CHAPTER-I INTRODUCTION

1.1 INDUSTRY PROFILE

Indian stock market marks to be one of the oldest stock market in Asia. Stock Market, which is a market where the trading of company stocks, both listed company securities and unlisted company securities are, takes place It is

different from stock exchange because it is put all stock indices and stock exchange because it also put all stock indices and stock index movements on the same platform . For example, we use the term, the stock market was up today or the stock market bubble. MEANING OF STOCK EXCHANGE Stock exchanges mean any body of individuals, whether incorporated or not, constituted for the purpose of regulating or controlling the business buying and selling or dealing in securities. Securities include: Shares, Scrips, Bonds, Debentures and other marketable securities. Government securities. Rights or interests in securities SECURITIES EXCHANGE BOARD OF INDIA

In 1988 the Securities and Exchange Board of India (SEBI) was established by the Government of India through an executive resolution, and was subsequently upgraded as a fully autonomous body (a statutory Board) in the year 1992 with the passing of the Securities and Exchange Board of India Act (SEBI ACT) on 30th January 1992. In place of government control, a statutory and autonomous regulatory board with defined responsibilities, to cover both development and regulation of the market, and independent powers has been set up. Paradoxically this is a positive outcome of the Securities Scam of 1990 91. The basic objectives of the Board were identified as: To protect the interest of investors in securities To promote the development of securities market. To regulate the securities market and for matters connected therewith or incidental thereto. Since its inception SEBI has been working targeting the securities and is attending to the fulfillment of its objectives with commendable zeal and dexterity. The improvements in the securities markets like capitalization

requirements, margining, establishment of clearing corporations etc. reduced the risk of credit and also reduced the market. STOCK EXCHANGES IN INDIA: Stock Exchanges are an organized marketplace, either corporation or mutual organization, where members of the organization gather to trade company stocks or other securities. The members may act either as agent for
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their customers, or as principals for their own accounts. Stock exchanges also facilitates for the issue and redemption of securities and other financial instruments including the payment of income and dividends. The record

keeping is central but trade is linked to such physical place because modern markets are computerized. The trade on an exchange is only by members and stockbrokers do have a sear on the exchange.

REGIONAL STOCK EXCHANGES: There are 23 stock exchanges in India. Among them two are national level stock exchanges namely Bombay Stock Exchange (BSE) and National Stock Exchange of India (NS). The rest 21 are Regional Stock Exchanges (RSE).

FINANCIAL MARKET: The financial markets can broadly be divided into money and capital market.

MONEY MARKET: Money market is a market for debt securities that pay off in the short term usually less than one year, for example the market for 90-days treasury bills. This market encompasses the trading and issuance of short-term non-equity debt instruments including treasury bills, commercial papers, bankers acceptance, certificates of deposits etc.
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CAPITAL MARKET: Capital market is a market for long-term debt and equity shares. In this market, the capital funds comprising of both equity and debt are issued and traded. This also includes private placement sources of debt and equity as well as organized markets like stock exchanges. divided into primary and secondary Market. Capital market can be further

PRIMARY MARKET: In the primary market, securities are offered to public for subscription for the purpose of raising capital or fund. This is the market where the company with a public issue. This is popularly known as IPO (initial Public Offering).

SECONDARY MARKET: Secondary market refers to a market where securities are traded after being initially offered to the public in the primary market and/or listed on the Stock Exchange. Majority of the trading is done in the secondary market. Secondary market comprises of equity markets and the debts markets. Other Investment alternatives available for the investors: Equities

 Debentures Commodities Mutual Funds Gold Real Estate EQUITIES: An equity share, commonly referred to as ordinary share also represents the form of fractional ownership in which a shareholder, as a fractional owner, undertakes the maximum entrepreneurial risk associated with a business venture. The holders of such shares are members of the company and have voting rights. A company may issue such shares with differential rights as to voting, payment of dividend, etc., DEBENTURES: Bonds issued by a company bearing a fixed rate of interest usually payable half yearly on specific dates and principal amount repayable on particular date on redemption of the debentures. Debentures are normally

secured / charged against the asset of the company in favour of debenture holder. MUTUAL FUNDS:

A mutual fund is a common pool of money in to which investors with common investment objectives place their contributions that are to be invested in accordance with the stated investment objective of the scheme. The investment manager would invest the money collected from the investor in to assets that are defined/permitted by the stated objectives of the scheme. COMMODITIES: A commodity is food, a metal or physical substance that investors buy or sell. Commodities are basically classified as agricultural commodities which food grains, fibers, oilseeds, sugar, plantation crops like coffee, some horticulture crops etc. Non-agro commodities like base metals, precious metals, industrial metals, and crude oil. GOLD: Gold is one of the most valuable assets in any economy. It has been used in India primarily as a form of saving by housewives. Gold may be called a hedge against inflation or a well or reservoir for future use or substitute for rupees, which are used as means of transfer or exchange. REAL ESTATE: Land and house property is also called real estate. This investment is taken by a large number of people for hedging the inflation rates.

