Académique Documents
Professionnel Documents
Culture Documents
"ct
DTrinitronE color T, the KHC'>'G launched.
'303
Sep
Shibaura plant established in (inato Tokyo *renamed Shibaura Technology
+enter in 3ugust 7;:;-.
38
Nov
Sony Shiroishi Semiconductor $nc. established to assemble semiconductor
products *in Shiroishi (iyagi !refecture-.
/ec
$nazawa !lant *currently $nazawa Technology +enter- established to produce
cathodeBray tubes *in $nazawa 3ichi !refecture-.
'3.G
(ay.B $chinomiya !lant *currently $chinomiya Technology +enter- established
to assemble color T,s *in $chinomiya 3ichi !refecture-.
Kun
Sony O.m.b.H. established in +ologne Oermany *renamed Sony /eutschland
O.m.b.H in Kune 7;:A-.
Sep
Sony shares listed on the New Jork Stock 5Cchange.
'3.'
"ct
9L<Binch uBmatic color video cassette player the H$C''GG launched.
39
'3.,
(ar
MBmatic video cassette recorder HOC'.GG launched.
3ug
"perations commenced at color T, assembly plant in San /iego +alifornia.
/ec
Sony Noda $nc. *currently Noda Technology +enter- established to manufacture
homeBvideo products *in NotaBcho 3ichi !refecture-.
'3.>
Kan
Hispano Sony established in Barcelona Spain.
40
'eb
Sony 'rance S.3. established in !aris 'rance
(ay
Sony receives the first 5mmy ever awarded to a Kapanese company for
developing the Trinitron color T, system.
'3.A
Kun
"perations commenced at color T, assembly plant in Bridgend 0ales in the
M.N.
41
3ug
"perations commenced at cathode ray tube *+2T- plant in San /iego the first
ever integrated color T, production facility to be established by a Kapanese
company overseas.
'3.1
(ay
HomeBuse 7L8Binch DBetamaCE ,+2 the SLC0>GG launched.
'3.3
42
Kul
Sales launch of the T$SCL, the first stereo cassette player D0alkman.E
3ug
Sony !rudential 6ife $nsurance +o. 6td. a =AB=A joint venture with !rudential
$nsurance +o. of 3merica established. $t was renamed Sony !ruco 6ife
$nsurance +o. 6td. in September 7;:? and Sony 6ife $nsurance +o. 6td. in 3pril
7;;7.
'32G C
'32'
3ug
Technology announcement related to SonyIs magnetic video camera based the
D(avicaE magnetic recording standard.
'32,
43
"ct
0orldIs first +/ player the CD$C'G' launched.
Nov
$nitial delivery to NHN of the DBetacamE BHWC' a 7L8BinchBtape combined
cameraL,T2 for broadcast use.
'32>
3pr
New DdivisionBbasedE corporate organization model introduced.
'32A
44
3pr
High definition video system *H/,S- launched.
Nov
!ortable +/ player *later called D/iscmanE- the DC1G launched.
'321
Kan
:mm camcorder the CCDCH2 launched.
'320
Nov
45
Sony 5urope O.m.b.H. established in +ologne Oermany. "perations
commenced at Sony 'rance audio and video products assembly and device
plant in +olmar 3lsace 'rance.
'322
Kan
+BS 2ecords $nc. the records group of +BS ac%uired. $t was renamed Sony
(usic 5ntertainment $nc. in Kanuary 7;;7.
Sep
6aunch of the consumerBuse still camera D(avicaE MHCCC'.
'323
Kun
46
+ompact and lightweight passportBsized :mm camcorder DHandycamE CCDC
TR11 launched.
Nov
+olumbia !ictures 5ntertainment $nc. ac%uired. $t was renamed Sony !ictures
5ntertainment $nc. in 3ugust 7;;7.
'33G C
'33G
/ec
6aunch of the H/Be%uipped 7>.; wide aspect ratio 9>Binch consumerBuse
television the KWC>0GG7D.
'33,
47
Nov
(/ system launched.
'33>
Kul
0orldIs first continuousBwave roomBtemperature operation of blue semiconductor
lasers successfully developed.
Nov
Sony +omputer 5ntertainment $nc. established.
'33A
48
3pr
New company structure introduced at Sony +orporation.
Kul
0orldIs first highBbrightness green lightBemitting diode successfully developed.
'331
Sep
D/igital HandycamE first consumerBuse digital video camcorder DCRC
HX'GGGLDCRCHX.GGlaunched.
Nov
Sony +ommunication Network +orporation established.
49
/ec
Basic specifications of new industry format for highBdensity optical disc finalized
including new format name D/,/.E
'330
"ct
Sony +hina established.
"ct
Sales launch of the digital still camera D+ybershotE DSCC)'.
'33.
50
3pr
Sony (arketing +o. 6td. 5stablished.
(ay
/evelopment of D/igital 2eality +reationE technology to create highlyBrealistic <C
picture resolution based on standard television signals using SonyIs eCclusive
digital signal processing algorithm.
Kun
$ntroduction of +orporate 5Cecutive "fficer System.
Kul
HomeBuse !+ D,3$"E series launched
51
Kul
'lat +2T D05O3E series launched
"ct
Sales launch of the worldIs first broadcastBuse H/ camcorder 7DWC.GG.
'333
(ay
Sales launch of Super 3udio +/ players SCDC'.
Kun
52
Sales launch of the entertainment robot D3$B"E ERSC''G.
,GGG C
,GGG
Kun
Sony +enter am !otsdamer !latz Berlin opened.
Nov
Small Biped 5ntertainment 2obot SDRC>X announced.
/ec
Sales launch of the personal $T television D3irboardE "DTCL)'.
53
,GG'
'eb
Sony develops worldIs largest *79 inch- full color organic 56 display.
3pr
Sony Bank established in Kapan.
3pr
Sony 5(+S established.
"ct
Sony 5ricsson (obile +ommunications established.
54
,GG,
"ct
Sony absorbs 3$03 by merger.
