Académique Documents
Professionnel Documents
Culture Documents
Submitted By,
DHANALEKSHMI.N
Reg.No : 09MIB11
Coimbatore-641014
G.R.D School of Commerce and International Business
CERTIFICATE
This is to certify that this project work entitled
A STUDY ON EMPLOYEES STRESS LEVEL IN DREAMWARE INFOTECH
CHENNAI
is a bonafied record of the project work carried out by
DHANALEKSHMI.N
(Reg No.09MIB11)
Submitted in partial fulfillment of the requirements for the award of the degree of
M.Com INTERNATIONAL BUSINESS
Of Bharathiar University
Ms.N.ARCHANA Dr.K.K.Ramachandran
Faculty Guide Course Director
Submitted for the Viva-voce Examination held on
Internal Examiner External Examiner
DECLARATION
the requirements for the award of degree of M.Com International Business is a record of
M.B.A., M.Phil., Faculty Guide, Dr G.R.D School of Commerce and International Business,
Coimbatore and that it has not formed the basis for the award of
University
Date:
(Dhanalekshmi.N)
ACKNOWLEDGEMENT
Dr.G.R.D College of science, Coimbatore for having permitted me to undertake this project
work.
M.Com (IB)., M.B.A., M.Phil., Faculty Guide, Dr G.R.D School of Commerce and International
Business.
Mr.M.Kaleelul Rahman, MBA (HR)., for giving this opportunity, guidance, suggestions and
3 Review of literature
Bibliography
Annexure
LIST OF TABLES
TABLE NO. TITLE PAGE
NO.
4.1.1 Table showing the gender of the respondents 25
4.1.5 Table showing the respondents opinion on do they get enough time 33
to perform their work without any disturbance
4.1.6 Table showing the respondents opinion on do they get angry when 35
they got interrupted at work
4.1.10 Table showing the respondents opinion on do they plan their life 43
each day, and work out that plan
4.1.21 Table showing the respondents opinion on get time to spend with 65
their family
4.1.22 Table showing the respondents opinion on get time to attend their 67
personal obligation
4.1.25 Table showing the respondents opinion on pay package for causing 73
stress
4.1.10 Chart showing the respondents opinion on do they plan their life 44
each day, and work out that plan
4.1.21 Chart showing the respondents opinion on get time to spend with 66
their family
4.1.22 Chart showing the respondents opinion on get time to attend their 68
personal obligation
STRESS
The word stress is very freely used but little understood by most of us. It is something
vague, ill defined amorphous. But people know they are stressed. So what is stress?
Stress, as per the medical explanation of the term, is the body’s general response to
environmental situations. That is, stress is anything that changes our physical, emotional or
mental state while encountering various stimuli in our environment.
Organizational life is quite stressful. Work pressures, tight schedules, meeting that never
seem to end on time, unhelpful colleagues, critical bosses, incompetent subordinates and a host
other irritation factor may have a cumulative effect in making the lives of modern-day
executions miserable. It is therefore, a highly individual affair. Mild stress may improve
production. It may force people to focus more sharply on the problems and produce solution. But
if stress is severe and persists for long time, it can be harmful. It can lead to poor performance on
the job, excessive use of alcohol or other drugs, poor attendances or even overall poor health.
FACES OF STRESS
Constructive
Destructive
CONSTRUCTIVE STRESS:
Constructive stress acts in a position manner for the individual and the organization,
example winning a contest, or falling in love. Eustress can indicate a situation where the
individual is in balance or within tolerable limits.
Moderate stress can increase effort, stimulate creativity and encourage diligence in one’s
work. It can be equated with tension that causes to work hard before exams, pay attention in
class, and complete projects or assignments in time. The same positive results of stress can be
found in the work place.
DESTRUCTIVE STRESS:
Excessive stress may lead to overload and break down a person’s physical and mental
systems.