1.2 INTRODUCTION OF THE TOPIC: The nature of work has gone through drastic changes over the last century and it is still changing at whirlwind speed. They have touched almost all professions, starting from an artist to a surgeon, or a commercial pilot to a sales executive. When change comes stress inevitably. Professional stress or job stress poses a threat to physical health. Work related stress in the life of organized workers consequently affects the health of organizations.

Job stress is caused by conditions in the workplace that negatively affect an individuals performances and/or overall well-being of his body and mind. One or more of a host of physical and mental illnesses manifest job stress. In some cases, job stress can be disabling. In chronic cases a psychiatric consultation is usually required to validate the reason and degree of work related stress. However if this condition is allowed to go unchecked, the employees performance ultimately declines. Hence it is necessary to

immediately identify the various factors causing stress in the employees and take measures accordingly. This report focus on the identification of various stressors and rating them with respective to the amount of stress created by them to the employees of India Infoline, Chennai.
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CHAPTER-II PROJECT PROFILE 2.1 TITLE OF THE PROJECT:

The topic chosen for the study is A CRITICAL STUDY ON STRESS MANAGEMENT undertaken at India Infoline, Chennai.

2.2 NEED FOR THE STUDY:

This study considered necessary because the undertaken organizations management found that the stress level among the employees continuously increasing and the reasons are mixed in nature. This had been reported to this researcher and this study undertaken.

2.3 OBJECTIVES OF THE STUDY:

MAIN OBJECTIVES:

To analysis the level of occupational stresses among the India Infoline employees.

SPECIFIC OBJECTIVES: To know the causes of stress in the job To identify the type of stress involved in India Infoline. To identify the sources of stress in India Infoline

2.3 SCOPE OF THE STUDY:

This study has taken the sample size of 150 and this study directed to find out the reasons for growing stress level among the employees of India Infoline. Through that, it is hoped, the management can take some serious steps to control the same

CHAPTER III ORGANISATION PROFILE

India Infoline key milestone: Incorporated on October 18, 1995 as Probity Research and Services.

Launched Internet Portal www.indiainfoline.com in may 1999. Launched online trading is shares and securities branded as www.5pasia.com in July 2000.

Became a Depository Participant of NSDL (National Securities Depository Limited) in September 2001. Launched stock Messaging service in may 2003. Acquired commodities broking license in March 2004. Launched Portfolio Management services in august 2004. Listed on NSE and BSE on May 17 2005.

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 India Infoline ltd having 630 Branches.

MANAGEMENT TEAM: Mr. Nirmal Jain Chairman and Managing Director Nirmal Jain is the founder and chairman of India Infoline Ltd. Mr. R. Venkataraman Executive Director R. Venkataraman is the co-promoter and Executive Director of India Infoline Ltd. The Board of Directors: Mr. Sat Pal Khattar Non Executive Director Mr. Sanjiv Abuja Independent Director Mr. Nilesh Vikamsey Independent Director Mr. Kranti Sinha Independent Director VISION OF THE COMPANY: The vision is to emerge as the most respected financial services company in India. We will be respected by our shareholders if we beat street

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expectations and grow faster than the industry, by our customers if our research and service is par excellence, by employees if we can build a wonderful environment to work in, by society if we are a responsible corporate citizen.

CHAPTER-III REVIEW OF THE LITERATURE

4.1 STRESS AND WORK ENVIRONMENT Research indicates that those who seem to effectively handle a high level of stress possess one or more of the personality predispositions of high tolerance of ambiguity, internal locus of control and self-esteem. A high tolerance for ambiguity allows individuals to experiences very little anguish while operating under conditions of insufficient information or in an uncertain environment. People with an internal locus of control also handle stress well since they feel they are in control of the situation, rather than feeling controlled by the situation they are in. This makes it possible for them to manage their environmental stress without experiencing its noxious effects.

Those with high self-esteem also handle stress with ease since a high selfconcept and confidence in their abilities allow them to develop positive attitudes towards the management of stress and enable them to deal with stressful situations with calmness and clear thinking.
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Stress is the universal problem. As researches say, it is very necessary to identify the stress, the stressors in the work environment. The more

successfully one handles a stressful situation. Without panicking or getting overwhelmed by it the more confidently will the individual face further stressful situations. Thus, it is possible to raise ones capacity, to handle stress with successive situations. His report encloses the factors causing stress, their

ratings and suggestions for over coming stress regarding the findings.