Nov
Sales launch of the D+o+oonE channel server CSHCE...
,GG>
3pr
Sales launch of the worldIs first neCtBgeneration high capacity optical disc DBluB
ray /iscE recorder BDICS...
55
Kun
'irst D4M36$3E products launched.
Kun
+orporate shift to DcommitteeBbasedE organizational model.
"ct
DS/2E a compact bipedal entertainment robot began activity as Sony groupIs
Dcorporate ambassadorE under the new nickname D42$".E
,GGA
Kan
56
'eli+a Networks $nc. established.
3pr
Sony +omputer 5ntertainment $nc. *S+5- becomes wholly owned subsidiary via
eCchange of shares.
3pr
Sony 'inancial Holdings $nc. established.
(ay
Sony develops new <N S)2/ highBresolution 6+/ panel the industryIs first 6+/
device to meet advanced digital cinema /+$Brecommended specifications of <N
*<;A>H C 87>A,- setting the global standard for digital cinema projectors.
3ug
57
Sony B(O (usic 5ntertainment established.
Sep
/evelopment and commercial production of worldIs first mercuryBfree buttonB
shaped silverBoCide battery.
"ct
Sales launch of 7DRC)X' the worldIs first consumer use digital H/ video
camera recorder conforming to H/, standard 7A:Ai.
,GG1
3pr
+onsortium including Sony completes ac%uisition of (etroBOoldwyn (ayer
*(O(- of the MS.
58
Kul
Sales launch of the DHi /efinition HandycamE 7DRC7C' the worldIs smallest
digital H/ video camera recorder.
Sep
Sales launch of new DB23,$3E brand H/T,Bcompatible flatBscreen T,s.
"ct
New organizational model introduced replacing Dinternal companiesE system with
one centering on Dbusiness groups.E
/ec
Sony +ommunication Network +orporation delists as a subsidiary tracking stock.
Sony +ommunication Network +orporation *renamed SoBnet 5ntertainment
59
+orporation in "ct. 8AA> SoBnet +orporation in Kul. 8A79- listed on the (others
(arket of the Tokyo Stock 5Cchange.
,GG0
Kan
0orldIsBfirst signalBprocessing circuit technology compatible with HCvJ++H format
developedBBBsupporting a far wider gamut for color reproduction.
3pr
Sony and Samsung reach agreement on manufacturing :th generation
amorphous T'T 6+/ panels at their joint venture SB6+/ +orporation.
Kun
0orldIs first BluBray /isc drive Notebook !+ *,3$" type3- released.
60
Kul
/igital S62 camera X7AA */S62B37AA- released.
,GG.
'eb
Sony relocates head%uarters to new building called HSony +ity.H
3ug
HBio BatteryH which generates electricity from glucose developed.
Spt
Sound 5ntertainment !layer H2ollyH released.
61
"ct
Sony 'inancial Holdings lists on the Tokyo Stock 5Cchange.
/ec
Sony establishes inBhouse recycling of flameBretardant polystyrene.
/ec
0orldIs first "65/ T, released.
,GG2
Kan
62
SoBnet 5ntertainment *renamed SoBnet +orporation in Kul. 8A79- lists on the first
section of the Tokyo Stock 5Cchange.
Kan
Sony develops new close proCimity wireless transfer technology HTransfer Ket.H
3pr
Sony releases worldIs smallest full H/ H HandycamH H/2BTO7.
Kul
Sony releases new HB23,$3H K57 series *N/6B98K57- featuring industryIs
highest level of energy efficiency for 98Binch digital 6+/ T,s.
"ct
Sony B(O becomes wholly owned subsidiary of Sony +orporation of 3merica.
63
"ct
Sony releases digital S62 +amera HX;AAH with 8<.:7 effective megapiCel +("S
image sensor H5CmorH
,GG3
'eb
+ompact highBspeed highBaccuracy finger vein authentication technology
dubbed HmofiriaH developed
'eb
H/2B)2=8A, and H/2B=AA, HandycamBBB0orldIs first camcorder with new
backBilluminated +("S image sensor BBB released
3pr
64
Sony /3/+ Kapan $nc. established
Kul
Sharp and Sony enter into definitive agreement regarding joint venture to
produce and sell largeBsized 6+/ panels and modules
Sep
Sony Oroup unveils new brand message Hmake.believeH
"ct
High frameBrate single lens 9/ camera technology developed
65
"ct
HighlyBefficient wireless powerBtransfer system based on magnetic resonance
developed
"ct
(ercuryBfree alkaline button battery *62- that reduces environmental impact
launched
/ec
Sony and '$'3 announce agreement for selected media rights for the worldIs first
9/ '$'3 0orld +up
,G'G
66
Kan
Sony opens DSony 9/ Technology +enterE located at Sony !ictures Studios in
+ulver +ity +alifornia.
'eb
Sony introduces +yberBshotV the worldIs first digital still camera with full H/
progressive video.
'eb
Sony develops worldIs first millimeterBwave wireless intraBconnection technology
for internal high speed data transfer within electronics products.
Kun
3s an official partner of the 8A7A '$'3 0orld +upV Sony hosts HSony 9/ 0orldH
events in several countries where visitors are able to eCperience SonyIs 9/
0orld.
67
Kun
Sony launches DN5) seriesE the worldIs smallest and lightest interchangeable
lens digital still camera series.
Kul
Tohoku Mniversity and Sony jointly develop the worldIs first blueBviolet ultrafast
pulsed semiconductor laser with 7AA watt output.
Sep
Sony introduces the worldIs first consumer interchangeable lens H/ camcorder
Handycam N5)B,O7A5.
68
"ct
Sony commercializes worldIs first 7>.<7 megapiCel H5Cmor 2H backBilluminated
+("S image sensor for mobile phones.
"ct
Sony introduces Sony $nternet T, powered by Ooogle T, Phe worldIs first
television with Ooogle T, platform.
/ec
Sony introduces eBbook reader.
