INTRODUCTION

Stress may be referred to as an unpleasant state of emotional and physiological arousal that people experience in situations that they perceive as dangerous or threatening to their well-being. The word stress means different things to different people. Some people define stress as events or situations that cause them to feel tension, pressure, or negative emotions such as anxiety and anger. Others view stress as the response to these situations. This response includes physiological changessuch as increased heart rate and muscle tensionas well as emotional and behavioral changes. However, most psychologists regard stress as a process involving a persons interpretation and response to a threatening event. Stress is a common experience. We may feel stress when we are very busy, have important deadlines to meet, or have too little time to finish all of our tasks. Often people experience stress because of problems at work or in social relationships, such as a poor evaluation by a supervisor or an argument with a friend. Some people may be particularly vulnerable to stress in situations involving the threat of failure or personal humiliation. Others have extreme fears of objects or things associated with physical threats such as snakes, illness, storms, or flying in an airplane and become stressed when they encounter or think about these perceived threats. Major life events, such as the death of a loved one, can cause severe stress. Stress can have both positive and negative effects. Stress is a normal, adaptive reaction to threat. It signals danger and prepares us to take defensive action. Fear of things that pose realistic threats motivates us to deal with them or avoid them. Stress also motivates us to achieve and fuels creativity. Although stress may hinder performance on difficult tasks, moderate stress seems to improve motivation and performance on less complex tasks. In personal relationships, stress often leads to less cooperation and more aggression. If not managed appropriately, stress can lead to serious problems. Exposure to chronic stress can contribute to both physical illnesses, such as heart disease, and mental illnesses, such as anxiety disorders. The field of health psychology focuses in part on how stress affects bodily functioning and on how people can use stress management techniques to prevent or minimize disease.

Review of Literature
Whilst there is little disagreement about the prevalence of stress there is considerable debate about what the word (stress) actually refers to. In ordinary conversation we seem to be willing to apply the word to both cause and effect. In other words, the common sense view of stress is that it is a combination of external stressors and our response in the early and highly influential research of Selye (1936). Stress is as the result of an interaction between an individuals emotional, intellectual, social, and physical resources and the demands on him or her. Marshall & Cooper (1981) argue that stress is a different phenomenon form =pressure. Stress is something more than mere pressure. It carries strong overtones of the breakdown of normal human performance. In an earlier work, Cooper & Marshall, (1978), the same two authors concluded that stress is essentially individually defined and must be understood with reference to characteristics of both the individual and his environment, as it is the outcome of the two The following are the various definitions of the term stress: A. Stress is the excitement, feeling of anxiety, and/or physical tension that occurs when the demands placed on an individual are thought to exceed his ability to cope. This most common view of stress is often called distress or negative stress. The physical or psychological demands from the environment that cause this condition are called stressors. (Hellriegel & Slocum, 2004) B. Holmes & Rahe,(1967) defined stress as a stimulus event that presents unusual demands. C. It is defined by Ganster and Murphy (2000) as a form of strain provoked in response to

situational demands labelled stressors which occur when jobs are simultaneously high in demands and low in control. D. Is an adaptive response, mediated by individual differences and/or psychological processes, that is, a consequence of any external (environment) action, situation, or event that places excessive psychological and/or physical demands on a person. (Weihrich and Koontz, 1993) 2

E. Stress is the mental or physical condition that results from a perceived threat of danger (physical or emotional) and the pressure to remove it. (Leslie & Lloyd, 1977) F. Selye (1976) define stress as the bodily response we make to the troublesome event. G. Stress is any circumstances or transactions with the environment that threaten or are perceived to threaten our well-being and thereby tax our adaptive capacities. (Weiten, 1986). H. An adaptive response, moderated by individual differences, that is a consequence of any action, situation, or event and that places special demands on a person. (Ivancevich, Konopaske and Matteson, 1987) I. Stress (psychology), an unpleasant state of emotional and physiological arousal that people experience in situations that they perceive as dangerous or threatening to their well-being. (Auerbach et al, 2007 / Encarta 2008) J. In physics, stress refers to the external force applied to an object for example, a bridge girder. The response is strain which is the impact the force has on the girder. K. Stress is defined as a nonspecific response of the body to a stimulus or event (stressor). Under a general model of the stress response, when an individual experiences a stressor, the stressor will lead to a physiological response, one that can be measured by several indicators, such as elevated heart rate. In related literature, the term .stress. is used to refer to this physiological response. Stressors vary in form and can include extreme temperature or lighting, time pressure, lack of sleep, and exposure to threat or danger, among others. All stressors, however, tend to produce similar physiological responses within the body. (Selye, 1956)

