental emotional strains ortensions on a person or feelings of stress which result from
interactions between people and theirenvironment that are perceived as straining or exceeding
their adaptive capacities and threateningtheir well being, in addition stress has a wide
psychological and physical effect ascardiovascular, musculoskeletal systems, headache,
gastrointestinal problems, sleep disturbanceand depression (Ghaleb, Thuria 2008). F urther
researched that health sector has to face usuallylarge amount of stress. Stress among doctors is
high, the medical profession is suffering fromincreased stress, but most of the attention has been
focused on junior doctors and their excessivehours of work (Caplan, R P, 1994).Doctors in the
field of medicine have to usually face a lot hurdles and one the most evident factorwhich
originates and impacts directly their personal and professional lives is stress. Low jobsatisfaction
correlated with contemplation of giving up work due to stress, physicians andsurgeons were
more likely to have lower job satisfaction scores if they felt unable to remaincompetent in their
field of work (Dowell, Anthony 2001). There is a negative correlationbetween job stress and job
performance. Those subjects who had high level of job stress had lowjob performance. All the
factors affected males more than females, in case of certain situation.The kind of stress towards
which the doctors are exposed to usually result in such nega tive factor that places at the life of
the innocents which they attend. And such stresses increases the chancesof fatal errors lowering
job performance (Kazmi Rubina, 2007).Occupational stress inadvertently consequences low
organizational performance (Elovainio et al.2002), Job stress although has belittling impact on
any organization and individual’sperformance but can shape dire consequences when related to
health care. (Mimura e.t al. 2003).Job stress is considered rising and has become challenge for
the employer and because high levelstress is results in low productivity, increased absenteeism
and collection to other employeeproblems like alcoholism, drug abuse, hypertension and host of
cardiovascular problems(Meneze 2005). Personality factors have shown inclination towards
stress, anxiety, and otheroccupational health outcomes in different areas of medicine, and these
factors may contribute tofeelings of job dissatisfaction and stress (Michie and Williams
2003).The importance of stress is highlighted nowadays by the employers to manage and reduce
stressthrough practical guidelines in public sector but not in private organizations (Rolfe
2005).Positive correlation has been shown by the literature between incentives and performance
as bothare related with satisfaction of employees, however every time the case is not same
nonmonetary incentives like career advancement, prestige, and public recognition can also
increaseperformance because low morale, high turnover, and interdepartmental struggle were
baselinesof many cases (Giga and Hoel, 2003).
Objectives of the study
Steroidsoft,Coimbatore.
To find out the level and kind of stress among the employees.
strategies to manage stress.
DEFINING STRESS AT WORK Change in working practices, such as the introduction of new
technology or thealternation of new technology or the alternative of targets, my cause stress, or
stress may be builtinto an organizations’ structure. Organizational stress can be measured by
absenteeism andquality or work.
ORGANIZATIONAL STRESS:- Stress affects as well as the individual within them. An
organization with a high level ofabsenteeism, rapid staff turnover, deteriorating industrial and
customer relations, a worseningsafety record, or poor quality control is suffering from
organizational stress.
FOLLOWING THE PAT OF STRESS THROUGH IN ORGANIZATION:- The below
chart shows one example of the structure of a department in an organization,indicating typical
causes of stress that may affect stress at certain levels in the structure, andparticular.Causes that
are affecting individuals. Stress is contagious; anyone who is not performing welldue to
increases the amount of pressure on their colleagues, superiors, and subordinates. The cause may
range from unclear or overlapping job descriptions, to lack ofcommunication, to poor working
conditions, including ―sick building syndrome‖.
POTENTIAL SOURCES OF STRESS: There are three categories of potential stressors:
Environmental factor Organization factor Individual factorsEnvironmental factors: Just as
environmental uncertainty influences the design of an organization. Changes inbusiness cycle
create economic uncertainties.Political uncertainties: If the political system in a country is
implemented in an orderly manner, there would notbe any type o f stress.Technological
uncertainties: New innovations can make an employee’s skills and experiences obsolete in a very
shortperiod of time. Technological uncertainty therefore is a third type of environmental factor
thatcan cause stress. Computers, robotics, automation and other forms of technological
innovationsare threat to many people and cause them stress.Organization factors: There are no
storages of factors within the organization that can cause stress; pressures toavoid error or
complete tasks in a limited time period, work overload are few examples. Task demands are
factors related to a person’s job. They include the design of theindividual’s job working
conditions, and the physical work layout. Role demands relate to pressures placed on a person as
a function of the particular role heor she plays in the organization. Role overhead is experienced
when the employees is expected todo more than time permits. Role ambiguity is created when
role expectations are not clearly understood andemployee is not sure what he / she is to do.
Interpersonal demands are pressures created by other employees. Lack of social supportfrom
colleagues and poor. Interpersonal relationships can cause considerable stress, especially among
employedwith a high social need. Organizational structure defines the level of differentiation in
the organization, the degreeof rules and regulations, and where decisions are made. Excessive
rules and lack of participationin decision that affect an employee are examples of structural
variables that might be potentialsources of stress.