/ec
Sony launches new digital music serviceBBBH(usic Mnlimited powered by
4riocityVH
8.9 S"NJ $N/$3
So#y "#di% $t Ltd 4/o#y5
69
Sony is a name synonymous with technological revolutions. "ver the last =9 years
the company has evolved into a luminous brand with a uni%ue selling proposition B
technology innovation %uality and premium.$n the last =A years the company had
already established itself in the field of hiBtech entertainment. Today Sony has gone
further by becoming a preferred choice for professional re%uirements as well
whether it is broadcast media or color monitors. The companyIs leadership position
in the world today is a reiteration of its ability to connect with the customerIs mental
space.
Sony is not new to $ndia. 0hether it was the television or the walkman a Sony
always remained a must on the wish list of any $ndian returning home. This love for
the brand culminated in a new relationship when inspired by a reform friendly $ndian
business environment Sony +orporation decided to set up a 7AAR subsidiary called
Sony $ndia on 7>th Kanuary 7;;=.
$n a fiercely competitive $ndian consumer durables market Sony $ndiaIs mission is to
Hmake a difference in the lifestyles and introduce new dimension to enjoyment. "ffer
new age technology and digital concepts& work hand in hand with the domestic
industry to produce and sell eCcellence and come closer to the $ndian customers
through committed service.H
Since its inception in 7;;= Sony decided to have sales and distribution channels
which are eCclusive to Sony $ndia. The business partners are country managers in
their own areas.Sony $ndia today has about 99 distributors and 7<?= dealers. $n all
the metros the +ompany has direct sales operations. The company also has about
79 eCclusive Sony outlets which showcase products ranging from analog to digital
throughout the country.
Contact Details:
M. T%m%&%*%
(anaging /irector
7:9 (ohan +oBoperative $nd. 5state (adhura 2oad
7:9 (ohan +oBoperative $nd. 5state
(adhura 2oad
New /elhiB77AA<<
/elhi
Tel. A77 >>AA>>AA
http.LLwww.sony.co.in
70
>. H"S"ON
This research is to carry out the study that how much stressed the
employees of the retail centres are with the eCample of the other stores in
addition to Sony $ndia and how do their stress affect their work life social life
output etc. so a sample of 7< to 7= employees are selected from all the three
centres Sony Samsung and mobile Store for the research of stress among them.
<. ($SS$"N
1. Detailed study of the Sony Centre industry in India
2. Analysis of Stress in the Sony ntres !ith o"#arin$ the other entres in
the ountry.
3. Analy%in$ their !or&in$ a#aity !hen in stress' ho! their life han$es
!ith the stress as li"itin$ fator.
71
5. Research Meth!"#$
41.'5 Re/e%!ch ObJectie9 C
Stress is a dynamic condition in witch an individual is confronted with an
opportunity demand or resource related to what the individual desires and for
which the outcome is perceived to be both uncertain and important. This is a
complicated definition.
Stress is not necessarily bad in and of itself. 3lthough stress is typically
discussed in a negative conteCt it also has a positive value. $t#s an opportunity
when it offers potential gain. +onsider for eCample the superior performance that
an athlete or stage performer gives in DclutchE situations. Such individuals often
use stress positively to rise to the occasion and perform at or near their
maCimum. Similarly many professionals see the pressures of heavy workloads
and deadlines as positive challenges that enhance the %uality of their work and
the satisfaction the get from their job.
But it is different in the case of employees of the retail sector especially
the Showrooms like Sony $ndia. These employees are the people who also have
to achieve the certain target and so for the non achievement of target the
employees remain stressed and tensed. The employees who have the simple
table work also have to face the problem of stress. /ue to recession the banking
72
sector is also facing the problem of employee cutBoffs and so the work load of the
eCisting employees increases and the feel stressed.
The types of stress are named as eustress and distress. Di/t!e// is the
most commonlyBreferred to type of stress having negative implications whereas
eu/t!e// is a positive form of stress usually related to desirable events in
personIs life. Both can be e%ually taCing on the body and are cumulative in
nature depending on a personIs way of adapting to a change that has caused it.
Stress management is the need of the hour. However hard we try to go beyond a
stress situation life seems to find new ways of stressing us out and plaguing us
with anCiety attacks. (oreover be it our anCiety mindBbody eChaustion or our
erring attitudes we tend to overlook causes of stress and the conditions triggered
by those. $n such unsettling moments we often forget that stressors if not
escapable are fairly manageable and treatable.
Stress either %uick or constant can induce risky bodyBmind disorders.
$mmediate disorders such as dizzy spells anCiety attacks tension
sleeplessness nervousness and muscle cramps can all result in chronic health
problems. They may also affect our immune cardiovascular and nervous
systems and lead individuals to habitual addictions which are interBlinked with
stress.
6ike Hstress reactionsH HrelaCation responsesH and stress management
techni%ues are some of the bodyIs important builtBin response systems. 3s a
relaCation response the body tries to get back balance in its homeostasis. Some
hormones released during the Ifight or flightI situation prompt the body to replace
the lost carbohydrates and fats and restore the energy level. The knotted
nerves tightened muscles and an eChausted mind crave for looseness.
Mnfortunately today we donIt get relaCing and soothing situations without asking.
To be relaCed we have to strive to create such situations.
73
This research is to carry out the study that how much stressed the
employees of the banks are and how do their stress affect their work life social
life output etc. so a sample of 7< to 7= employees are selected from all the three
Sony centres for the research of stress among them.
41.,5 S%m(li#&
S%m(le9 $ have taken the sample of 9= employees from three different Sony
+entres of ,aranasi. 3ll the employees were of the same designations.
Re%/o#9 3s we find the employees of the bank to be more stressful as more and
more employees are taking ,2S and are dismissed because of inflation. $ have
selected only those three centres which are affiliated to the public and are
specialized in consumer needs fulfillment.
$t is incumbent on the researcher to clearly define the target
population. There are no strict rules to follow and the researcher must rely on
logic and judgment. The population is defined in keeping with the objectives of
the study.
Sometimes the entire population will be sufficiently small and the
researcher can include the entire population in the study. This type of research is
called a census study because data is gathered on every member of the
population.