The nature of the job stress has been studied by scholars in a wide range of academic disciplines. Physicians, psychiatrists, and researches in

management have all studied its causes and its symptoms have a defined the term in a variety of different ways. For our purposes stress is defined as the reactions of individuals to new or threatening factors in their work environments.

Stress can be either positive or negative. Some new work situations can bring us positive challenges and excitement, while others are very threatening and anxiety arousing. For example, the depression in the economy can create negative stress for sales personnel, because they will be much more anxious about making sales commissions and sales quotas. On the other hand,

promotions to new jobs present employees with positive stress while employees may feel anxious about their new work assignments they also anticipate them
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eagerly and look forward to the additional challenges, rewards, and excitement. In these cases, the new and uncertain job situations create positive stress.

For every individual there is an optimum level of stress under which he or she will perform to full capacity. If the stress experienced is below this

optimum level, then the individual gets bored, the motivational level to work reaches a low point and apathy sets in. If one operates in a very low stress environment and constantly experiences boredom, the person is likely to psychologically or physically withdraw from work. Psychological withdrawal will result in careless mistakes being frequently made, forgetting to do things, and of things other than work during work hours. Physical withdrawal will manifest itself in increased rates of tardiness and absenteeism which may ultimately lead. Level is different for different individuals; each individual can sense and determine how much stress in functional for him or her to operate in a productive manner. Research indicates that those who seem to effectively handle a high level of stress possess one or more of the personality predispositions of high tolerance of ambiguity, internal locus of control and self-esteem. A high tolerance for ambiguity allows individuals to experience very little anguish while operating under conditions of insufficient information or in an uncertain environment. People with an internal locus of control also handle stress well since they feel they are in control of the situation, rather than feeling controlled by the situation they are in. This makes it possible for them to manage their environmental
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stress without experiencing its noxious effects. Those with high self-esteem also handle stress with ease since a high self-concept and confidence in their abilities allow them to develop positive attitudes towards the management of stress and enable them to deal with stressful situations with calmness and clear thinking.

The more successfully one handles a stressful situation without panicking or getting overwhelmed by it the more confidently will the individual face further stressful situations. Thus, it is possible to raise ones capacity to handle stress with successive situations.

4.2 SOURCES OF STRESS Stress is a reality of our everyday life. There are both stress and distress that come from our work and non-work lives. As pointed out by Near Rice and Hunt (1980) and Sekaran (1986), among others the work and non-work domains of ones life is closely intertwined. The stresses, and strains experienced in one domain are carried over to the other. Thus, if one experienced much distress at work, that stress will be carried over to the home, which will heighten the sense of awareness of even small distresses experienced in the family sphere.

One major source of job stress is the job itself. The way the job is designed, the amount of time pressure an individual faces and the amount of expectations other have of a person at work can all lead to job stress.
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Interpersonal relationships are a second source of job stress. How much contact an individual has with co-workers and bosses, how much time he or she deals with clients or consumers, and how pleasant those problems in personal lives can spill over into the work environment, adding further tension to an already stressful work situation. Some of the reasons which cause stress are shown below.

1) Job Characteristic Role Ambiguity Role Conflict Role Overload Role Under Load Ethical Dilemmas

2) Interpersonal Relationships Amount of contact with others Dealing with people in other departments Organizational Climate 3) Organizational Factors 4) Personal Factors Careers concerns Geographical mobility

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 Rate of Life Change

So, these are reason for the creation stress to an employee. A good organization must to take care of all theses issues to reduce the stress in their organization. 4.3 CONSEQUENCES OF JOB STRESS Distress experienced by individuals has negative consequences for them their families and for the organizations they serve.

Consequences for the Individual The impact of distress on individuals has subjective, cognitive, physiological, behavioral and health facets to it. The subjective or intrapersonal effects of stress are feelings of anxiety, boredom, apathy, nervousness, depression, fatigue, anger, irritability and behaviors on the part of the individual experiencing the stress. The cognitive effects include poor concentration, short attention span, mental blocks and inability to make decisions. The Physiological effects can be seen in increased heart and pulse rate, high blood pressure, dryness of throat, and excessive sweating. The behavioral consequences are manifest in such things as accident proneness, drinking excessive eating, smoking, impulsive behaviors,

depressions, and withdrawal behaviors.

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The manifest health effects could be stomach disorders asthma, eczema, and other psychosomatic disorders. In addition, the mental health, i.e., the ability to function effectively in ones daily life, will also decline as excessive stress is experienced.