Potential sources ConsequencesOrganizational leadership represents the managerial style
of the organizations senior executive.Some executive officers create a culture characterized by
tension, fear, and anxiety. Theyestablish unrealistic pressures to perform in the short-run impose
excessively tight controls androutinely fire employees who don’t measure up. This creates a fear
in their hearts, which lead tostress. Organizations go through a cycle. They are established; they
grow, become mature, andeventually decline. An organization’s life stage - i.e.Where it is in four
stage cycle-creates different problems and pressures for employees. Theestablishment and
decline stage are particularly stressful.Individual factors: The typical individual only works about
40 hrs a week. The experience and problems thatpeople encounter in those other 128 non-work
hrs each week can spell over to the job.Family problems: National surveys consistently show that
people hold family and discipline, troubles withchildren are examples of relationship problems
that create stress for employee and that aren’t atthe front door when they arrive at
work.Economic problems: Economic problems created by individuals overextending their
financial resources areanother set of personal troubles that can create stress for employees and
distract their attentionfrom their work.
Causes of Stress
The factors leading to stress among individual are called as stressors. Some of
thefactors/stressors acting on employees are-
1. Organizational factors-With the growth in organizational stress and complexity, there is
increase in organizational factors also which cause stress among employees. Some of such
factors are-
a. Discrimination in pay/salary structure
b. Strict rules and regulations
c. Ineffective communication
d. Peer pressure
e. Goals conflicts/goals ambiguity
f. More of centralized and formal organization structure
g. Less promotional opportunities
h. Lack of employees participation in decision-making
i. Excessive control over the employees by the managers Organizational Factors: An
organization is a grouping of assets, goals, strategies, and policies.In order to create groups to
work, organizations generate structure, process and workingconditions. In modern organizations,
number of factors generates an environment of stress. Thealtering environmental dynamics,
globalization, organizational adjustments like mergers andacquisitions directs towards stress. A
number of in-house organizational factors cause worker astress. Some of the factors are deprived
of good working conditions, strained labor managementrelations, disputed resource allocations,
co-employee behavior, organizational design andpolicies, unpleasant leadership styles of the
boss, misunderstandings in organizationalcommunication, bureaucratic controls, improper
motivation, job dissatisfaction, and lessattention to merit and seniority. Some of the
organizational stressors in are:i) Working Conditions: Working situation and stress are inversely
connected to each other.People working in meager working conditions are subject to greater
stress. The factors that leadto additional stress are occupied work areas, dust, heat, noise,
polluted air, strong odor due totoxic chemicals, radiation, poor ventilation, unsafe and dangerous
conditions, lack of privacy etc.ii) Organizational Tasks: Organizational tasks are planned to
assemble the objectives and goals.Badly designed tasks lead to bigger stress. Task independence,
task inter-dependency, taskdemands, task overload are some of the possible reasons for stress in
organizations. Greater theassignment interdependence, greater is the organization required. This
needs the workers toadjust themselves with the co workers, superiors, and subordinates,
irrespective of theireagerness. They are likely to communicate, coordinate, exchange views, with
other peopleirrespective of caste, creed, gender, religion and political differences. The main
reason for thedegree of stress is adjustment and poor tolerance.iii) Adminis trative Policies and
Strategies: Workers stress is linked with definite administrativestrategies followed by the
organizations. Downsizing, competing pressure, unfair pay structures,rigidity in rules, job
rotation and ambiguous policies are some of the reasons for stress in organizations.iv)
Organizational Structure and Design: Organizational structure is planned to smooth theprogress
of person’s communication in the realization of organizational goals. Some of theaspects of
design are specialization, centralization, line and staff relationships, span of control,and
organizational communication can relentlessly create stress in organizations. For example,wider
span of management compels the executive to manage large number of subordinates. Thiscan
lead to bigger stress. Likewise, frequent line and staff conflict lead to obstacles in the
workperformance. Thus incapability to resolve the conflicts leads to stress.v) Organization
Process and Styles: A number of organizational processes are planned tosuccessfully meet the
organizational goals. Communication process, control process, decisionmaking process,
promotion process, performance appraisal process, etc. are designed forrealizing organizational
objectives. All these processes bound the scope of functioning o femployees. Inappropriate
design of various organizational processes leads to stressedrelationships among the workers.
They can cause de-motivation and job dissatisfaction. As aresult, workers feel strained in
adjusting to the method.vi) Organizational Leaderships: Top management is accountable for the
formation of soundorganization climate and culture by suitable administrative approach. The
climate should betension free, fearless, and with no worry. Demanding leadership style forms a
dictatingenvironment in which employees are under pressure to reach the target. They work
underunfriendly relations and stiff controls. This generates bigger work stress to workers. On the
otherhand, a climate of affectionate and sociability, scope for participation in decisio n making,
nonfinancial motivation and flexibility are encouraged under democratic leadership style.