Msually the population is too large for the researcher to attempt to
survey all of its members. 3 small but carefully chosen sample can be used to
74
represent the population. The sample reflects the characteristics of the
population from which it is drawn.
Sampling methods are classified as either probability or non
probability. $n probability samples each member of the population has a known
non-zero probability of being selected. !robability methods include random
sampling systematic sampling and stratified sampling. $n non probability
sampling members are selected from the population in some nonrandom
manner. These include convenience sampling judgment sampling %uota
sampling and snowball sampling. The advantage of probability sampling is that
sampling error can be calculated. Sampling error is the degree to which a sample
might differ from the population. 0hen inferring to the population results are
reported plus or minus the sampling error. $n non probability sampling the
degree to which the sample differs from the population remains unknown.
R%#dom /%m(li#& is the purest form of probability sampling. 5ach
member of the population has an e%ual and known chance of being
selected. 0hen there are very large populations it is often difficult or
impossible to identify every member of the population so the pool of
available subjects becomes biased.
Sy/tem%tic /%m(li#& is often used instead of random sampling. $t is
also called an N
th
name selection techni%ue. 3fter the re%uired
sample size has been calculated every N
th
record is selected from a
list of population members. 3s long as the list does not contain any
hidden order this sampling method is as good as the random
sampling method. $ts only advantage over the random sampling
techni%ue is simplicity. Systematic sampling is fre%uently used to
select a specified number of records from a computer file.
75
St!%ti8ied /%m(li#& is commonly used probability method that is
superior to random sampling because it reduces sampling error. 3
stratum is a subset of the population that shares at least one
common characteristic. The researcher first identifies the relevant
stratums and their actual representation in the population. 2andom
sampling is then used to select subjects from each stratum until the
number of subjects in that stratum is proportional to its fre%uency in
the population. Stratified sampling is often used when one or more of
the stratums in the population have a low incidence relative to the
other stratums.
Co#e#ie#ce /%m(li#& is used in eCploratory research where the
researcher is interested in getting an ineCpensive approCimation of
the truth. 3s the name implies the sample is selected because they
are convenient. This nonBprobability method is often used during
preliminary research efforts to get a gross estimate of the results
without incurring the cost or time re%uired to select a random sample.
Bud&me#t /%m(li#& is a common nonBprobability method. The
researcher selects the sample based on judgment. This is usually
and eCtension of convenience sampling. 'or eCample a researcher
may decide to draw the entire sample from one HrepresentativeH city
even though the population includes all cities. 0hen using this
method the researcher must be confident that the chosen sample is
truly representative of the entire population.
Kuot% /%m(li#& is the nonBprobability e%uivalent of stratified
sampling. 6ike stratified sampling the researcher first identifies the
stratums and their proportions as they are represented in the
population. Then convenience or judgment sampling is used to select
the re%uired number of subjects from each stratum. This differs from
76
stratified sampling where the stratums are filled by random
sampling.
S#o*b%ll /%m(li#& is a special nonBprobability method used when
the desired sample characteristic is rare. $t may be eCtremely difficult
or cost prohibitive to locate respondents in these situations. Snowball
sampling relies on referrals from initial subjects to generate additional
subjects. 0hile this techni%ue can dramatically lower search costs it
comes at the eCpense of introducing bias because the techni%ue
itself reduces the likelihood that the sample will represent a good
cross section from the population.
41.>5 Re/e%!ch "#/t!ume#t9 C
Checking Yourself for Burnout
Burnout occurs when passionate committed people become deeply disillusioned
with a job or career from which they have previously derived much of their
identity and meaning. $t comes as the things that inspire passion and enthusiasm
are stripped away and tedious or unpleasant things crowd in. This tool can help
you check yourself for burnout.
"#t!oductio#9
This tool can help you check yourself for burnout. $t helps you look at the way
you feel about your job and your eCperiences at work so that you can get a feel
for whether you are at risk of burnout.
6/i#& the Tool9
0ork through the table on paper and calculate values manually.
'ill in values appropriately on the sheet. This will automatically calculate
scores for you and interpret these scores showing the score and
interpretation in row 9A.
$f you choose to use the manual method then calculate the total of the scores as
described in the instructions *note that this uses a slightly different scoring
method from the spreadsheet-. 3pply the score to the scoring table underneath to
get the interpretation.
77
+hecking Jourself for Burnout
Kue/tio##%i!e
No 4uestions Not at
all
2arely Sometimes "ften ,ery
often
7 /o you feel run down and
drained of physical or
emotional energy1
8 /o you find that you are
prone to negative thinking
about your job1
9 /o you find that you are
harder and less
sympathetic with people
than perhaps they deserve1
< /o you find yourself getting
easily irritated by small
problems or by your coB
workers and team1
= /o you feel misunderstood
or unappreciated by your
coBworkers1
> /o you feel that you have
noBone to talk to1
? /o you feel that you are
achieving less than you
should1
: /o you feel under an
unpleasant level of
pressure to succeed1
; /o you feel that you are not
78
getting what you want out of
your job1
7A /o you feel that you are in
the wrong organization or
the wrong profession1
77 3re you becoming
frustrated with parts of your
job1
78 /o you feel that
organizational politics or
bureaucracy frustrate your
ability to do a good job1
79 /o you feel that there is
more work to do than you
practically have the ability
to do1
7< /o you feel that you do not
have time to do many of the
things that are important to
doing a good %uality job1
7= /o you find that you do not
have time to plan as much
as you would like to1
Total
$nstructions. 'or each %uestion put an I)I in the column that most applies. !ut
one I)I only in each row.