Thus this chapter deals with Meaning of stress Sources of stress in the work environment Consequences of stress, and Methods of managing stress.

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CHAPTER-V RESEARCH METHODOLOGY

Research means a scientific and systematic search for pertinent information on a specific topic. Research is a careful investigation or inquiry especially through search for new facts in any branch of knowledge. Research comprises defining and redefining problems, formulating hypothesis or suggested solution; collecting, organizing and evaluating data; making deductions and reaching conclusions; and at last carefully testing the conclusions to determine whether they fit the formulating hypothesis.

Research may be defined as the systematic and objective analysis and recording of controlled observations that may lead to the developments of generalizations, principles, or theories, resulting in prediction and possibility ultimate control of events. -According to John W.Best

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Methodology is defined a the study of methods by which we gain knowledge, it deals with cognitive processes imposed on research by the problems rising from the nature of its subject matter.

5.1 TYPE OF RESEARCH DESCRIPTIVE RESEARCH It involves surveys and fact-findings enquirer of different kinds. The major purpose of descriptive research is the description of the state of affairs, as it exists at present. The main characteristics of this method are that the

researcher has no control over the variables; he can only report what ha happened or what is happening. The methods of research utilized in descriptive research are survey methods of all kinds, including comparative and correlation methods.

EXPERIMENTAL RESEARCH This experimental research is mainly focused finding out the cause and effect relationship of the phenomenon under study. Actually when observation is arranged and controlled, it becomes an experimental study.

EXPLORATORY RESEARCH

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This is also called formulated research design. This aims to formulating problem for more precise idea or hypothesis. Based on this, the subsequent stages of research could be planned.

5.2 RESEARCH DESIGN The research design used in this study is structured questionnaire. Structured questionnaire are those questionnaire in which there are predetermined question relating to the aspect for which the researcher collects data. The questions are presented with exactly the same wording and in the same order to all the respondents.

5.3 QUESTIONNAIRE DESIGN The structured questionnaire for Appraisal System with the following types of questionnaires open ended, closed ended, multiple choice, types of questions.

5.4. DATA COLLECTION Data refers to information or facts. It includes numerical figures, nonnumerical figures, descriptive facts, and qualitative information. The task of data collection begins after research problem has been defined and research plan has been decided. The nature of the data is both primary and secondary data.

5.4.1 PRIMARY DATA

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The primary data are those that are collected through questionnaire and direct personal interview. The questionnaire was framed in such a manner to obtain correct information, graded suitably for the study. 5.4.2 SECONDARY DATA The secondary data has been collected through oral communication. Secondary data about the company profile and other details were collected from the company website.

5.5 PERIOD OF STUDY The study was done during the period of Three Months. During the period the following steps were taken. Objectives were set and questionnaire was finalized Data were collected and recorded Data were analyzed and interpreted Reports were generated

5.6 SAMPLING SIZE Due to time and resources constraint the sample size has been taken as 150.

5.7 SAMPLING PROCEDURE

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Convenience sampling has been used in this study.

Convenience

sampling is used for selection of homogeneous sample for the study. It refers to selection a sample of study. It is a non-probability sampling. Thus research study may include study objects, which are conveniently located. Research findings based on convenient sampling however, cannot be generalized. 5.8 PILOT SURVEY: Pilot survey was conducted for testing the validity of the Questionnaire. In a big enquiry the significance of pilot survey is fest very much. Pilot survey is in fact the replica and rehearsal of the main survey.

Such a survey, being conducted by experts, brings to light the weakness (if any) of the questionnaire and also of the survey techniques. From the experience gained in this way, improvement can be done.

In my project pilot survey has been made with 15 numbers of respondents. They found easy to answer the questions. Hence no modification in the questionnaire was made. Through survey method the data has been collected among 150 respondents

5.9 LIMITATION OF THE STUDY Time was the main constraint. The project should be completed within stipulated time limit.

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 Since the project is of qualitative nature there was the participants bias in some cases.

Cost is also the main constrain as this research involves massive amount for the purposed of meeting the employees in different branches.

CHAPTER VI

DATA ANALYSIS AND INTERPRETATION

DATA ANALYSIS The data after collection has to be processed and analyzed in accordance with the outline laid down for the purpose at the time developing the research plan. This is essential for a scientific study and for ensuring that we have all the relevant data. Processing implies editing coding classification and tabulation of collected data so that they are acquiescent to analysis.

The term analysis refers to the computation of certain measures along with searching for patterns of relationship that exists among data-groups. Thus in the process of analysis relationship or differences supporting or conflicting

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with original or new hypothesis should be subjected to statistical tests or significance to determine with what validity data can be said to indicate any conclusion.