EFFECTS OF STRESS Negative effects A. Impairment of cognitive functioning: a moderately common effect of stress is impairment of ones mental functioning. In some people, stress may lead to a narrowed form of attention, reduced flexibility in thinking, poor concentration and less effective memory storage. Such effects are far from inevitable. (Mandler, 1979) B. Shock and disorientation: severe stress can leave people dazed and confused. (Horowitz, 1979) In these states, people tend to feel emotionally numb and they respond in a flat, apathetic fashion to events around them. They often stare off into space and have difficulty maintaining a coherent train of thought. Their behavior frequently has an automatic, rigid, stereotyped quality. C. Burnout: burnout is a buzzword for the eighties. This is a stress-related syndrome wherein ones behavior comes to be dominated by feelings of physical, mental and emotional exhaustion. The physical exhaustion includes chronic fatigue, weakness, and low energy. The emotional exhaustion refers to feeling hopeless, helpless, trapped, and emotionally drained. The mental exhaustion is manifested in highly negative attitudes toward oneself, ones work, and life in general. D. Disruption of social relations: there is single evidence that stress can lead to deterioration in ones normal social relations. The effect of stress on interpersonal behavior has not attracted much attention. However, researchers working with Vietnam veterans suffering from the delayed stress response syndrome (also called .posttraumatic stress disorder.) observed disruptions in social functioning with some regularities. These disruptions include feeling of alienation, difficulties in relating to spouses and friends, and impairments in the capacity to love and trust others. (Blank, 1982; Shatan, 1978)

E. Psychological Problems and Disorders: on the basis of clinical impressions, psychologists have long believed that stress might be a key factor in the causation of many kinds of psychological problems and mental illness. In the domain of common psychological problems, it is clear that stress may contribute to poor academic performance, insomnia, sexual difficulties, drug abuse, excessive anxiety, nervousness, dejection, and depression. Above and beyond these everyday problems we have evidence that stress frequently plays a role in the onset of full-fledged psychological disorders. F. Physical problems and illness: the existence of a connection between stress and certain kinds of physical illness has long been recognized. Examples of illnesses that have long been viewed as stress-related are asthma, hypertension, migraine headache, and ulcers. Positive effects The beneficial effects of stress are more difficult to pinpoint than the harmful effects because they tend to be more subtle. First, we would probably experience a suffocating level of boredom if we lived a stress-free existence. Life would be very dull indeed if it were altogether devoid of challenge. There is evidence (Suedfeld, 1979) that an intermediate level of stimulation and challenge tends to be optimal for most people. Although most of us think of stress in terms of stimulus overload, it is clear that underload can be extremely unpleasant as well. Second, stress may frequently promote personal growth. Basically, personal growth refers to movement toward greater psychological health. Stress must sometimes force us to develop new skills, learn new insights, and acquire new strengths. In other words, the adaptation process initiated by stress may often lead to personal changes for the better. Confronting and conquering a stressful challenge may lead to improvement in a specific coping abilities and to favourable alternative in ones self-concept. Third, todays stress can .inoculate. us so that we are less affected by tomorrows stress. If stressful experience is moderate in intensity and does not overwhelm us, it may increase our subsequent stress tolerance. Thus, a fellow who has previously endured businesss setbacks may be much better prepared than most people to deal with the fact that the bank is about to foreclose on his home. In light of the negative effects that stress can have, improved stress tolerance is a desirable outcome.