!lease write the total number of YC# at the space given at the bottom of each
column
3nswer Number 0eight 0eighted Total
Not at all A
2arely 7
Sometimes 8
"ften 9
,ery often <
79
TZ
B7 No sign of burnout here[
= 6ittle sign of burnout here unless some factors are particularly severe
7: Be careful B you may be at risk of burnout particularly if several scores are
high
9= Jou are at severe risk of burnout B do something about this urgently
<= Jou are at very severe risk of burnout B do something about this urgently
N Kue/tio#/ -e/ No
' 3re you satisfied with the performance you give at your work1
, /o you think that you are suffering from depression1
> /o you worry about your colleagueIs opinion about you1
A
/o you discuss your problem with your spouse or friend or
any other close to you1
1
/o you work more than : hours1
0
Jou have an important function at your home and your boss
asks to give a < hour over time what will be your response1
.
/o you regularly spend time for entertainment1
2
$s your social life balanced1
3 /o you plan your work before doing1
80
'G
/o you fear about the %uality of your performance1
''
3re you a heart patient1
', /o you get tensed at your non achievement of your target1
'>
/o you feeling stress some times1
$f the answer of the above %uestion is Jes then answer the
following.
%5
$s the reason of your stress your work load1
b5 3re you stressed because of your family problems1
c5 /o you get stressed when your boss scolds Jou1
d5 /o you try to find any solution for the problem of your stress1
e5
*$' J5S- /o you practice yoga or any other ayurvedic therapy
for reducing stress1
To m%+e the /u!ey !e(o!t mo!e cle%! the %boe Eue/tio##%i!e *%/ %l/o
8illed. A/ % !e/ult the em(loyee/ h%e &ie# (!o(e! !e/(o#/e %#d the
!e(o!t o8 the Eue/tio##%i!e i/ (!e/e#ted i# the (!oJect.
*=.<- /ata analysis and $nterpretation
The (!oJect !e(o!t /ho*/ the i#8o!m%tio# o8 the leel o8 /t!e//
*hich the em(loyee/ %!e 8%ci#& %/ the (e!iod o8 !ece//io# i/ &oi#& the
em(loyee cutCo88 %#d tu!#oe! !%tio/ %!e 8ou#d to be hi&h /o the *o!+lo%d
81
8o! the exi/ti#& em(loyee/ %!e hi&h. So they %!e 8%ci#& the (!oblem o8 *o!+
oe!lo%d %#d thu/ they &et /t!e//ed.
LetL/ h%e % *%tch o# the b%/ic d%t% o8 the /u!ey9
The report of a bank
TZ response
B7 No sign of burnout here[ A
= 6ittle sign of burnout here unless some factors are particularly
severe
>
7: Be careful B you may be at risk of burnout particularly if several
scores are high
:
9= Jou are at severe risk of burnout B do something about this
urgently
A
<= Jou are at very severe risk of burnout B do something about this
urgently
A
The 2eport of a Sony $ndia centre
TZ response
B7 No sign of burnout here[ A
= 6ittle sign of burnout here unless some factors are particularly
severe
9
7: Be careful B you may be at risk of burnout particularly if several
scores are high
7A
9= Jou are at severe risk of burnout B do something about this A
82
#o /i&# o8 bu!# out
little /i&# o8 bu!#out
Be c%!e8ul
/ee!e !i/+
He!y hi&h
urgently
<= Jou are at very severe risk of burnout B do something about this
urgently
A
The report of a Sony $ndia centre
TZ response
B7 No sign of burnout here[ A
= 6ittle sign of burnout here unless some factors are particularly
severe
=
7: Be careful B you may be at risk of burnout particularly if several
scores are high
9
9= Jou are at severe risk of burnout B do something about this
urgently
A
<= Jou are at very severe risk of burnout B do something about this
urgently
A
$t is seen from the
above data that
the employees working in the banks are at the risk of two levels that is Da little
sign of burn outE and Dbe carefulE. Taking a look on the data of all the three
banks it is seen that the employees working in Sony centre are found less
stressed out compared to other outlets. This can be because it#s a private sector.
83
No /i&#
little /i&#
be c%!e8ul
See!e !i/+
He!y hi&h
$f all the graphs are compared it is seen that the ratio of stressed employees in
Sony +entre banks is less as compared to all the other outletss.
6et#s have a look on the
overall result of the survey
TZ response
B7 No sign of burnout here[ A
= 6ittle sign of burnout here unless some factors are particularly
severe
7<
7: Be careful B you may be at risk of burnout particularly if several
scores are high
87
9= Jou are at severe risk of burnout B do something about this
urgently
A
<= Jou are at very severe risk of burnout B do something about this
urgently
A
'rom the above graph it can be seen that maCimum employees of all the private
companies are at a moderate level of risk of burnout while the employees who
were found with a little sign of burnout is less. So the ratio of little sign of burnout
and moderate level of burnout is 8.9.
'. A!e you /%ti/8ied *ith the (e!8o!m%#ce you &ie %t you! *o!+?
Jes No No response
8? : A
84
#o /i&#
little /i&#
Be c%!e8ull
/ee!e !i/+
He!y hi&h
'rom the diagram it is clear that ?? R of the employees are satisfied with the
performance they give in the work while 89 R of the employees are not satisfied.
,. Do you thi#+ th%t you %!e /u88e!i#& 8!om de(!e//io#?
8A R of the employee feel that they are suffering from depression while :A R of
the employee feel that that they are free from the depression
>. Do you *o!!y %bout you! colle%&ueF/ o(i#io# %bout you?
Jes No No response
Jes No No response
? 8: A
85
-e/
No
No !e/(o#/e
-e/
No
No !e/(o#/e
; 8> A
8>R of the employees worry about their colleague#s opinion about them while
?<R of the employees are not concern with the opinion about their colleague.
A. Do you di/cu// you! (!oblem *ith you! /(ou/e o! 8!ie#d o! %#y othe!
clo/e to you?
Jes No No response
98 9 A
;7R of the employees of the bank discuss their problem and share their feelings
with their spouse or friends or others while ; R of the employee is not concerned
with it.
1. Do you *o!+ mo!e th%# 2 hou!/?
Jes No No response
97 < A
86
-e/
No
No !e/(o#/e
-e/
No
No !e/(o#/e
:;R of the employees work for more than : hours which is the starting point of
the stress while 77 R of the
employees don#t work for
more than : hours.