Analysis of data in a general way involves a number of closely related operations that are performed with the purpose of summarizing the collected data and organizing them in such a manner that they answer the research questions.

TABLE NO 6.1.1 GENDER WISE CLASSIFICATION OF RESPONDENTS

Particulars Male Female Total

No. of Respondents 91 59 150

Percentage 60 40 100%

CHART NO 6.1.1 GENDER WISE CLASSIFICATION OF RESPONDENTS

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INFERENCE: 60% of the respondents are male and 40% of the respondents are female.

TABLE NO 6.1.2 AGE WISE CLASSIFICATION OF RESPONDENTS Particulars 20 to 30yrs 30 to 35yrs 35 to 40 yrs More than 40yrs Total No. of Respondents 138 12 0 0 150 Percentage 92 8 0 0 100%

CHART NO 6.1.2 AGE WISE CLASSIFICATION OF RESPONDENTS

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INFERENCE: Majority of the respondents are of aged between 20yrs to 30yrs.

TABLE NO. 6.1.3 ASSOCIATION WITH INDIA INFOLINE Particulars 0 2 yrs 2 4 yrs 4 6 yrs Above 6 yrs Total No. of Respondents 61 31 34 24 150 Percentage 40.6 20.6 22.6 16 100%

CHART NO. 6.1.3

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ASSOCIATION WITH INDIA INFOLINE

INFERENCE: 41% of the respondents are associated with India Infoline for 0 -2yrs

TABLE NO. 6.1.4 EMPLOYEES OPINION ABOUT BEING WORKING WITH INDIA INFOLINE

Particulars Yes No Total

No. of Respondents 140 10 150

Percentage 93 7 100%

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CHART NO. 6.1.4 EMPLOYEES OPINION ABOUT BEING WORKING WITH INDIA INFOLINE

INFERENCE: 93% of the employees are happy for being working with India Infoline.

TABLE NO. 6.1.5 EMPLOYEES OPINION ON PRESENT ENVIRONMENT FACILITIES Particulars Satisfied Neither Satisfied nor Dissatisfied Dissatisfied Total No. of Respondents 121 29 0 150 Percentage 81 19 0 100%

CHART NO. 6.1.5

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EMPLOYEES OPINION ON PRESENT ENVIRONMENT FACILITIES

INFERENCES: 81% of the employees are satisfied with present environment facilities.

TABLE NO. 6.1.6 EMPLOYEES OPINION ON PRESENT WORKING CONDITION Particulars Highly Satisfied Satisfied Partially satisfied Dissatisfied Total No. of Respondents 14 92 43 1 150 Percentage 9 61 29 1 100%

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CHART NO. 6.1.6 EMPLOYEES OPINION ON PRESENT WORKING CONDITION

INFERENCES: 61% of the respondents are satisfied with the present working condition.

TABLE NO. 6.1.7 EMPLOYEES OPINION ON LEVEL OF RELATIONSHIP

Particulars Satisfied Neither Satisfied nor Dissatisfied Dissatisfied Total

No. of Respondents 105 35 10 150

Percentage 70 23 7 100%

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CHART NO. 6.1.7 EMPLOYEES OPINION ON LEVEL OF RELATIONSHIP

INFERENCE: 70% of the respondents are satisfied with the level of relationship with the superior. TABLE NO. 6.1.8 EMPLOYEES OPINION ON ABILITY TO WORK UNDER STRESS Particulars Yes No Total No. of Respondents 98 52 150 Percentage 65 35 100%

CHART NO. 6.1.8 EMPLOYEES OPINION ON ABILIITY TO WORK UNDER STRESS

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INFERENCE: 65% of the respondents are able to work under stress.

TABLE NO. 6.1.9 EMPLOYEES OPINION ON JOB CHARACTERISTICS THAT CAUSES STRESS Particulars Role Conflict Role Over load Role Under load Total No. of Respondents 45 80 25 150 Percentage 30 53 17 100%

CHART NO. 6.1.9

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EMPLOYEES OPINION ON JOB CHARACTERISTICS THAT CAUSES STRESS

INFERENCE: 53% of the respondents feels that the over load causes job stress.

TABLE NO. 6.1.10 EMPLOYEES OPINION ON CAUSES OF JOB STRESS Particulars Superior External causes Poor working conditions Heavy work load Total No. of Respondents 19 85 12 34 150 Percentage 12.6 56.6 8 22.6 100%

CHART NO. 6.1.10 EMPLOYEES OPINION ON CAUSES OF JOB STRESS

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INFERENCE: 57% of the respondents are feels that the stress created because of the External causes.