MANAGEMENT OF STRESS:
Time management
Exercise
Meditation and relaxation
Role clarity
Supportive climate
Clear career paths
Company wide programs
THREE STRESS RELIEF TECHNIQUES
There is good stress, and there is bad stress. Good stress is the type that propels a person
to excel, to reach new heights or to complete a big project on time. And there is bad stress which
comes from conflict or worries. It is the stress that keeps a person from sleeping and happiness.
Meditation techniques often involve visualization of something calm, like a blank screen
or clouds, or it can mean clearing the mind entirely. If stress is caused by how we allow our
minds to captured by worries and fears, then replacing those worries and fears with calmer
images is the obvious way to reduce stress.
If relaxing to a state where even the blood vessels are almost still is the ultimate in stress
relief. Surely exercise, which gets even our blood pumping at breakneck speed, must be the
ultimate stress demon. Exercise is a big stress reliever. In fact, the bigger the muscles we
exercise, the more less stress we can bear. That's because exercise releases physical tension in
the muscles.
LAUGHTER REDUCES STRESS
Laughter also relieves stress. The muscles we use to laugh are those tense ones in our
faces. When we loosen them, we release tension from our faces. We also allow more blood to
flow to the pleasure centers of the brain (which might be why someone with a 'good sense of
humor' is considered more attractive).
SIGNS OF STRESS
SIGNS SIGNS
The study will help the employee’s to be stress free so that there will be a work life
balance. This will lead to the increase in the productivity of the company and also help the
employee’s to lead a peaceful life
1.4 STATEMENT OF THE PROBLEM
The performance of the employees in the company has decreased by 2% in the year
2009 – 2010 compared to the year 2008 – 2009. The management thinks that one of the reasons
for the decrease in employee’s performance may be due to the stress. So they have recommended
to take up a study on stress management
1.5 RESEARCH METHODOLOGY
The study was designed to be descriptive in nature. Descriptive research includes survey
and fact finding enquires of different kinds.
The sample size used for the study is 50. The respondents were selected by using
convenience sampling. 50% of the universe has been taken for the research.
Universe of the study refers to the employee’s in the Dreamware Infotech,chennai The
total strength of the universe is 100.
Primary Data
Primary data has collected through a survey method from the employee’s of Dreamware
Infotech Chennai, with the few number of discussions. The respondents were asked to tick any
one of the options given for each statement in the questionnaire and assured that the responses
will be kept confidential and used only for academic purpose.
Secondary Data
Secondary data that are required for the study was collected from the various published
and unpublished company reports, journals, websites, and through discussion with research
guide.
Rank analysis
1.6 LIMITATIONS OF THE STUDY
The present study is limited to many aspects. It is not possible to take in to consideration
each and every criterion in this study. Some of the information given by the respondents may be
bias. Could not able to collect the information from all the employees of organization because of
busy schedule of employees. The Questions that are asked being personal, some of them
hesitated to answer it. Analysis is done on the assumption that respondents have given
correct information through the Questionnaires.
CHAPTER-2
Today, the term information has ballooned to encompass many aspects of computing and
technology, and the term has become very recognizable. IT professional perform a variety of
duties that range from installing applications to designing complex computer networks and
information databases. A few of the duties that IT professionals perform may include data
management, networking, engineering computer hardware, databases and software design, as
well as the management and administration of the entire systems. Information Technology is a
starting to spread farther than the conventional personal computer and network technology, and
more into integrations of other technologies such as the use of cell phones, televisions,
automobiles, and more, which is increasing the demand for such jobs.
Definition:
The term “Information Technology” came about in the 1970’s. Its basic concept,
however, can be traced back even further. Throughout the 20th century, an alliance between the
military and various industries has existed in the development of electronics, computers, and
information theory. The military has historically driven such research by providing motivation
and funding for innovation in the field of mechanization and computing.
The first commercial computer was the UNIVAC I. It was designed by J. Presper
Eckert and John Machuly for the U.S Census Bureau. The late 70s saw the rise of
microcomputers, followed by IBM’s personal computer in 1981. Since then, fourth generation
computer have evolved. The fourth generation computer use more complex systems such as
Very-large-scale integration.