0. -ou h%e %# im(o!t%#t 8u#ctio# %t you! home %#d you! bo// %/+/ to &ie
% A hou! oe! time= *h%t *ill be you! !e/(o#/e?
Jes No No response
7< 7; 8
<A R of the employees are proved to be work dedicated and they are ready to
miss the important function at their house while =< R of the employees said no
and > R of the employee did not gave any answer.
.. Do you !e&ul%!ly /(e#d time 8o! e#te!t%i#me#t?
Jes No No response
8A 7= A
87
-e/
No
No !e/(o#/e
-e/
No
No !e/(o#/e
=?R of the employee spent regular time on entertainment which helps us to
remain stress free while <9 R of the employees don#t do that.
2. "/ you! /oci%l li8e b%l%#ced?
=< R of the employees find their social life to be balanced while <A R of the
employees don#t have their social life balanced. >R of the employees remain
silent.
3. Do you (l%# you! *o!+ be8o!e doi#&?
Jes No No response
7; 7< 8
Jes No No response
97 < A
88
-e/
No
No !e/(o#/e
-e/
No
No !e/(o#/e
$t
is
a
good habit to plan the work you do. :; R of the employees plan their work before
doing while 77 R of the employees don#t plan their work.
'G. Do you 8e%! %bout the Eu%lity o8 you! (e!8o!m%#ce?
>9R of the employees fear the %uality of performance which they give while 9? R
of the employees don#t fear the %uality of their work.
''. A!e you % he%!t (%tie#t?
Jes No No response
88 79 A
Jes No No response
7 9< A
89
-e/
No
No !e/(o#/e
-e/
No
No !e/(o#/e
Here 9 R of the employees are heart patient which is partially the result of stress.
',. Do you &et te#/ed %t you! #o# %chieeme#t o8 you! t%!&et?
Jes No No response
8= 7A A
?7R of the employees get tensed at the non achievement of the target while 8;
R of the employees work casually.
'>. Do you 8eeli#& /t!e// /ome time/?
90
-e/
No
No !e/(o#/e
-e/
No
No !e/(o#/e
Jes No No response
8: > 7
:AR of the employees feel stressed sometimes while 7? R of the employees are
not feeling stressed. 9 R of the employees did not respond.
"8 the %#/*e! o8 the %boe Eue/tio# i/ M-e/L the# %#/*e! the 8ollo*i#&9
%5 "/ the !e%/o# o8 you! /t!e// you! *o!+ lo%d?
=?R of the employees find themselves to be stressed by their work over load. 8>
R of the employees are not stressed because of the work overload. 7? R of the
employees did not answer.
b5 A!e you /t!e//ed bec%u/e o8 you! 8%mily (!oblem/?
Jes No No response
8A ; >
91
-e/
No
No !e/(o#/e
-e/
No
No !e/(o#/e
<A R of the employees
are stressed because of their family problems <AR by other problems while 8AR
of the employees did not responded.
c5 Do you &et /t!e//ed *he# you! bo// /cold/ you?
8AR of the employee did not responded when they were asked weather their get
stressed because of the scolding of their boss. =7R of the employees don#t get
stress because of the scolding of their boss. 8; R of the employees get stressed
because of the scolding of their boss.
d5 Do you t!y to 8i#d %#y /olutio# 8o! the (!oblem o8 you! /t!e//?
Jes No No response
7< 7< ?
Jes No No response
7A 7: ?
92
-e/
No
No !e/(o#/e
-e/
No
No !e/(o#/e
Jes No No response
8< > =
>; R of the employees try to find the solution of their stress.
e5 4") -ES5 Do you (!%ctice yo&% o! %#y othe! %yu!edic the!%(y 8o!
!educi#& /t!e//?
Jes No No response
77 7: >
97R of the employees try the yoga and other ayurvedic techni%ues to reduce
their stress while =7 R of the employees use other techni%ues to reduce
stress.
93
-e/
No
No !e/(o#/e
-e/
No
No !e/(o#/e
41.15 Em(loyeeL/ o(i#io# %bout ho* to !educe
/t!e//
This project consist of the information about the employees undergoing
from stress who working in the banks. So considering this factor this topic
becomes one of the most important part of the project as it consists of the
opinion of the employees who work in the banks. $n short it was a direct interview
of the employees who gave their opinion about how to reduce stress. The
response of employees in the major banks of Bhavnagar like State Bank of
Saurashtra The 3)$S Bank and The H/'+ bank was marvelous and they have
given their valuable opinion about reducing stress as a result of the last %uestion
included in the %uestionnaire 8. So the opinion if the employees were as follows.
Just smile away 3n employeeB H/'+ Bank
Just believe in your self an !ust o what your heart wants 3n employeeB
H/'+ Bank
-Talking to family members" - #atching T$ or listening goo music" -
%oing for a walk or long rive 3n employeeB H/'+ Bank
&elieve in %o 3n employeeB H/'+ Bank
'espect yourself an give time to yourself 3n employeeB H/'+ Bank
#orking in environment welfares" lot of positive attitue. (ositive attitue
is only that reuces stress an achieves success. )ost of the people
frustrate ue to lack of positivity an stress level climbs up ue to that. *o
get positive attitue about work" about life" an forget the stress 3n
employeeB 3)$S Bank
#e shoul o such activities from which we get happiness an also make
others happy. (ass your time with your close friens an relatives. 3n
employeeB 3)$S Bank
(lay an watch cricket 3n employeeB 3)$S Bank
+isten music an spen time with family 3n employeeB SBS Bank
94
%et a!uste with others" Fin an spen time for prayer" *tuy the
scriptures" *ee oneness in all" ,ll are manifeste of the supreme %-. 3n
employeeB SBS Bank
These opinions are seemed to be valuable and effective as one of the
effective things has been noticed that the employees who have got less than 7:
marks in the Burnout test have given their opinions about reducing the stress.