TABLE NO. 6.1.11 EMPLOYEES OPINION ON TYPE OF STRESS Particulars Physical Mental Other Total No. of Respondents 17 101 32 150 Percentage 11.3 67.3 21.3 100%

CHART NO. 6.1.11 EMPLOYEES OPINION ON TYPE OF STRESS

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INFERENCE: 67% of the respondents are opined that they are facing mental stress.

TABLE NO. 6.1.12 EMPLOYEES OPINION ON EXTERNAL CAUSES OF STRESS Particulars Physical Environment Job Characteristic Social Environment Other Total No. of Respondents 22 77 24 27 150 Percentage 14.6 51.3 16 18 100%

CHART NO. 5.1.12

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EMPLOYEES OPINION ON EXTERNAL CAUSES OF STRESS

INFERENCE: 51% of respondents are opined that job characteristics causes external stress .

TABLE NO. 6.1.13 EMPLOYEES OPINION ON STRESS IN CHANGE OF SHIFTS Particulars Yes No Total No. of Respondents 30 120 150 Percentage 20 80 100%

CHART NO. 6.1.13 EMPLOYEES OPINION ON STRESS IN CHANGE OF SHIFTS

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INFERENCE: 80% of the respondents feel change of shift is not causing Stress.

TABLE NO. 6.1.14 EMPLOYEES OPINION ON STRESS REDUCING PROGRAM Particulars Yes No Total No. of Respondents 60 90 150 Percentage 40 60 100%

CHART NO. 6.1.14 EMPLOYEES OPINION ON STRESS REDUCING PROGRAM

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INFERENCE: 60% of the respondents are not satisfied with stress reduction program.

TABLE NO. 6.1.15 EMPLOYEES OPINION ON LEVEL OF ORGANISATION FACING STRESS. Particulars High level Middle level Lower level Total No. of Respondents 45 96 9 150 Percentage 30 64 6 100%

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CHART NO. 6.1.15 EMPLOYEES OPINION ON LEVEL OF ORGANISATION FACING STRESS.

INFERENCE: 64% of respondents feels that middle level employees facing more stress.

TABLE NO. 6.1.16 STRESS COUNSELLING IS EFFECTIVE METHOD. Particulars Yes No Total No. of Respondents 135 15 150 Percentage 90 10 100%

CHART NO. 6.1.16 STRESS COUNSELLING IS EFFECTIVE METHOD.

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INFERENCE: 90% of the respondent feels councelling is the best way to reduce stress.

TABLE NO. 6.1.17 EMPLOYEES OPINION ON PROBLEMS UNDER STRESS. Particulars Health problem Personal problem Others. Total No. of Respondents 53 45 52 150 Percentage 35.3 30 34.6 100%

CHART NO. 5.1.17 EMPLOYEES OPINION ON PROBLEMS UNDER STRESS.

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INFERENCE: 35% of the respondents are saying that they are facing Health and other kind of problem.

TABLE NO. 6.1.18 EMPLOYEES OPINION ABOUT STRESS BUSTERS Particulars Counseling Good Communication Reduce of work Total No. of Respondents 55 82 13 150 Percentage 36.6 54.6 8.6 100%

CHART NO. 6.1.18 EMPLOYEES OPINION ABOUT STRESS BUSTERS

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INFERENCE: 55% of the respondents suggested that the good communication is required to reduce stress.

TABLE NO. 6.1.19 EMPLOYEES OPINION ON SOURCES OF STRESS

Particulars Job Characteristics Interpersonal relation Personal factors Total

No. of Respondents 67 63 20 150

Percentage 44.6 42 13.3 100%

CHART NO. 6.1.19 EMPLOYEES OPINION ON SOURCES OF STRESS

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INFERENCE: 45% of the respondents feels that the job characterictisc is the sources of stress. TABLE NO. 6.1.20 OPINION ON STESS IS DUE TO THE ATTITUDE OF EMPLOYEE Particulars Yes No Total No. of Respondents 74 76 150 Percentage 49.3 50.6 100%

CHART NO. 6.1.20 OPINION ON STESS IS DUE TO THE ATTITUDE OF EMPLOYEE

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INFERENCE: 51% of respondents are says employee attitudes do not causes stress.

TABLE NO. 6.1.21 EMPLOYEES OPINION ON QUALITY OF WORK LIFE Particulars Yes No Total No. of Respondents 109 41 150 Percentage 72.6 27.3 100%

CHART NO. 6.1.21 EMPLOYEES OPINION ON QUALITY OF WORK LIFE

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INFERENCE: 73% of the respondents feel that the stress affect the quality of work life.