Workplace Stress
Workplace stress is the harmful physical and emotional response that occurs when there is a poor match between job demands and the capabilities, resources, or needs of the worker. Stress-related disorders encompass a broad array of conditions, including psychological disorders (e.g., depression, anxiety, post-traumatic stress disorder) and other types of emotional strain (e.g., dissatisfaction, fatigue, tension, etc.), maladaptive behaviors (e.g., aggression, substance abuse), and cognitive impairment (e.g., concentration and memory problems). In turn, these conditions may lead to poor work performance or even injury. Job stress is also associated with various biological reactions that may lead ultimately to compromised health, such as cardiovascular disease. Stress is a prevalent and costly problem in today's workplace. About one-third of workers report high levels of stress. One-quarter of employees view their jobs as the number one stressor in their lives. Three-quarters of employees believe the worker has more on-the-job stress than a generation ago. Evidence also suggests that stress is the major cause of turnover in organizations. Organizational Stress Prevention and Management Programs In addition to variety of activities that may be undertaken to improve person-environment fit, and increasing number of organizations have developed very specific stress prevention and/ or management programs. Some of these programs focus on a specific issue or problem, such as alcohol or drug abuse, career counseling, job relocation, or burnout. Two specific types of organizational programs have become particularly popular during the last two decades: employee assistance program and wellness programs. A. Employee Assistance Programs (EAPs) This is an employee benefit program designed to deal with a wide range of stress-related problems, including behavioral and emotional difficulties, substance abuse, and family and marital discord and other personal problems. B.F. Goodrich, IBM, Xerox, and Caterpillar are examples of companies with such programs. EAPs tend to be based on the traditional medical approach to treatment. General program elements include: Diagnosis: Employee with a problem asks for help; EAP staff attempts to diagnose the problem. 6

 Treatment: Counselling or supportive therapy is provided. If in-house EAP staff is unable to help, employee may be referred to appropriate community-based professionals. Screening: Periodic examination of employees in highly stressful jobs is provided to detect early indications of problems. Prevention: Education and persuasion are used to convince employees at high risk that something must be done to assist them in effectively coping with stress. Crucial to the success of any EAP is trust. Employees must trust that (1) the program can and will provide real help, (2) confidentiality will be maintained, and (3) use of the program carries no negative implications for job security or future advancement. If employees do not trust the program or company management, they will not participate. EAPs with no customers cannot have a positive effect of stress prevention and management. B. Wellness Programs Wellness programs, sometimes called health promotion programs is an employee program focusing on the individuals overall physical and mental health. Wellness programs may include a variety of activities and assist in preventing or correcting specific health problems, health hazards, or negative health habits. This includes not only disease identification but lifestyle modification as well. Among the most prevalent examples of such programs are those emphasizing hypertension identification and control, smoking cessation, physical fitness and exercise, nutrition an diet control, and job and personal stress management. Examples of well-established wellness programs (all of which include a stress reduction component) include Mass Mutuals Wellness Partnership, 3Ms Lifestyle 2000 program, Warner-Lamberts LifeWise program, and Control Datas StayWell program. Simply offering an EAP or wellness program does not guarantee positive results for either employers or the sponsoring organization. While many factors determine how successful any particular program will be, a number of recommendations, if followed, will increase the likelihood of achieving beneficial outcomes. Among the more important ones are:

 Top-management support, including both philosophical support and support in terms of staff and facilities, is necessary. Unions should support the program and participate in it where appropriate. This can be particularly difficult to accomplish. Many unions take the position that instead of helping employees deal with stress, management should focus on elimination those conditions that contribute to the stress in the first place. The greatest payoff from stress prevention and management comes not from one-shot activities, but from ongoing and sustained effort; thus, long-term commitment is essential. Extensive and continuing employee involvement would include involvement not only in the initial planning but in implementation and maintenance as well. This is one of the most critical factors for ensuring representative employee participation. Clearly stated objectives lay a solid foundation for the program. Programs with no or poorly defined objectives are not likely to be effective or to achieve sufficient participation to make them worthwhile. Employees must be able to participate freely, without either pressure or stigma. Confidentiality must be strictly adhered to. Employees must have no concerns that participation will in any way affect their standing in the organization. Individual Approaches to Stress Prevention and Management A. Cognitive Techniques The basic rationale for some individual approaches to stress management, known collectively as cognitive techniques, is that a persons response to stressors is mediated by cognitive processes, or thoughts. The underlying assumption of these techniques is that peoples thoughts, in the form of expectations, beliefs, and assumptions, are labels they apply to situations, and these labels elicit emotional responses to the situation. Thus, for example, if an individual labels the loss of a promotion a catastrophe, the stress response is to the label, not the situation. Cognitive techniques of stress management focus on changing labels or cognitions so that people appraise situations differently. This reappraisal typically centers on removing cognitive distortions such as magnifying (not getting the promotion is the end of the world for me), over-generalizing (not getting promoted means my career is over; Ill never be promoted in any job, anywhere), and personalization (since I didnt get the 8

promotion its clear Im a terrible person). All cognitive techniques have a similar objective: to help people gain more control over their reactions to stressors by modifying their cognitions.