$t is also noticed that in the Sony +entre ,aranasi in the time of
afternoon slow instrumental music are been played so that the employees can
work stress free. This is one of the positive things which are seen in the
organization who is caring for their employees. This will help the organization to
boost up the productivity.
'rom the certain sample of employees selected for the research only
7A employees have given their opinion how to reduce stress. So we can
understand that how overloaded the employees of the companies are.
95
41.05 Re/e%!ch )lo*ch%!t
4uestionnaire research design proceeds in an orderly and specific
manner. 5ach item in the flow chart depends upon the successful completion of
all the previous items. Therefore it is important not to skip a single step. Notice
that there are two feedback loops in the flow chart to allow revisions to the
methodology and instruments.
/esign (ethodology
/etermine 'easibility
/evelop $nstruments
Select Sample
+onduct !ilot Test
2evise $nstruments
+onduct 2esearch
3nalyze /ata
!repare 2eport
96
41..5 Time Co#/ide!%tio#/
(any researchers underestimate the time re%uired to complete a
research project. The following form may be used as an initial checklist in
developing time estimates. The best advice is to be generous with your time
estimates. Things almost always take longer than we think they should.
This checklist contains two time estimates for each task. The first one
*Hours- is your best estimate of the actual number of hours re%uired to complete
the task. The second one */uration- is the amount of time that will pass until the
task is completed. Sometimes these are the same and sometimes they are
different. (ost researchers and businessBpeople have to divide their time among
many projects. They simply cannot give all their time to any one project. 'or
eCample my estimate of goal clarification may be four hours but other
commitments allow me to spend only two hours a day on this study. (y HhoursH
estimate is four hours and my HdurationH estimate is two days.
To arrive at your final time estimates add the individual estimates. The
hours estimate is used for budget planning and the duration estimate is used to
develop a project time line.
97
41.25 Limit%tio# o8 the /u!ey
The %uestionnaires were filled be 9= employees working in the three major
outlets of ,aranasi i.e. Sony +entre Samsung and (obile Store. So the scope
of sample findings was less.
The %uestionnaire was filled by 9= employees of different designations. So the
point of view of employees differs as per their designations.
The employees from whom the %uestionnaires are filled are in a heavy
workload so some of the %uestionnaires filled by the employees who are in
stress cannot be called reasonable.
The responses of the employees cannot be accurate as the problem of
language and understanding arises. *These problems are not in all cases.-
"ne of the other problems of %uestionnaire is the cost. Some times it may be
possible that even by spending so much the result may not be reasonable.
(any a times the employees may not be really conscious or may not be
bothered about the %uestionnaire. This may create a problem in the research.
41.2.'5 Ad%#t%&e/ o8 W!itte# Kue/tio##%i!e/
4uestionnaires are very cost effective when compared to faceBtoB
face interviews. This is especially true for studies involving large
sample sizes and large geographic areas. 0ritten %uestionnaires
become even more cost effective as the number of research
%uestions increases.
4uestionnaires are easy to analyze. /ata entry and tabulation for
nearly all surveys can be easily done with many computer software
packages.
98
4uestionnaires are familiar to most people. Nearly everyone has
had some eCperience completing %uestionnaires and they generally
do not make people apprehensive.
4uestionnaires reduce bias. There is uniform %uestion presentation
and no middleBman bias. The researcherIs own opinions will not
influence the respondent to answer %uestions in a certain manner.
There are no verbal or visual clues to influence the respondent.
4uestionnaires are less intrusive than telephone or faceBtoBface
surveys. 0hen a respondent receives a %uestionnaire in the mail he
is free to complete the %uestionnaire on his own timeBtable. Mnlike
other research methods the respondent is not interrupted by the
research instrument.
41.2.,5 Di/%d%#t%&e/ o8 W!itte# Kue/tio##%i!e/
"ne major disadvantage of written %uestionnaires is the possibility
of low response rates. 6ow response is the curse of statistical
analysis. $t can dramatically lower our confidence in the results.
2esponse rates vary widely from one %uestionnaire to another
*7AR B ;AR- however wellBdesigned studies consistently produce
high response rates.
3nother disadvantage of %uestionnaires is the inability to probe
responses. 4uestionnaires are structured instruments. They allow
little fleCibility to the respondent with respect to response format. $n
essence they often lose the Hflavor of the responseH *i.e.
respondents often want to %ualify their answers-. By allowing
fre%uent space for comments the researcher can partially
99
overcome this disadvantage. +omments are among the most
helpful of all the information on the %uestionnaire and they usually
provide insightful information that would have otherwise been lost.
Nearly ninety percent of all communication is visual. Oestures and
other visual cues are not available with written %uestionnaires. The
lack of personal contact will have different effects depending on the
type of information being re%uested. 3 %uestionnaire re%uesting
factual information will probably not be affected by the lack of
personal contact. 3 %uestionnaire probing sensitive issues or
attitudes may be severely affected.
0hen returned %uestionnaires arrive in the mail itIs natural to
assume that the respondent is the same person you sent the
%uestionnaire to. This may not actually be the case. (any times
business %uestionnaires get handed to other employees for
completion. Housewives sometimes respond for their husbands.
Nids respond as a prank. 'or a variety of reasons the respondent
may not be who you think it is. $t is a confounding error inherent in
%uestionnaires.
Finally, questionnaires are simply not suited for some
people. For example, a written survey to a group of poorly
educated people might not work because of reading skill
problems. ore frequently, people are turned o! by written
questionnaires because of misuse.
100
41.35 )i#di#&/
$t is analyzed from the %uestionnaire filled by the employees that the
employees who have scored more than 8A marks in the burnout test are not
satisfied with the performance which they give in the organization. Thus it is
proved that the employees who are desired to give better performance than their
original performance are found more stressful than the others. 0hile at the same
time the employ that have scored less than 8A marks in the burnout test are
satisfied with the performance. 'rom the sample of 9= bank employees who have
been surveyed one is found to be a heart patient. This can be because of high
level of stress.
,ery rare of the employee are to be found suffering from depression.