Thisreduces the stress of the workers. Hence, employees working under demanding leadership
stylesexperience stress than employees working under independent leadership style.vii)
Organizational Life Cycle: Each organization goes through four stages of organizational
lifecycle; they are birth, growth, maturity and decline. In every stage the structure and the design
oforganization experience frequent modifications. In addition, human beings are subject
totransformation to adjust to the stages in the life cycle. In this procedure, workers are focusedto
job stress.viii) Group Dynamics: Groups are there in every organization. Groups occur out of
intrinsicdesire of human beings and impulsive reactions of people. In organizations both formal
groupsand informal groups live. A formal group survives in the form of committees, informal
groupexit among different levels of organization. Groups have a number of functional
anddysfunctional results. They provide social support and fulfillment, which is accommodating
togive relief to the stress. Simultaneously, they turn out to be the basis of stress also. Lack
ofcohesiveness, lack of social support, lack of recognition by the group and irreconcilable
goalsleads to stress.2. Job concerning factors-Certain factors related to job which cause stress
among employees are as follows- a. Monotonous nature of job b. Unsafe and unhealthy working
conditions c. Lack of confidentiality d. Crowding 3. Extra-organizational factors-There are
certain issues outside the organization which lead to stress among employees. In today’s modern
and technology savvy world, stress has increased. Inflation, technological change, social
responsibilities and rapid social changes are other extra-organizational factors causing stress.4.
Intra-organizational factor 1) Stress is a psychological state and body uneasiness. Stress is a
general experience. Every person experiences stress at various situations. Workers faces stress in
the procedure of congregating the targets and working for extended hours. When an individual
experiences a control inhibiting the achievement of wishes and order for achievement, it leads to
possible stress. There are various intra organizational factors of stress they are: 1. Individual
factors 2.Family Problems 3.Economics Problems 4.Life Styles 5.RoleDemands 1. Individual
Factors: There are some individual factors, which are the basis of stress such as personality and
individual differences, family problems, economic problems, life styles and role demands. i)
Personality and individual differences: Person’s basic nature is the main reason for potential
stress. Introversion, extroversion, masculinity, rigidity, locus of control, personal life,
demographic differences such as age, health, education and occupation are some of the reasons
causing stress in individuals. Person’s age, health problem, education, nature of occupation and
the level of satisfaction are also some of the main determinants of individual stress factors. 2.
Family Problems: Family matter influences the individual’s life a lot. Healthy marital relations,
marital regulation, early, hale and hearty children may lead to cheerful life. They have the benefit
of enjoying the life and grown to be positive in their attitudes. As a result they do not have much
stress. On the other hand, meager marital relationships, irritating wife, family separations, extra
marital relationships, disturbing children, poor settlement of family members, aging parents, dual
working couple, death of spouse or other close family member are some of the reasons for
greater stress in the personal life of a person.. 3. Economic Problems: economic complexities are
the main reason of stress. Mis -management of individual finances, heavy family expenditure,
and constant demand for money, poor incoming earning capacity and slow financial growth in
the job are some of the economic cause for stress. For example, an increasing family
expenditure, increased expenditure on children education and health create heavy demand for
income. This creates greater stress in the person’s life. 4. Life Styles: Life Styles of individuals
may be one of the causes of stress. It can be due to sedentary life style, persons facing
exceptional situations may be forced to change their attitude, emotions and behavior. These are
the life disturbances which are usually the causes of potentialstress of a person. 5. Role
Demands: Persons play numerous roles in their private life and organizatio ns. In their personal
life, they have the roles of family head, husband, father, brother and son. In social life they play
the roles of club members, informal community group members, members of recreation groups,
religious groups and a number of other social groups. In the same way in organizations,
employees play the role of superior, subordinate, co- worker, union leader, informal group
leaders etc. By the way, all these roles are performed concurrently. Therefore, they become the
basis of anxiety and emotion. Another possible reason is role conflict. It arises due to the role
sensitivity, role ambiguity, role overload and role overlapping. Role ambiguity and stress are
absolutely associated to each other.Stress Management in Work Place: -There is no doubt that
stress is one on of the leading factors in illness and absenteeism amongemployees. Besides
lowering a persons immune response, stress makes us want to avoidwhatever is causing it. If
there is stress at work, workers who feel mildly off will feel even worseand resist coming to
work. This costs many hours of productivity, especially when key personnelor production
workers are absent- in fact, its estimated that $300 billion is lost on stress-causedillnesses and
absenteeism.A workplace that supports stress management through workplace wellness programs
not onlyhelps their employees to handle pressure better and stay healthier during times of stress,
it alsosends a message that their company cares about them. This provides emotional support as
well asphysical support for fighting the effects of stress.How a Workplace Wellness Program
Can helps when your employees are stressed, very likelythere is one primary cause and several
secondary causes. For instance, a worker may suffer stressdue to poor interpersona l relationships
with other workers and problems communicating.Addressing stress will help the worker feel
better and regain connections to other workers,thereby reducing the stress in those areas.