Some of the most popular information technology skills at the moment are:
Computer Networking
Information Security
IT Governance
ITIL
Business Intelligence
Linux
Unix
Project Management
Information Technology Certifications
Having a solid education and specific specialty certifications is the best way to progress in
an information technology career. Here are some of the more popular information technology
certifications are:
Microsoft Certification
Cisco Certification
PMP Certification
2.2 COMPANY PROFILE
DREAMWARE INFOTECH
ONE WORLD ONE SOLUTION
They understand that program code line or hardware itself means nothing for their
business. That is why they offer a wide range of business-oriented custom programming
services, including business application development, management and support. Flexible models
of cooperation and knowledge of industry outcome of IT solutions to high results of business
performance.
VISION
Their vision is “To be the most Preferred and Valuable service provider to the industry.”
MISSION
Their mission is “To establish relationships with the end users through expertise and
commitment, to deliver the high-end quality and optimal cost-effective innovative solutions for
business worldwide, making it a joy for all Clients to work with us.”
High responsiveness.
Skilled and organized personnel.
Solid experience in projects of different complexity and scope.
Mature software development process.
On-time and within budget delivery.
Cost-competitive custom software programming services.
SERVICES
As one of the premier IT service provider they offer customized solutions to global
corporate clients with emphasis on the following areas...
At Dreamware InfoTech they have the ability to deliver solutions that respond to their
client’s objectives across a wide variety of Business sectors. Their team of strategists, designers,
and industry specific experts possess extensive knowledge of the business climate and industry
verticals. Following an agnostic, best of breed approach to technology development,
Dreamware InfoTech has extensive expertise in a number of software.
Dreamware InfoTech is geared to get projects off the ground in new priority areas,
including Web services, application management and integration, security, business continuity
and disaster recovery.
A unique vision, shared methods and values, common practices and processes –
Dreamware InfoTech functions as a single company working for many locations. Their
multidisciplinary teams serve local and global customers seamlessly.
Dreamware InfoTech offers clients a network of strategic skill centers, expertise centers
and production centers around the globe. Wherever in the world they are,
ERP
E-Banking
Construction
Garments
University Management
Hospital & Pharmacy Management
School Management
Customer Support Management
Travel Management
Inventory Management
Hotel Management
Pay Roll Management
Courier Cargo Management
Production Planning System
Web Design & Online Booking
Data Solutions
E-Learning
OFFSHORE DEVELOPMENT CENTER
Professional Service is the solution when the goal is to complete a project under budget
and on time and solution they provide which suits for any type of management. they know they
can meet your goals – Dreamware InfoTech is capable of providing quality consulting for
short-term, long-term projects.
Dreamware InfoTech is known for:
o Quality.
o Customer Satisfaction.
o Round the clock service.
o Maintenances.
o On time deliver.
o Reasonable Price.
TECHNOLOGIES
Dreamware InfoTech maintains its cadre with regard to top most companies in India
providing the best of service their clients. They share a mutual rapport with their clients. No
compromise is incorporated in the Quality or Efficiency of the service provided to any of their
clients.
CLIENTS
garments
• sahid fashion designer
• khanate fashions
human resource
• dhara info tech
• olive consultancy services
Educational
Harmonia Music School
The team of Dreamware InfoTech is an enthusiastic team with real time on hands
experience in different technologies. The technical efficiency of the team consequently provides
guaranteed support for our client.
Dreamware InfoTech employs the best candidates in the industry, which is always
preceded by a scrutinizing screening session. The candidates are screened based on their
technical and communication skills.
LOCATION
Dreamware InfoTech has head office Chennai, which is the capital of the state of Tamil
Nadu and is India's fourth largest metropolitan city. Since 1990s, software development and
business process outsourcing have emerged as major drivers of the city's economic growth.
Chennai has been rated as the most attractive Indian city for off shoring services. Major software
and software services multinational companies have offshore development centers’ in the city.