TABLE NO. 6.1.22 OPINION ON STRESS IS THE MAJOR PROBLEM SOURCE TO ACHIEVE SUCCESS IN PROFESSION Particulars Yes No Total No. of Respondents 109 41 150 Percentage 72.6 27.3 100%

CHART NO. 6.1.22

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OPINION ON STRESS IS THE MAJOR PROBLEM SOURCE TO ACHIEVE SUCCESS IN PROFESSION

INFERENCE: 73% of the respondents are says stress is a major problem to achieve success in profession.

TABLE NO. 6.1.23 EMPLOYEES OPINION ON STRESS CONTROL PROGRAMME.

Particulars Quarterly Half yearly One year Total

No. of Respondents 114 31 5 150

Percentage 76 20.6 3.3 100%

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CHART NO. 6.1.23 EMPLOYEES OPINION ON STRESS CONTROL PROGRAMME

INFERENCE: 76% of the respondents are says stress reduction program conducting quarterly.

6.3 STATISTICAL ANALYSIS: The data collected from the candidates are analyzed using various statistical techniques. CHI SQUARE TEST KALMOGROV SMIRNOV TEST

CHI SQUARE TEST: Introduction:

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The chi square test, also known as nonparametric test or a distribution free test is used what it is impressible to make only assumptions about populations or when the researcher is unable to estimate the population parameters. The main advantage of using non parametric test is that, the researcher can analyze qualitative date. The same Chi Square is generally devoted the symbol (x2)

Properties:
1. 2.

x2 cannot be negative value it is 0 or positive valve. x2 is not symmetrical it is skewed to the right. approximated by the Normal distribution.

3. For degrees of freedom exceeding 30, the X distributions are

Steps involved in applying Chi Square test:

Calculate the expected frequencies on the basis of given hypothesis or on the basis of null hypothesis

Obtain the difference between observed end expected frequencies and find out the square of such differences i.e., calculate (oij-Eij)2

Divide the quality (oij-Eij)2 obtained of stated above by the corresponding expected frequency to get (oij-Eij)2/Eij and this should be done for all the cell frequencies.

Find out the summation of (oij-Eij)2/Eij valves of what are call (oij-Eij)2/Eij

Formula:
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X2= (o=E)2/E Where, O = Observed Frequency, E = Expected Frequency

KALMOGROV SMIRNOV TEST: This test is used for comparing the distribution on an ordinal scale. The test is concerned with the degree of agreement between the distribution and some specified theoretical distribution. It determines whether the scores in the samples can be reasonably through to have come from a population having theoretical distribution. Formula: Dmax = (Fo(X) Fe(x) Where, Fo(X) = Observed Cumulative Frequency Fe(X) = Expected Cumulative Frequency For a sample (n) at 5% level of significance, the critical value of D can be given by (1.36/N). Decision arrived from the test is based on calculated value. Comparing with the critical value (table value), if the calculated value is higher we accept the alternative hypothesis. Similarly, if the calculated value is than the critical value we accept null hypothesis.

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Test No. 1 CHI SQUARE TEST Aim: To test the significant differences between the Age of employees and causes for job stress in India Infoline. Null Hypothesis (H0)

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There is no significant relation between the Age of employees and causes for job stress in India Infoline. Alternative Hypothesis (H1) There is significant relation between the Age of employees and causes for job stress in India Infoline. OBSERVED FREQUENCY
Causes of job stress Age 20yrs to 30yrs 30yrs to 35yrs 35yrs to 40yrs 40yrs to 45yrs More than 45yrs Total 20 0 0 0 0 20 74 7 0 0 0 81 Superior External causes Poor working condition 7 5 0 0 0 12 Heavy work load 37 0 0 0 0 37

Total 138 12 0 0 0 150

EXPECTED FREQUENCY
Causes of job stress Age 20yrs to 30yrs 30yrs to 35yrs 18 2 75 6 11 1 34 3 138 12 Superior External causes Poor working condition

Heavy work load

Total

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35yrs to 40yrs 40yrs to 45yrs More than 45yrs Total

0 0 0 20

0 0 0 81

0 0 0 12

0 0 0 37

0 0 0 150

CALCULATION OF CHI-SQUARE VALUE

Oi
20 74 7 37

Ei
18 75 11 37

Oi-Ei
2 1 -4 0

(Oi-Ei)2
4 1 16 0

(Oi-Ei)2/Ei
.22 .013 1.45 0

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0 7 5 0 0 0 0 0 0 0 0 0 0 0 0 0 5 7

2 6 1 3 0 0 0 0 0 0 0 0 0 0 0 0 4 8

-1

0.125

0.25

Total

2.058

Level of Significance 5% Dof = = = = (r-1) (4-1) 3x4 12 (c-1) (5-1)

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Calculated Value of X2 = 2.058 Table Value of X2 = 21.026

RESULT: Calculated value is less than the table value. Hence Null Hypothesis (H0) is accepted.