B. Relaxation Training The purpose of this approach is to reduce a persons arousal level and bring about a calmer state of affairs, both psychologically and physiologically. Psychologically, successful relaxation results in enhanced feelings of well-being, peacefulness and calm, a clear sense of being in control, and a reduction in tension and anxiety; physiologically, decreases in blood pressure, respiration, and heart rate should take place. Relaxation techniques include breathing exercises; muscle relaxation; autogenic training, which combines elements of muscle relaxation and meditation; and a variety of mental relaxation strategies, including imagery and visualization. Conditions conducive to achieving relaxed states include a quiet environment, a comfortable physical position, and closed eyes. Simply taking a few moments of .mental rest. from job activities can be an effective relaxation activity. Short, more frequent breaks of this sort are more relaxing than fewer, longer breaks. C. Meditation The most widely practice is transcendental meditation, or TM. Its originator, Maharishi Mahesh Yogi, defines TM as turning the attention toward the subtler levels of thought until the mind transcends the experience of the subtlest state of thought and arrives at the source of thought. The basic procedure used in TM is simple, but the effects claimed for it are extensive. One simply sits comfortably with closed eyes and engages in the repetition of a special sound (a mantra) for about 20 minutes twice a day. Studies indicate that TM practices are associated with reduced heart rate, lowered oxygen consumption, and decreased blood pressure. D. Biofeedback Biofeedback is a technique in which people learn voluntary control of stress-related physiological responses, such as skin temperature, muscle tension, blood pressure, and heart rate. Normally, people cannot control these responses voluntarily. In biofeedback training, people are connected to an instrument or machine that measures a particular physiological response, such as heart rate, and feeds that measurement back to them in an understandable way. For example, the machine might 9

beep with each heartbeat or display the number of heart beats per minute on a digital screen. Next, individuals learn to be sensitive to subtle changes inside their body that affect the response system being measured. Gradually, they learn to produce changes in that response systemfor example, to voluntarily lower their heart rate. Typically individuals use different techniques and proceed by trial and error until they discover a way to produce the desired changes. E. Aerobic Exercise (Auerbach et al, 2007 / Encarta 2008) Aerobic exercisesuch as running, walking, biking, and skiingcan help keep stress levels down. Because aerobic exercise increases the endurance of the heart and lungs, an aerobically fit individual will have a lower heart rate at rest and lower blood pressure, less reactivity to stressors, and quicker recovery from stressors. In addition, studies show that people who exercise regularly have higher self-esteem and suffer less from anxiety and depression than comparable people who are not aerobically fit.

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Objectives of the Study

This project gives us a detailed idea of what is stress and also the definition of stress is been defined. For more detailed study the types of the stress is also defined. By looking at the starting of the project you will find: Introduction and Definition of stress Stress in biological terms What is stress? Coping with stress at work place. Stress management techniques Workplace stress Reducing of stress.

This research includes the research methodology which contains the information as follows: Research objectives Sampling (types and methods of sampling) Research instrument Data analysis and interpretation

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Research Methodology
Sampling
Sample: I have taken the sample of 35 employees from three different banks of Bhavnagar. All the employees were of the same designations.

Research Instrument: 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. It 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.

Introduction:
This tool can help you check yourself for burnout. It helps you look at the way you feel about your job and your experiences at work, so that you can get a feel for whether you are at risk of burnout.

Using the Tool:

Work through the table on paper and calculate values manually. Fill in values appropriately on the sheet. This will automatically calculate scores for you and interpret these scores, showing the score and interpretation in row 30.

If 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). Apply the score to the scoring table underneath to get the interpretation.