The city is now the second largest exporter of IT and IT enabled Services in the country. The IT
Corridor, on OMR in the southeast of the city houses several technology parks. More recently,
emerged as a electronic manufacturing hub with multinational corporations setting their
manufacturing plants, research and development facilities in here.
INFRASTRUCTURE
MAIL
Request Information : info@dreamwareindia.com
1. Murphy, L R (Nov-Dec 1996) in his article, “Stress management in work settings: a critical
review of the health effects” stated that a variety of stress-management techniques was used in
worksite studies, including muscle relaxation, meditation, biofeedback, cognitive-behavioral
skills, and combinations of these techniques. The most common techniques used were muscle
relaxation, cognitive-behavioral skills, and combinations of two or more techniques. Outcome
measures to evaluate the success of stress interventions included physiologic and psychologic
measurements, somatic complaints, and job-related measures. Nearly three-fourths of the studies
offered the training to all workers and did not specifically recruit high-stress employees.
2. Wisniewski , Lech , Gargiulo , Richard M (1997) in their article, “Occupational stress and
burnout among special educators” stated that Stress and burnout are both capable of having a
detrimental impact on organizational productivity. In addition, they both pose serious health and
safety hazards on the job. Stress occurs when an employee feels frustrated with his or her work.
This frustration is usually due to an "internal sense of losing control, a mismatch between what
we expect and what the environment actually can provide". In this study stress sources are
identified and a framework is presented for organizing the literature base and introducing
proactive innovations that will address professional needs and current shortcomings and will
mediate the effects of stress.
3. Cigrang, Sandy L.; Carbone, Eric G (2000) in their article, “Stress management training for
military” stated that a significant proportion of people entering the military are discharged within
the first 6 months of enlistment. Mental health related problems are often cited as the cause of
discharge. This study evaluated the utility of stress inoculation training in helping reduce the
attrition of a sample of Air Force trainees at risk for discharge from basic military training.
Participants were 178 trainees referred for a psychological evaluation from basic training.
Participants were randomly assigned to a 2-session stress management group or a usual-care
control condition. Compared with past studies that used less rigorous methodology, this study
did not find that exposure to stress management information increased the probability of
graduating basic military training. Results are discussed in terms of possible reasons for the lack
of treatment effects and directions for future research.
4. D. Edwards MPhil, P. Burnard MSc PhD (2002) in their article, “Stress management
interventions for mental health” stated that health care professionals in the United Kingdom
(UK) appear to have higher absence and sickness rates than staff in other sectors, and stress may
be a reason for nurses leaving their jobs. The aim was to identify stressors, moderators and stress
outcomes (i.e. measures included those related to stress, burnout and job satisfaction) for mental
health nurses, as these have clear implications for stress management strategies. Seven studies
have been reported since the completion of the review and have been included in this article.
Sixty-nine focused on the stressors, moderators and stress outcomes and eight papers identified
stress management techniques. Relaxation techniques, training in behavioral techniques, stress
management workshops and training in therapeutic skills were effective stress management
techniques for mental health.
REFERENCES:
1. Murphy, L R, “Stress management in work settings: a critical review of the health effects”,
Cognitive-behavioral skills, 11(2), 5, p. 112-35.
2. Wisniewski , Lech , Gargiulo , Richard M, “Occupational stress and burnout among special
educators”, Occupational stress on teacher attrition, 31 ,3, p.325-46.
3. Cigrang, Sandy L.; Carbone, Eric G, “Stress management training for military”, Occupational
Health Psychology, 5(1), 6, p.48-55.
4. D. Edwards, P. Burnard, “Management interventions for mental health”, Stress and mental
health, 25, 3, p.155.
CHAPTER 4
INFERENCE
The above states that 54% of the respondents were male and 46% of the respondents were female
4.1.1.CHART SHOWING THE GENDER OF THE RESPONDENTS
4.1.2.TABLE SHOWING THE AGE OF THE RESPONDENTS
INFERENCE
The above table shows that 38% of the respondents are under the age group of 21 to 26 years,
42% of the respondents are under the age group of 27 o 31 years, 20% of the respondents are
under the age group of 32 to 36 and there are no respondents under the age group of 37 and
above.