DECISION: There is no significant relation between the Age of employees and causes for job stress in India Infoline.

TEST No. 2 KALMOGROV SMIRNOV TEST Aim: To test the significant difference between the experience of employees and sources of stress in India Infoline. Null Hypothesis (H0):
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There is no significant difference between the experience of employees and sources of stress in India Infoline. Alternative Hypothesis (H1): There is a significant difference between the experience of employees and sources of stress in India Infoline.

Sources

Job characteristic X W WX

Inter Personal Relation X W WX

Personal Factor X W WX

Experiences 0 2 yrs 2 4 yrs 4 6 yrs Above 6. Total 26 14 15 11 66 4 2 3 1 104 28 45 11 188 32 5 16 11 64 4 1 3 2 128 5 48 22 203 3 10 3 2 20 2.5 4 2.5 1 7.5 40 7.5 2 57

TABLE SHOWING WEIGHTED AVERAGE AND RANK

Sources Job characteristic Interpersonal Relation Personal Factor.

Weighted Average 2.848 3.171 2.85

Rank 2.5 1 2.5

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CALCULATION OF Dmax VALUE

O 3.171 2.84 2.85 CFO 3.171 6.011 8.861 Fo(X) 0.357 0.678 1 E 2.953 2.953 2.953 CFe 2.953 5.906 8.859 Fe(X) 0.333 0.6646 1 Dmax = Fo(X) - Fe(X) 0.024 D(max) 0.014 0

Calculated Value of Dmax Table Value of Dmax

= 0.024 = (1.36/N). = 0.111

RESULT: Calculated value of Dmax (0.024) is less than the critical value of Dmax (0.111). Hence (H0) Null Hypothesis is accepted. DECISION: There is no significant difference between the experience of employees and sources of stress in India Infoline.

CHAPTER VII FINDINGS

7.1 General Findings:
1. 60% of the respondents are male and 40% of the respondents are female.

2. Majority of the respondents are of aged between 20yrs to 30yrs. 3. 41% of the respondents are associated with India Infoline for 0 -2yrs

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4. 93% of the employees are happy for being working with India Infoline. 5. 81% of the employees are satisfied with present environment facilities. 6. 61% of the respondents are satisfied with the present working condition. 7. 70% of the respondents are satisfied with the level of relationship with the superior. 8. 65% of the respondents are able to work under stress. 9. 53% of the respondents feels that the over load causes job stress. 10. 57% of the respondents are feels that the stress created because of the External causes. 11.67% of the respondents are opined that they are facing mental stress. 12.51% of respondents are opined that job characteristics causes external stress. 13.80% of the respondents feel change of shift is not causing Stress. 14.60% of the respondents are not satisfied with stress reduction program. 15.64% of respondents feels that middle level employees facing more stress. 16.90% of the respondent feels councelling is the best way to reduce stress. 17.35% of the respondents are saying that they are facing Health and other kind of problem.

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18.55% of the respondents suggested that the good communication is required to reduce stress. 19.45% of the respondents feels that the job characterictisc is the sources of stress. 20.51% of respondents are says employee attitudes do not causes stress. 21.73% of the respondents feel that the stress affect the quality of work life. 22.73% of the respondents are says stress is a major problem to achieve success in profession. 23.76% of the respondents are says stress reduction program conducting quarterly.

7.2 STATISTICAL FINDINGS:

1. There is no significant relation between the Age of employees and causes for

job stress in India Infoline 2. There is no significant difference between the experience of employees and sources of stress in India Infoline.

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CHAPTER VII SUGGESTIONS AND RECOMMENDATIONS

It is suggested that the Management must conduct the stress reduction programs like Counseling for their employees, which is expected largely from their employees, frequently. The company has to take steps to reduce employee turnover in their organisation. The employee turnover is high due to more stress in jobs. The majority of the employees feels that the stress affects their quality work life. So the organisation has to has to look into in this matter. The proper communication system must be placed in the organisation to communicate easily and fastly with the veiw to reduce the stress.

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CHAPTER IX

CONCLUSION

From the research it is concluded that the employee of the India Infoline facing stress which is because of the job characteristic. That impacts the employee turnover of the organisation. The organisation has to take serious steps to reduce work stress of their employee.

The formal stress control programs must be conducted frequently in a year and since most of the India infoline employees wants counseling from the superior, which they thinks will reduce the stress in their work, due concentration must be given by management into this.

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The study has alos proved that the lack of communication also cause stress in India Infoline, so the organisation must establish good communication system which must have to spread from the top level to the bottom level.

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