Although a workplace wellness program cant de-stresseverything a worker faces- like layoffs,
cutbacks, firings, etc.- it can help with the physical effectsof stress and help the worker cope
when getting the pink slip.A healthy employee will have enough energy to move on and find
another job but the unhealthyemployee may suffer even more physical maladies from stress and
plunge into depression. Anemployee who is watching others get fired or laid off will always be
thinking, "When am I goingto get the axe?" There are several steps you can take to reduce job
stress.Get a clear job description to avoid miscommunications that cause stress, and to make sure
youare doing tasks within your sphere of responsibility only. Get a new job. While this is not
alwaysan ideal solution, sometimes its the only one-a workplace wellness program will help with
thestress of this change. Find supportive agencies and programs to help you either deal with
thestress-such as the workplace wellness program-or find a new position. Isolation is
destructive.Change positions within the company. Perhaps your training is not in the field where
you areworking, or you are being asked by a supervisor to do things far outside work hours
anddescribed responsibilities. If you like the company you work for but hate you job, this may be
theanswer.
See if your company has an employee assistance program, which is sometimes part of
aworkplace wellness program, if there are layoffs and firings going on around you. If so, use
theseservices even if you have been told you will remain at the company-things change daily in
thebusiness world.Need of Stress Management: -In the past decade, the news headlines have
definitely made it clear that the need for stressmanagement should be one of the top agendas in
modern day society. The rages alone such asRoad Rage and the trends of violent acts in life
today prove a lot of it well.Living today is a lot tougher than it was even in the days of the great
depression. Its beencoming out in many ways such as all time occurrences of stomach and
intestinal ulcers. Othersfind sleep disorders and wind up zombies during their busy days.
Insomnia is growing in leapsand bounds.Today stress management is important in everyones
lives. Its necessary for long happy liveswith less trouble that will come about. There are many
ways to deal with stress ranging from thedealing with the causes of stress to simply burning off
its effects.MACRO-LEVEL ORGANIZATIONAL STRESSORS:POLICIES Unfair, arbitrary
performance reviews. Rotating works shifts. Inflexible rules. Unrealistic job
descriptions.STRUCTURES Centralization; Lack of participation in decision making. Little
opportunity for advancement. A great amount of formalization. JOB Interdependence of
departments. STRESS Line-Staff conflicts.PHYSICAL CONDITIONS Crowding & lack of
privacy. Air pollution. Safety hazards. Inadequate lighting. Excessive, heat or cold.PROCESS
Poor communication. Poor / inadequate feedback about performance. Inaccurate / ambiguous
measurement of performance. Unfair control systems. Inadequate information.
GROUP STRESSORS:The group can also be a potential source of stress. Group stressors can
be categorized intothree areas.1. Lack of groups cohesiveness:- ―Cohesiveness‖ or
―togetherness‖ is a very important to employees, especially at the lower levels of the
organizations. If the employee is denied the opportunity for this cohesiveness because of the task
design, because the supervisor does things to prohibit or limit it, or because the other members of
the group shut the person out, this can be very stress producing.2. Lack of social support:-
Employees are greatly affected by the support of one or more member of a cohesive group. By
sharing their problems & joys with others, they are much better off. It this type of social support
is lacking for an individual, it can be very stressful.3. Intra-Individual, interpersonal & inter-
group conflict:- Conflict is very closely conceptually or hostile acts between associated with in
compatible or hostile acts between intra- individual dimensions, such as personal goals or
motivational needs / values, between individuals within a group, & between groups.
INDIVIDUAL STRESSORS: In a sense, the other stressors (Extra organizational,
organizational, & Group stressors) alleventually get down to the individual level. For example,
role conflict, ambiguity, self-efficacy& psychological hardiness may all affect the level of stress
someone experiences.
CONSEQUENCES OF STRESS The effect of stress is closely linked to individual personality.
The same level of stressaffects different people in different ways & each person has different
ways of coping.Recognizing these personality types means that more focused help can be given.
Stress shows itself number of ways. For instance, individual who is experiencing highlevel of
stress may develop high blood pressure, ulcers, irritability, difficulty in making routinedecisions,
loss of appetite, accident proneness, and the like.
nsequences of
stress are those, which affect the individual directly. Due tothis the organization may suffer
directly or indirectly, but it is the individual who has to pays forit. Individual consequences of
stress are broadly divided into behavioral, psyc
consequences of stress are responses that may harm the person under stress or others.