4.1.2.CHART SHOWING THE AGE OF THE RESPONDENTS
4.1.3.TABLE SHOWING THE RESPONDENTS OPINION ON THEIR JOB
IS STRESSFUL OR NOT
INFERENCE
The above table shows that 52% of the respondents say yes, 44% of the respondents say no and
4% of the respondents say cannot say for the opinion on their job is stressful or not.
4.1.3.CHART SHOWING THE RESPONDENTS OPINION ON THEIR JOB
IS STRESSFUL OR NOT
4.1.4.TABLE SHOWING THE RESPONDENTS OPINION ON
SATISFACTION WITH THEIR JOB
INFERENCE
The above table shows that 80% of the respondents say yes, 20% of the respondents say no and
no one of the respondents says cannot say for the opinion on satisfaction with their job
4.1.4.CHART SHOWING THE RESPONDENTS OPINION ON
SATISFACTION WITH THEIR JOB
4.1.5.TABLE SHOWING THE RESPONDENTS OPINION ON DO THEY
GET ENOUGH TIME TO PERFORM THEIR WORK WITHOUT ANY
DISTURBANCE
INFERENCE
The above table shows that 56% of the respondents say yes, 44% of the respondents say no and
no one of the respondents say cannot say for the opinion on do they get enough time to perform
INFERENCE
The above table shows that 76% of the respondents say yes, 20% of the respondents say no and
4% of the respondent say cannot say for the opinion on do they angry when they got interrupted
at work
4.1.6.CHART SHOWING THE RESPONDENTS OPINION ON DO THEY
GET ANGRY WHEN THEY GOT INTERRUPTED AT WORK
4.1.7.TABLE SHOWING THE RESPONDENTS OPINION ON DO THEY
GET ANGRY IF ASKED TO DO SOMETHING UNPLANNED
INFERENCE
The above table shows that 50% of the respondents say yes, 40% of the respondents say no and
10% of the respondents say cannot say for the opinion on do they get angry if asked to do
something unplanned
4.1.7.CHART SHOWING THE RESPONDENTS OPINION ON DO THEY
GET ANGRY IF ASKED TO DO SOMETHING UNPLANNED
4.1.8.TABLE SHOWING THE RESPONDENTS OPINION ON DO THEY
RESPOND IN A POSITIVE MANNER WHEN ASKED TO DO
SOMETHING FOR WHICH THEY LACK TRAINING
INFERENCE
The above table shows that 56% of the respondents say yes, 40% of the respondents say no and
4% of the respondents say cannot say for the opinion on do they respond in a positive manner
INFERENCE
The above table shows that 88% of the respondents say yes, 12% of the respondents say no and
no one of the respondents say cannot say for the opinion on do they lose temper while beings
stressed at work
4.1.9.CHART SHOWING THE RESPONDENTS OPINION ON DO THEY
LOSE TEMPER WHILE BEING STRESSED AT WORK
4.1.10. TABLE SHOWING THE RESPONDENTS OPINION ON DO THEY
PLAN THEIR LIFE EACH DAY, AND WORK OUT THAT PLAN
INFERENCE
The above table shows that 10% of the respondents say yes, 90% of the respondents say no and
no one of the respondents say cannot say for the opinion on do they plan their life each day and
INFERENCE
The above table shows that 36% of the respondents say high salary, 10% of the respondents say
recruit supportive staff, 10% of the respondents say training and 44% of the respondents say
reduce workload as their opinion on what could be done by the management to relieve
INFERENCE
The above table shows that 28% of the respondents say yes, 12% of the respondents say no and 60% of
the respondents say cannot say for the opinion on do they think their colleagues are stressed
4.1.12.CHART SHOWING THE RESPONDENTS OPINION ON DO THEY
THINK THEIR COLLEAGUES’ ARE STRESSED
4.1.13.TABLE SHOWING THE RESPONDENTS RESPONSE ON DO