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Questionnaire

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Instructions: For each question, put an 'X' in the column that most applies. Put one 'X' only in each No Questions Not at Rarely Sometimes Ofte Very row. all n often Please write the 1 Do you feel run down and drained of physical or total number of emotional energy? x at the space 2 Do you find that you are prone to negative thinking given at the about your job? bottom of each 3 Do you find that you are harder and less column sympathetic with people than perhaps they deserve? 4 Do you find yourself getting easily irritated by small problems, or by your coAnswer Number Weight Weighted Total workers and team? Not at allyou feel misunderstood 0 5 Do Rarely unappreciated by your 1 or Sometimes 2 co-workers? Often 3 6 Do you feel that you have Very no-one to talk to? often 4 7 Do you feel that you are achieving less than you should? 8 Do you feel under an unpleasant level of pressure to succeed? 9 Do you feel that you are not N getting what you want out of Questions Yes No your job? 10 Do you feel that you are in 1 Are wrong organization or the you satisfied with the performance you give at your work? the you think that you are suffering from depression? 2 Do wrong profession? 11 Are you becoming 3 Do you worry parts of your frustrated withabout your colleague's opinion about you? 4 Do >= job?you discuss your problem with your spouse or friend or 12 Do signyouburnout here!that feel -1 any other close to you? No of organizational politics or 5 Little sign of more than 8 unless 5 Do you work burnout here,hours? some factors are particularly severe bureaucracy you may be at risk of burnout, particularly if several scores are 18 Be careful - frustrate your ability to do a important function at your home and your boss 6 You have an good job? high 13 35 Do you at severe risk of burnout - do something about this urgently is You to feel that there time, what will be your response? asks aregive to 4do than you a hour over 45 moreareregularlysevere risk of burnout - do something about this urgently You work 7 Do you at very the ability practically have spend time for entertainment? to your social life balanced? 8 Is do? 14 Do you feel that you do not 9 Do you plan do many before have time to your workof the doing? 10 things that are important to of your performance? Do you fear about the quality doing a good quality job? 15 Do you find that you do not 14 have time to plan as much as you would like to? Total

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Are you a heart patient? Do you get tensed at your non achievement of your target? Do you feeling stress some times? If the answer of the above question is Yes then answer the following: Is the reason of your stress your work load? Are you stressed because of your family problems? Do you get stressed when your boss scolds You? Do you try to find any solution for the problem of your stress? (IF YES) Do you practice yoga or any other ayurvedic therapy for reducing stress?

a) b) c) d) e)

To make the survey report more clear the above questionnaire was also filled. As a result the employees have given proper response and the report of the questionnaire is presented in the project.

Data analysis and Interpretation

The project report shows the information of the level of stress which the employees are facing as the period of recession is going the employee cut-off and turnover ratios are found to be high so the workload for the existing employees are high. So they are facing the problem of work overload and thus they get stressed.

Findings
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It is analyzed from the questionnaire filled by the employees that the employees who have scored more than 20 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. While at the same time the employ that have scored less than 20 marks in the burnout test are satisfied with the performance. From the sample of 35 bank employees who have been surveyed, one is found to be a heart patient. This can be because of high level of stress. Very rare of the employee are to be found suffering from depression. It is proved from the survey that the employees who have scored more than 25 marks in the burnout test are concern about the opinion of their colleagues. And the employees who got less than 25 marks do not mind about their colleagues 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 colleagues opinion are found to be more stressful. The employees who have scored 28-29 marks in the burnout test dont 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. In the second questionnaire one of the question was You have an important function at your home and your boss asks to give a 4 hour over time what will be your response Yes or No? the employees have given their opinion as per their mood. While 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. Most 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. One of the questions was asked that were their social life balanced? It is observed that the employees who have scored above 20 marks in the burnout test did not have their social life balanced. Thus we can conclude that the employees who are above 20 dont have their social life balanced. Thus it is proved that stress may affect our social life also. 16

The employees were asked weather they plan their work or not, moderate answers were given. The employees scoring more than 25 marks were not found their work planned. Thus the employees who plan their work have scored below 25 marks in the burnout test except some cases as there are always some drawbacks in making plan. Failure 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. Most of the employees who have scored more than 20 marks fear about their quality 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 question with the burnout test. A question was asked that weather you get stressed at the non-achievement of their target? All the employees have responded positively. But this is not concern with the burnout score. From this we can conclude that all the employees are given achievable target and naturally by the nonachievement of the target all the employees may get stressed. One of the other possibilities is that the employees have responded positively to show themselves to be good. The employees having more than 10 marks in the burnout test says that they are under stress. Out of 35 employees of the sample 20 of the employees accepted that the reason for their stress is workload. 10 employees are not stressed because of the workload but because of their family problem. 5 of the employees are not suffering from stress. 14 employees out of 30 employees who are stressed feel stressful when their boss scolds them while 16 employees refused that they are not stressed because their boss scolds them. All the 30 employees have accepted that they try to find the solution of their stress. 10 employees out of 30 employees practice yoga to reduce their stress and the other 20 employees dont practice yoga. The burnout scores of the employees who practice yoga are either more than 25 or less than 20. 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 questionnaire. So the accuracy of data depends upon the response of the employees.