Behaviorally related stress symptoms include changes in productivity, turnover, as well as
changes in eating habits, increased smoking or consumption of alcohol, paid speech, and sleep
well- being from or felling depressed. Job related stress could cause dissatisfaction;in fact it has
most psychological effect on the individual and lead to tension, anxiety irritability, and boredom.
conducted, it revealed that stress could create changes in metabolism, increase heart and
breathing rates, increases blood pressure bring out headaches and induce heart
attacks.Organizational consequences: Organizational consequences of stress have direct affect on
the organizations. Theseinclude decline in performance, withdrawal and negative changes in
also can result from stress. Significant for
affect of employee stress is directly related to attitudes. Job satisfaction, morale and
organizational commitment can all suffer, along with motivation to perform at higher
levels.Burnout:- A final consequence of stress has implementation for both people and
organizations.Burnout is a general feeling of exhaustion that develops when an individual
simultaneouslyexperiences too much pressure and few sources of satisfaction. FACTS ABOUT
STRESSNumber Reason of Stress Percentage1 Lack of job security 90%2 Overworked 86%3
Financial problem 84%4 Salary not match with responsibility 80%5 Unreasonable demand for
performance 72%6 Conflict between job and family responsibilities 70%7 Long hours 50%8
Change in family 42%9 Office policies and conflicts 20%10 No participation in decision
15%Stress can affect both your body and your mind. People under large amounts of stress
canbecome tired, sick, and unable to concentrate or think clearly. Sometimes, they even
suffermental breakdowns.
These can be subsumed under three general categories: 1) Physiological Symptoms 2)
Psychological Symptoms 3) Behavioral Symptoms1) Physiological Symptoms: -Stress can create
changes in metabolism, increase heart and breathing rates, increase bloodpressure, bring on
headaches, and induce heart attacks.2) Psychological Symptoms: -Psychological states- for
instance, tension, anxiety, irritability, boredom, and procrastination.3) Behavioral Symptoms: -
Behavior related stress symptoms include changes in productivity absence, and turnover, as
wellas changes in eating habits, increased smoking or consumption of alcohol, rapid
speech,fidgeting, and sleep disorders.
MANAGING STRESS:Management may consider being ―a positive stimulus that keeps the
adrenaline running‖ is verylikely to be seen as ―excessive pressure‖ by the employee.There are
two approaches towards managing stress:-1) Individual Approaches2) Organization
Approaches1) Individual Approaches: -An employee can take personal responsibility for
reducing his or her stress level. Individualstrategies that have proven effective include
implementing time management techniques,increasing physical exercise, relaxation training, and
expanding the social support network.(a) Time management Techniques: -It includes some time
management principles. Principles are:-(1) Making daily lists of activities to be accomplished.(2)
Prioritizing activities by importance and urgency.(3) Scheduling activities according to the
priorities set.(4) Knowing your daily cycle and handling the most demanding part of job.
Physical Exercise: - Such as aerobics, walking, jogging, swimming, and ridding a bicycle have
long beenrecommended by physicians as a way to deal with excessive stress levels. These forms
ofphysical exercise increase heart capacity, lower the at-rest heart rate, provide a mental
diversionfrom work pressures, and offer a means to ―let off steam‖.(c) Relaxation Techniques: -
Such as meditation, hypnosis, and biofeedback. The objective is to reach a state of
deeprelaxation, in which one feels physically relaxed, somewhat detached from the
immediateenvironment, and detached from body sensations. Deep relaxation for 15 or 20
minutes a dayreleases tension and provides a person with a pronounced sense of peacefulness.
Importantly,significant changes in heart rate, blood pressure, and other physiological factors
result fromachieving the condition of deep relaxation.(d) Social Support Network:-It includes
friends, family, or work colleagues. Expanding your social support network thereforecan be
means for tension reduction. It provides you with someone to hear your problems and tooffer
more objective perspective on situations.2) Organizational Approaches: -Several of the factors
that cause stress particularly task and role demands and organizationalstructure are controlled by
management. As such, they can be modified or changed. Strategiesthat management might want
to consider include improved personnel selection and jobplacement, training, use of realistic goal
setting, redesigning of jobs, increased employeeinvolvement, improved organizational
communication, offering employee sabbaticals, andestablishment of corporate wellness
programs.(a) Selection and Placement:-Certain jobs are more stressful than other. Individuals
differ in their response to stress situation.Individuals with little experience or an external locus of
control tend to be more prone to stress.Selection and placement decisions should take these facts
into consideration. Managementshould not restrict hiring to only experienced individual with an
internal locus, but suchindividuals may adapt better to high stress jobs and perform those jobs
more effectively.(b) Training: -It can increase an individual’s self-efficacy and thus lessen job
strain.(c) Goal Setting:-Based on an extensive amount of research concluded that individuals
perform better when theyhave specific and challenging goals and receive feedback on how well
they are progressingtowards these goals. The uses of goals reduce stress as well as provide
motivation. Specific goalsthat are perceived as attainable clarify performance expectation. In
addition, goal feedback reduces uncertainties about actual job performance. The result is less
employee frustration, roleambiguity, and stress.(d) Redesigning Jobs: -To give employees more
responsibility, more meaningful work, more autonomy,and increased feedback can reduce stress
because these factors give the employeegreater control over work activities and lessen
dependence on others. The rightredesign, then, for employees with a low need for growth might
be lessresponsibility and increased specialization. If individuals prefer structure androutine,
reducing skill variety should also reduce uncertainties and stress levels.(e) Increasing Employee
Involvement: -By giving employees a voice in the decision that directly affect their
jobperformances, management can increase employee control and reduce this rolestress. So
managers should consider increasing employee involvement in decisionmaking.(d)
Organizational Communication: -Increasing formal organizational communication with
employees reducesuncertainty by lessening role ambiguity and role conflict. Given the
importancethat perceptions play in moderating the stress-response relationship, managementcan
also use effective communications as a means to shape employee perceptions.Employees
categorize as demands, threats, or opportunities are merely aninterpretation, and that
interpretation can be affected by the symbols and actionscommunicated by management(f)
Sabbaticals: - Ranging in length from a few weeks to several months allows employees to
travel,relax, or pursue personal projects that consume time beyond normal vacationweeks.