THEY HAVE BP/SUGAR/ ANY OTHER HEALTH PROBLEM
INFERENCE
The above table shows that 32% of the respondents say yes, 68% of the respondents say no and no one of
the respondents say cannot say for the question do they have BP/sugar/ any other health problem
4.1.13.CHART SHOWING THE RESPONDENTS RESPONSE ON DO
THEY HAVE BP/SUGAR/ ANY OTHER HEALTH PROBLEM
4.1.14.TABLE SHOWING THE RESPONDENTS OPINION ON DO THEY
FEEL PHYSICAL EXERCISE OR YOGA REDUCE STRESS
INFERENCE
The above table shows that 96% of the respondents say yes, 4% of the respondents say no and no one of
the respondents say cannot say for the opinion on do they feel physical exercise or yoga reduce stress
4.1.14.CHART SHOWING THE RESPONDENTS OPINION ON DO THEY
FEEL PHYSICAL EXERCISE OR YOGA REDUCE STRESS
4.1.15. TABLE SHOWING THE RESPONDENTS OPINION ON DO
IMPROVING WORKING CONDITIONS REDUCES STRESS
INFERENCE
The above table shows that 60% of the respondents say yes, 40% of the respondents say no and no one of
the respondents say cannot say for the opinion on do improving working conditions reduce stress
4.1.15.CHART SHOWING THE RESPONDENTS OPINION ON DO
IMPROVING WORKING CONDITIONS REDUCES STRESS
4.1.16.TABLE SHOWING THE RESPONDENTS OPINION ON DO
FINANCIAL MOTIVATION REDUCES STRESS
INFERENCE
The above table shows that 80% of the respondents say yes, 20% of the respondents say no and no one of
the respondents say cannot say for the opinion on do financial motivation reduces stress
4.1.16.CHART SHOWING THE RESPONDENTS OPINION ON DO
FINANCIAL MOTIVATION REDUCES STRESS
4.1.17.TABLE SHOWING THE RESPONDENTS OPINION ON TRAINING
& DEVELOPMENT PROGRAMS HELP TO COPE UP WITH NEW
TECHNOLOGY REDUCES THE STRESS
INFERENCE
The above table shows that 66% of the respondents say yes, 30% of the respondents say no and 4% of the
respondents say cannot say for the opinion on training & development programs help to cope up with new
INFERENCE
The above table shows that 74% of the respondents say yes, 26% of the respondents say no and no one of
the respondents say cannot say for the opinion on do they accept with healthy attitude in circumstances
INFERENCE
The above table shows that 100% of the respondents say yes for the opinion on outing reduces stress
4.1.19.CHART SHOWING THE RESPONDENTS OPINION ON DO THEY
THINK OUTING REDUCES STRESS
4.1.20.TABLE SHOWING THE RESPONDENTS OPINION ON DO THEY
GET STRESS BECAUSE OF SITTING IN SAME POSITION AND
WORKING FOR A LONG TIME
INFERENCE
The above table shows that 92% of the respondents say yes, 8% of the respondents say no and no one of
the respondents say cannot say for the opinion on do they get stress because of sitting in same position
INFERENCE
The above table shows that 10% of the respondents highly satisfied, 50% of the respondents satisfied,
50% of the respondents not satisfied/not dissatisfied, 20% of the respondents dissatisfied and 10% of the
respondents highly dissatisfied for the opinion on get time to spend with their family
4.1.21.CHART SHOWING THE RESPONDENTS OPINION ON GET TIME
TO SPEND WITH THEIR FAMILY
4.1.22.TABLE SHOWING THE RESPONDENTS OPINION ON GET TIME
TO ATTEND THEIR PERSONAL OBLIGATION
INFERENCE
The above table shows that 18% of the respondents highly satisfied, 50% of the respondents satisfied,
20% of the respondents not satisfied/not dissatisfied, 20% of the respondents dissatisfied and 4% of the