Conclusion
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Stress could be defined as unpleasant state of emotional and physiological arousal that people experience in situations that they perceive as dangerous or threatening to their well-being. The word stress means different things to different people. Some people define stress as events or situations that cause them to feel tension, pressure, or negative emotions such as anxiety and anger. Others view stress as the response to these situations. This response includes physiological changessuch as increased heart rate and muscle tensionas well as emotional and behavioral changes. However, most psychologists regard stress as a process involving a persons interpretation and response to a threatening event. Stress is a common experience. We may feel stress when we are very busy, have important deadlines to meet, or have too little time to finish all of our tasks. Often people experience stress because of problems at work or in social relationships, such as a poor evaluation by a supervisor or an argument with a friend. Some people may be particularly vulnerable to stress in situations involving the threat of failure or personal humiliation. Others have extreme fears of objects or things associated with physical threatssuch as snakes, illness, storms, or flying in an airplaneand become stressed when they encounter or think about these perceived threats. Major life events, such as the death of a loved one, can cause severe stress. Stress can have both positive and negative effects. Stress is a normal, adaptive reaction to threat. It signals danger and prepares us to take defensive action. Fear of things that pose realistic threats motivates us to deal with them or avoid them. Stress also motivates us to achieve and fuels creativity. Although stress may hinder performance on difficult tasks, moderate stress seems to improve motivation and performance on less complex tasks. In personal relationships, stress often leads to less cooperation and more aggression. If not managed appropriately, stress can lead to serious problems. Exposure to chronic stress can contribute to both physical illnesses, such as heart disease, and mental illnesses, such as anxiety disorders. The field of health psychology focuses in part on how stress affects bodily functioning and on how people can use stress management techniques to prevent or minimize disease.

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References
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4. Friedman, S. B.. Ader. R., & Glasgow, L. A. (1965). Effects of Psychological Stress in Adult Mice Innoculated with Coxsackie B viruses. Psychosomatic Medicine, 27, 361-368. 5. Ganster, D. C. & Murphy, L. (2000). =Workplace Interventions to Prevent Stress-Related Illness: Lessons from Research and Practice, In C. Cooper & E. Locke (eds.), Industrial and Organisational Psychological: Linking Theory with Practice. Oxford: Blackwell. 6. Holmes, T. H., & Rahe, R. H. (1967). The Social Readjustment Rating Scale. Journal of Psychosomatic Research, 11, 213-218. 7. Holroyd, K. A., & Lazarus, R.S. (1982). Stress, Coping & Somatic Adaptation. In L. Goldberger and S. Breznitz (Eds.), Handbook of Stress: Theoretical & Clinical Aspects. New York: Free Press. 8. Horowitz, M. J. (1979). Psychological response to serious life events. In V. Hamilton & D. M. Warburton (Eds.), Human stress and cognition: An information processing approach. New York: Wiley. 9. Ivancevich, J. M., Konopaske, R. & Matteson, M. T. (1987). Organisational Behaviour and Management. New York: McGraw-Hill Inc. 10. Kanner, A. D., Coyne, J. C., Schaefer. C., & Lazarus, R. S. (1981). Comparison of Two Modes of Stress Management: Daily Hassles and Uplifts Versus Major Life Events. Journal of Behaviour Medicine, 4, 1-39. 11. Lazarus, R. S., & Folkman, S. (1984). Stress, Appraisal and Coping. New York: Springer. 12. Mandler, G. (1979). Thought Processes, consciousness and stress. In V. Hamilton & D. M. Warburton (Eds.), Human Stress and Cognition: An Information Processing Approach. New York: Wiley. 13. Selye, H. (1976). The Stress of Life. (2nd Ed.). New York: Mcgraw-Hill.

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14. Shartan, C. F. (1978). Stress Disorders among Viet Nam veterans: The emotional content of combat continues. In C. R. Figley (Ed.), Stress Disorders among Viet Nam veterans: Theory, Research and Treatment. New York: Brunner/Mazel. 15. Suedfeld, P. (1979). Stressful Levels of Environmental Stimulation. In I. G. Sarason & C. D. Spielberger (Eds.), Stress and Anxiety (Vol. 6). Washington, D. C.: Hemisphere. 16. Weihrich, H. & Koontz, H. (1993). Management: A Global Perspective, 10th edition, New York: McGraw-Hill Inc.

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