$t is proved from the survey that the employees who have scored more than 8=
marks in the burnout test are concern about the opinion of their colleagues. 3nd
the employees who got less than 8= marks do not mind about their colleague#s
opinion. Thus it is proved that the colleagues opinion also play a lead role in the
increase and decrease of the stress level. Those who mind about their
colleague#s opinion are found to be more stressful.
The employees who have scored 8:B8; marks in the burnout test
don#t believe in sharing their problems with their spouse or friend or any closed
one. Thus we can say that sharing your problems with your spouse or close
friends is a better idea to reduce stress.
$n the second %uestionnaire one of the %uestion was DJou have an
important function at your home and your boss asks to give a < hour over time
what will be your response YJes or No#1E the employees have given their opinion
as per their mood.
101
0hile considering the point of view of entertainment it depends upon
the mood of the employees. The entertainment is considered one of the most
ultimate solutions to reduce stress. (ost of the employees do not spend regular
time in entertainment. This may be because they may not be getting time for
entertainment or they may not be interested in the same.
"ne of the %uestions was asked that were their social life balanced1
$t is observed that the employees who have scored above 8A marks in the
burnout test did not have their social life balanced. Thus we can conclude that
the employees who are above 8A don#t have their social life balanced. Thus it is
proved that stress may affect our social life also.
The employees were asked weather they plan their work or not
moderate answers were given. The employees scoring more than 8= marks were
not found their work planned. Thus the employees who plan their work have
scored below 8= marks in the burnout test eCcept some cases as there are
always some drawbacks in making plan. 'ailure of a plan may also lead a person
to stress. Thus we can conclude that planning of the work may help to reduce
stress level.
(ost of the employees who have scored more than 8A marks fear
about their %uality of work they give. This aspect is not dependent of the burnout
level. This aspect depends upon the dedication of work. So it is meaningless to
compare this %uestion with the burnout test.
3 %uestion was asked that weather you get stressed at the nonB
achievement of their target1 3ll the employees have responded positively. But
this is not concern with the burnout score. 'rom this we can conclude that all the
employees are given achievable target and naturally by the nonBachievement of
102
the target all the employees may get stressed. "ne of the other possibilities is
that the employees have responded positively to show themselves to be good.
The employees having more than 7A marks in the burnout test says
that they are under stress. "ut of 9= employees of the sample 8A of the
employees accepted that the reason for their stress is workload. 7A employees
are not stressed because of the workload but because of their family problem. =
of the employees are not suffering from stress. 7< employees out of 9A
employees who are stressed feel stressful when their boss scolds them while 7>
employees refused that they are not stressed because their boss scolds them. 3ll
the 9A employees have accepted that they try to find the solution of their stress.
7A employees out of 9A employees practice yoga to reduce their stress and the
other 8A employees don#t practice yoga. The burnout scores of the employees
who practice yoga are either more than 8= or less than 8A. Thus we can
conclude that the employees have reduced their stress by yoga therapy and
other employees have just started the yoga because of high level of burnout
The above analysis is done by the data received from the
%uestionnaire. So the accuracy of data depends upon the response of the
employees.
103
%. &I&ILIO'RAP(Y
o www.mindtool.com
o "rganizational Behavior D*tephen (. 'obbinsE
o Burn "ut tool G 4uestionnaire
o Self analysis of %uestionnaire
). ANNE*URE
104
Kue/tio##%i!e
No 4uestions Not at
all
2arely Sometimes "ften ,ery
often
7 /o you feel run down and
drained of physical or
emotional energy1
8 /o you find that you are
prone to negative thinking
about your job1
9 /o you find that you are
harder and less
sympathetic with people
than perhaps they deserve1
< /o you find yourself getting
easily irritated by small
problems or by your coB
workers and team1
= /o you feel misunderstood
or unappreciated by your
coBworkers1
> /o you feel that you have
noBone to talk to1
? /o you feel that you are
achieving less than you
should1
: /o you feel under an
unpleasant level of
pressure to succeed1
; /o you feel that you are not
getting what you want out of
your job1
7A /o you feel that you are in
the wrong organization or
the wrong profession1
77 3re you becoming
frustrated with parts of your
job1
78 /o you feel that
organizational politics or
bureaucracy frustrate your
ability to do a good job1
79 /o you feel that there is
more work to do than you
practically have the ability
to do1
105
7< /o you feel that you do not
have time to do many of the
things that are important to
doing a good %uality job1
7= /o you find that you do not
have time to plan as much
as you would like to1
Total
$nstructions. 'or each %uestion put an I)I in the column that most applies. !ut
one I)I only in each row.
!lease write the total number of YC# at the space given at the bottom of each
column
3nswer Number 0eight 0eighted Total
Not at all A
2arely 7
Sometimes 8
"ften 9
,ery often <
TZ
B7 No sign of burnout here[
= 6ittle sign of burnout here unless some factors are particularly severe
7: Be careful B you may be at risk of burnout particularly if several scores are
high
9= Jou are at severe risk of burnout B do something about this urgently
<= Jou are at very severe risk of burnout B do something about this urgently
N Kue/tio#/ -e/ No
' 3re you satisfied with the performance you give at your work1
, /o you think that you are suffering from depression1
> /o you worry about your colleagueIs opinion about you1
A
/o you discuss your problem with your spouse or friend or
any other close to you1
1
/o you work more than : hours1
106
0
Jou have an important function at your home and your boss
asks to give a < hour over time what will be your response1
.
/o you regularly spend time for entertainment1
2
$s your social life balanced1
3 /o you plan your work before doing1
'G
/o you fear about the %uality of your performance1
''
3re you a heart patient1
', /o you get tensed at your non achievement of your target1
'>
/o you feeling stress some times1
$f the answer of the above %uestion is Jes then answer the
following.
%5
$s the reason of your stress your work load1
b5 3re you stressed because of your family problems1
c5 /o you get stressed when your boss scolds Jou1
d5 /o you try to find any solution for the problem of your stress1
e5
*$' J5S- /o you practice yoga or any other ayurvedic therapy
for reducing stress1
107