respondents highly dissatisfied for the opinion on get time to attend their personal obligation
4.1.22. CHART SHOWING THE RESPONDENTS OPINION ON GET
TIME TO ATTEND THEIR PERSONAL OBLIGATION
4.1.23.TABLE SHOWING THE RESPONDENTS OPINION ON THEIR
PAY-PACKAGE
INFERENCE
The above table shows that 10% of the respondents highly satisfied, 24% of the respondents satisfied,
36% of the respondents not satisfied/ not dissatisfied, 10% of the respondents dissatisfied and 20% of the
INFERENCE
The above table shows that 20% of the respondents highly satisfied, 30% of the respondents satisfied,
24% of the respondents not satisfied/not dissatisfied, 16% of the respondents dissatisfied and 10% of the
INFERENCE
The above table shows that 40% of the respondents strongly agree, 30% of the respondents agree, 10% of
the respondents neither agree nor disagree, 10% of the respondents disagree and 10% of the respondents
strongly disagree for the opinion on pay package for causing stress
4.1.25.CHART SHOWING THE RESPONDENTS OPINION ON PAY
PACKAGE FOR CAUSING STRESS
4.1.26.TABLE SHOWING THE RESPONDENTS OPINION ON LACK OF
COOPERATION FOR CAUSING STRESS
INFERENCE
The above table shows that 52% of the respondents strongly agree, 30% of the respondents agree, 10% of
the respondents neither agree nor disagree, 8% of the respondents disagree and no respondents strongly
INFERENCE
The above table shows that 20% of the respondents strongly agree, 50% of the respondents agree, 4% of
the respondents neither agree nor disagree, 20% of the respondents disagree and 6% of the respondents
strongly disagree for the opinion on lack of facilities for causing stress
4.1.27.CHART SHOWING THE RESPONDENTS OPINION ON LACK OF
FACILITIES FOR CAUSING STRESS
4.1.28. TABLE SHOWING THE RESPONDENTS OPINION ON LACK OF
COMMUNICATION FOR CAUSING STRESS
INFERENCE
The above table shows that 50% of the respondents strongly agree, 28% of the respondents agree, 8% of
the respondents neither agree nor disagree, 4% of the respondents disagree and 10% of the respondents
strongly disagree for the opinion on lack of communication for causing stress
4.1.28.CHART SHOWING THE RESPONDENTS OPINION ON LACK OF
COMMUNICATION FOR CAUSING STRESS
4.1.29.TABLE SHOWING THE RESPONDENTS OPINION ON
INTERRUPTION FOR CAUSING STRESS
INFERENCE
The above table shows that 30% of the respondents strongly agree, 44% of the respondents agree, 10% of
the respondents neither agree nor disagree, 10% of the respondents disagree and 6% of the respondents
INFERENCE
The above table shows that 34% of the respondents strongly agree, 56% of the respondents agree, 4% of
the respondents neither agree nor disagree, 6% of the respondents disagree and no respondents strongly
disagree for the opinion on pressure to complete work for causing stress
4.1.30.CHART SHOWING THE RESPONDENTS OPINION ON
PRESSURE TO COMPLETE WORK FOR CAUSING STRESS
4.1.31.TABLE SHOWING THE RESPONDENTS OPINION ON
COMPARISON BETWEEN COLLEAGUES FOR CAUSING STRESS
INFERENCE
The above table shows that 38% of the respondents strongly agree, 44% of the respondents agree, 10% of
the respondents neither agree nor disagree, 4% of the respondents disagree and 4% of the respondents
strongly disagree for the opinion on comparison between colleagues for causing stress.