Proponents argue that these sabbaticals can revive and rejuvenate workerswho might be headed
for burnout.(g) Wellness Programs: -These programs focus on the employee’s total physical and
mental condition.Provide workshop to help people quit smoking, control alcohol use, lose
weight,eat better, and develop a regular exercise program. The assumption underlyingmost
wellness programs is that employees need to take personal responsibility fortheir physical and
mental health. Organizations, of course, are not altruistic. Theyexpect a payoff from their
investment in wellness programs. Most of the firms thathave introduced wellness programs have
found significant benefits.
30. Individual coping strategies: Many strategies for helping individuals manage stress have
been proposed.Individual coping strategies are used when an employee under stress
exhibitsundesirable behavior on the jobs such as performance, strained relationship withco-
workers, absenteeism alcoholism and the like. Employees under stress requirehelp in overcoming
its negative effects. The strategies used are:Exercise:- One method by which individual can
manage their stress is through exercise.People who exercise regularly are known to less likely to
have heart attacks thaninactive people are. Research also has suggested that people who exercise
regularlyfeel less tension and stress are more conflict and slow greater optimism.Relaxation:- A
related method individual can manage stress is relaxation. Copying withstress require adaptation.
Proper relaxation is an effective way to adopt.Relaxation can take many forms. One way to relax
is to take regular vacations;people can also relax while on the job (i.e. take regular breaks during
their normalworkday). A popular way of resting is to sit quietly with closed eyes for tenminutes
every afternoon.Time management:- Time management is an often recommended method for
managing stress, theidea is that many daily pressures can be eased or eliminated if a person does
abetter job of managing time. One popular approach to time management is to make a list, every
morning or the thins to be done that day. Then you group the items onthe list into three
categories: critical activities that must be performed, importantactivities that should be
performed, and optimal or trivial things that can bedelegated or postponed, then of more of the
important things done every day.
ROLE MANAGEMENT:- Some what related to time management in which the individual
activelyworks to avoid overload, ambiguity and conflict.
SUPPORT GROUPS:- This method of managing stress is to develop and maintain support
group. Asupport group is simply a group of family member or friends with whom a personcan
spend time. Supportive family and friends can help people deal with normalstress on an ongoing
basis. Support groups can be particularly useful during timesof crisis.
BEHAVIORAL SELF-CONTROL:- In ultimate analysis, effective management if stress
presupposes exercise ofself-control on the part of an employee. By consciously analyzing the
cause andconsequences of their own behavior, the employees can achieve self-control. Theycan
further develop awareness of their own limits of tolerance and learn toanticipate their own
responses to various stressful situations. The strategy involvesincreasing an individual’s control
over the situations rather than being solelycontrolled by them.
COGNITIVE THERAPY:- The cognitive therapy techniques such as Elli’s rational emotive
model andMeichenbaum’s cognitive strategy fir modification have been used as an
individualstrategy for reducing job stress.
COUNSELING: Personal counseling help employees understand and appreciate a
diverseworkforce, the holistic approach adopted by the counselor gives him acomprehensive
view of the employee as client and enable him to deal the issues ofwork related problems in a
larger context with his awareness of the inter-relationship among problems in adjustment with
self, other and environment andthat a work concern will effect personal life and vice-versa, the
employee wouldreceive help regarding the problem in all life. One of the advantage of the
individual interventions is the individual can usethese skills to improve the quality of life in offer
domains like family, socialsupport and self, thus reducing the negative carry of experiences in
these domainsinto the work life which might affect his occupation mental health.