4.1.31.CHART SHOWING THE RESPONDENTS OPINION ON
COMPARISON BETWEEN COLLEAGUES FOR CAUSING STRESS
4.2 RANK ANALYSIS
Response Rank of No: of respondents having the opinion on the factor that cause stress
response
Pay Lack of Lack of Lack of Interruption Pressure Comparison
package cooperation facilities communication to between
complete colleagues
work
Strongly 5 20 26 10 25 15 17 19
agree
Agree 4 15 15 25 14 22 28 22
Neither 3 5 4 2 4 5 2 5
agree nor
disagree
Disagree 2 5 4 10 2 5 3 2
Strongly 1 5 0 3 5 3 0 2
disagree
Factor causing Strongly Agree Neither Disagree Strongly Total Average Rank
stress agree agree nor disagree
disagree
Pay package 20*5 =100 15*4 =60 5*3 =15 5*2 =10 5*1 =5 190 13.7184 6
Lack of 26*5 =130 15*4 =60 4*3 =12 4*2 =8 0*1 =0 210 15.1624 1
cooperation
Lack of 10*5 =50 25*4 =100 2*3 =6 10*2 =20 3*1 =3 179 12.9241 7
facilities
Lack of 25*5 =125 14*4 =56 4*3 =12 2*2 =4 5*1 =5 202 14.5849 4
communication
Interruption 15*5 =75 22*4 =88 5*3 =15 5*2 =10 3*1 =3 191 13.7906 5
Pressure to 17*5 =85 28*4 =112 2*3 =6 3*2 =6 0*1 =0 209 15.0903 2
complete work
Comparison 19*5 =95 22*4 =88 5*3 =15 2*2 =4 2*1 =2 204 14.7293 3
between
colleagues
INFERENCE
It has observed from the above table that majority of the respondents had favorable opinion on
lack of cooperation as the factor which causes stress, it was ranked as 1. pressure to complete work
ranked as 2, comparison between colleagues ranked as 3, lack of communication ranked as 4, interruption
ranked as 5, pay package ranked as 6 and lack of facilities ranked as 7 for causing stress.
CHAPTER 5
5.1 FINDINGS
Majority of the respondents had favorable opinion on lack of cooperation as the factor which
causes stress, it was ranked as 1. Pressure to complete work ranked as 2, comparison between
colleagues ranked as 3, lack of communication ranked as 4, interruption ranked as 5, pay package
ranked as 6 and lack of facilities ranked as 7 for causing stress.
5.2 CONCLUSION
One of the main obstacles to personal and career growth is stress. All most half of the respondents
were not even aware that they were under stress. In organization employees develop a habit of
suppressing their emotions to prevent major show downs or eruptions. This evidentially leads to
psychological or abnormal behavior.
Thus the first step in stress management is to become aware that they are constantly under stress
and this is hindering their professional and personal growth at an unconscious level. Making individuals
express their emotions in right manner through involving them in deciding objectives and taking part in
decision making process will encourage the employee’s to work more efficiently.
5.3 SUGGESTIONS
Smooth relationship between the employee and management is must for any development of the
organization.
1. Counseling.
2. Meditation and yoga.
3. Constant welfare programs.
BIBLIOGRAPHY
WEBSITE:
www.dreamwareindia.com
QUESTIONNAIRE ON EMPLOYEES STRESS LEVEL
Dear sir/madam,
In this regard a questionnaire has been provided to you. Please express your fair views for the
questions asked in the questionnaire. I therefore invite your frank opinion on the below
mentioned questions. The outcome of the project will serve academic interest only.
Thanking you,
Dhanalekshmi.N
NAME:……………
DESIGNATION:………………….
1. Gender
Male ( )
Female ( )
21 – 26 ( )
27 – 31 ( )
32 – 36 ( )
37 and above ( )
5. Do you have enough time to perform your work without any disturbance?
8. Do you respond in a positive manner when asked to do something for which you lack training?
10. Do you plan your life each day, and work out that plan?
11. What could be done by the management to relieve employees from getting stressed?
High Salary ( )
Recruit supportive staff ( )
Training ( )
Reduce workload ( )
12. Do you think your colleagues’ are stressed?
13. Does your productivity take a beating when you work under stress?
18. Training & Development programs help to cope up with new technology reduces the stress
21. Do you get stress because of sitting in same position and working for a long time?