ORGANIZATIONAL STRATEGIES:- The most effective way of managing stress calls for
adopting stressors andprevent occurrence of potential stressors.’ Two basic organizational
strategies for helping employees manage stress areinstitutiona l programs and collateral
programs. Work Design Stress Management programs Work schedules Health promotions
programs Culture Other programs SupervisionInstitutional programs:- Institutional programs for
managing stress are undertaken to establishedorganizational mechanism for example, a properly
designed job and wordschedules can help ease stress. Shift work in particular can constantly
have toadjust their sleep and relaxation patterns. Thus, the design of work schedulesshould be a
focused of organizational efforts to reduce stress. The organization’s culture can also used to
help to manage stress. Theorganization should strive to foster a culture that reinforces a healthy
mix of workand nonworking activities. Finally, supervision can play an important institutional
role in overload. Inmanaging stress. A supervisor is a potential manager source of overload. If
madeaware of their potential for assigning stressful amounts of work, supervisors can doa better
job keeping workloads reasonable.
COLLATERAL PROGRAMS: In addition to their institutional efforts aimed at reducing
stress, manyorganizations are turning to collateral programs. A collateral stress program in
anorganizational program specifically created to help employees deal with stress.
Theorganizations have adopted stress management programs, health promotionprograms and
other kinds of programs for this purpose.
Coping with Stress at Work placeWith the rapid advancement of technology, the stresses faced
at work have alsoincreased. Many people dread going to work, hence the term ―Monday
Blues‖.What is the reason for this? There is partly the fear from being retrenched in badtimes,
leading to greater job insecurity on the part of those who remain.Undoubtedly, occupational
stress is one of the most commonly cited stressorsfaced by people all over the world.Stress refers
to the pressure and reactions to our environment which results inpsychological and physical
reactions. Whilst some stress is good for motivationand increasing efficiency, too much stress
can result in negative impacts such asreduced effectiveness and efficiency. More and more
people are feeling isolatedand disrespected at work, and this has led to greater occupational
stress. Manycompanies have taken to consulting experts and professionals on ways to
increaseconnectedness and motivation of their employees.Some companies organize parties and
make their employees feel valued at work.These are measures to motivate employees and help
them to feel secure at theirjobs, translating into greater productivity. However, not all companies
have suchmeasures in place, and some have not gotten it quite right. Hence, it is up to you
tomake sure that you can cope with stress at your workplace, and use it to help youwork better.
Here are 3 simple steps to help you with coping with stress in theworkplace.Step 1: Raising
AwarenessHelp yourself to identify when you are facing rising levels of stress, tipping thescales
from positive to negative. This is important, as being able to identify signsof being stressed can
help you to take steps to ensure that your overall quality of life does not drop. If left
unacknowledged, the problem will only snowball, leadingto disastrous consequences to your
health and overall wellbeing.You can identify if you are feeling stressed by checking if you have
any physicalor psychological reactions, such as excessive sweating or heart palpitations, or
theonset of headaches, irritability or the need to escape. If you experience any of thesereactions,
identify if you are feeling any overwhelming negative emotions, and ifyou are constantly
worried.Step 2: Identify the CauseYou need to be able to analyze the situation and identify what
is causing the rise instress. These stressors can be external and internal. External stressors refer
tothings beyond your control, such as the environment or your colleagues at work.Internal
stressors refer to your own thinking and attitude. Often, we only startreacting to stress when a
combination of stressors working together exceeds ourability to cope.Keep a diary or a list of
events that have caused you to feel strong negativeemotions, or that are likely stressors. This will
help you to identify the causes ofyour stress. Whilst it is not always possible to eradicate them,
we can change theway that we cope with it.Step 3: Coping with StressIn order to deal with the
situation that is causing you stress, you need to calm yourmind and body so as to stave off the
reactions and cope with it in a positive way.This can be through different methods, such as
taking time off. If a situation istriggering your stress and you are unable to calm down, remove
yourself from it.Go outside and take a walk to calm down. Alternatively, you can try
implementing relaxation techniques such as deep breathing. If it is an internal stressor, stop
yourthought process until you are able to deal with it logically.The key to making these 3 steps
work for you is to practice them. These are notinstantaneous solutions, and you need to condition
your mind and practice them sothat you can implement it when you are feeling stressed.(1.2.5)
Stress ManagementStress management is the need of the hour. However hard we try to go
beyond astress situation, life seems to find new ways of stressing us out and plaguing uswith
anxiety attacks. Moreover, be it our anxiety, mind-body exhaustion or ourerring attitudes, we
tend to overlook causes of stress and the conditions triggeredby those. In such unsettling
moments we often forget that stressors, if notescapable, are fairly manageable and
treatable.Stress, either quick or constant, can induce risky body-mind disorders.
Immediatedisorders such as dizzy spells, anxiety attacks, tension, sleeplessness, nervousnessand
muscle cramps can all result in chronic health problems. They may also affectour immune,
cardiovascular and nervous systems and lead individuals to habitualaddictions, which are inter-
linked with stress. Like "stress reactions", "relaxation responses" and stress
managementtechniques are some of the bodys important built- in response systems. As
arelaxation response the body tries to get back balance in its homeostasis. Somehormones
released during the fight or flight situation prompt the body to replacethe lost carbohydrates and
fats, and restore the energy level. The knotted nerves,tightened muscles and an exhausted mind
crave for looseness. Unfortunately,today, we dont get relaxing and soothing situations without
asking. To be relaxedwe have to strive to create such situations.
Recognizing a stressor:It is important to recognize whether you are under stress or out of it.
Many times,even if we are under the influence of a stressful condition and our body reacts to
itinternally as well as externally, we fail to realize that we are reacting under stress.This also
happens when the causes of stress are there long enough for us to gethabituated to them. The
body constantly tries to tell us through symptoms such asrapid palpitation, dizzy spells, tight
muscles or various bodies’ aches thatsomething is wrong. It is important to remain attentive to
such symptoms and tolearn to cope with the situations. We cope better with stressful situation,
when weencounter them voluntarily. In cases of relocation, promotion or layoff,adventurous
sports or having a baby, we tend to respond positively under stress.But, when we are co mpelled
into such situations against our will or knowledge,more often than not, we wilt at the face of
unknown and imagined threats. Forinstance, stress may mount when one is coerced into
undertaking some workagainst one’s will.Laughter:Adopting a humorous view towards lifes
situations can take the edge off everydaystressors. Not being too serious or in a constant alert
mode helps maintain theequanimity of mind and promote clear thinking. Being able to laugh
stressaway isthe smartest way to ward off its effects.A sense of humor also allows us to perceive
and appreciate the incongruities of lifeand provides moments of delight. The emotions we
experience directly affect ourimmune system. The positive emotions can create neurochemical
changes thatbuffer the immunosuppressive effects of stress.
During stress, the adrenal gland releases corticosteroids, which are converted tocortical in
the blood stream. These have an immunosuppressive effect. Dr. LeeBerk and fellow researcher
Dr. Stanley Tan at Loma Linda University School ofMedicine have produced carefully
controlled studies showing that the experienceof laughter lowers serum cortical levels, increases
the amount and activity of Tlymphocytes—the natural killer cells. Laughter also increases the
number of Tcells that have suppresser receptors.
Research Methodology RESEARCH:- Research as a scientific and systematic search for
pertinent information on a specific topic. In fact, research is an art of scientific investigation.
Types of Research 1.Descriptive vs. Analytical:- Descriptive research includes surveys and fact-
findings enquiries of different kinds. Major purpose is description of the state of affairs as it
exists at present. Under analytical the researcher has to use facts or information already
available, and analyze these to make a critical evaluation of the material.RESEARCH DESIGN:-
Exploratory & descriptiveResearch approach:- Survey approachResearch instrument:-A
structured questionnaire was prepared, which was administrated as a schedule, which mainly
incorporated rating scale.CONTACT METHOD:- Personal Interview of all the respondents was
carried out.DATA COLLECTION TECHNIQUE:-
Personal interview
OBSERVATIONSFINDINGS:
e
ns of personal
organization falls a very tall structure of stress among hierarchy & this is one of the reasons for
employees working in the plant gave a positive response in answering the
questionnaire.SUGGESTIONS: A Small percentage of the employees did have high stress.
Person facing stress at theorganizational level of lot of psychological problems in the form of
decreased motivation,absenteeism low productivity targets not being achieving etc. as a remedy
for the above saidemployees facing stress are advised to attend stress management courses which
will help them tobuild coping strategies and cause out their stress. The stress management cause
manag
-7 hrs of cont
organization should take extra care related to government like electricity , water facility,
drainage, etc.,
CONCLUSION
It is vital that stress management techniques are implemented into our daily lives. As
mentionedearlier, some stress is good, but we need to find that optimal level of stress, which will
motivatebut not overwhelm us. Coping with stress is an individualized task and one method over
anothermay not be superior, so find what works for you and master it. A person that is stressed
takes somuch away from his or her health and performance levels. Reducing stress could be as
simplehas adding exercise to you day or making new friends. To make the most of your life,
limit yourstress and of course for that stress that you cannot diminish, learn to manage it.Take a
walk, go dancing, stretch, take deep breathes, laugh, play a game, see a movie, expressaffection,
share feelings, sing, paint, write, make new friends, tackle problems head on, givethanks, let go,
and laugh some more..By taking control of your thoughts, emotions, and environment you are
controlling your lifeinstead of letting stress control you!Remember what is truly important in
life- Your Happiness!
(OR)
CONCLUSION
A study to find out whether the employees are facing more stress in the organization. The
studywas carried out by selecting 100 members working in the office. The research was done in
thearound Steroidsoft at Coimbatore. The data was collected through questionnaire. The data
collected was analyzed based on pre-determine objectives. The analysis helped to come out with
the mentioned findings andsuggestions. All suggestions are given to regional administrative and
facility manager. Hoping thatthey would incorporate my suggestions, which will raise the
satisfaction of the employees.