Stress Management Kc College

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 STRESS MANAGEMENT Submitted in partial fulfillment of the requirements for the degree of Bachelor of Business Administratio n (2009-2012) affiliated to Punjab Technical University, Jalandhar PROJECT GUIDE SUBMITTED BY Mr.Manjinder Singh Faculty of Management LATEST ARENA ANIMATION, Chandigarh LATEST ARENA ANIMATION PVT. LTD. CHANDIGARH

Transcript of Stress Management Kc College

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STRESS MANAGEMENT

Submitted in partial fulfillment of the requirements for the degree of 

Bachelor of Business Administration (2009-2012) affiliated to Punjab

Technical University, Jalandhar

PROJECT GUIDE  SUBMITTED BY

Mr.Manjinder Singh

Faculty of Management

LATEST ARENA ANIMATION,

Chandigarh

LATEST ARENA ANIMATION PVT. LTD.

CHANDIGARH

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STUDENT DECLARATION

I hereby declare that the Project Report “Stress Management” submitted in

 partial fulfillment of the award of the degree of  Bachelor of Business

Administration to Gurukul Institute of Management of Technology

Ramnagar,Banur (Approved by A.I.C.T.E, Affiliated to Punjab Technical

University, Jalandhar) is one of my original works and not submitted to

any other Degree/Diploma, fellowship or other similar title.

Name of the Student

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ACKNOWLEDGEMENT

Perseverance, inspiration and motivation have always played a key role

in success of any venture. In the present word of competition there is a

race of existing in which those who are having will to come forward

succeed. Project is like a bridge between theoretical and practical

working. With willing I join this particular project.

To design and compare a project report is very laborious work, which no

student complete without taking any help from any professional.

First of all I would like to thank the supreme power of almighty GOD

who is obviously the one who has always guided us to work on right path

of our life. Next I would like to thank my Parents whom greatly indebted

for having me brought me love and encouragement of this stage.

I wish to express my gratitude of Mr. Yadvinder Singh, Director Latest

Arena Animation Private Limited Chandigarh who has guide me lot in

the completion of project.

I express my deep gratitude to my guide lect. Mr. Manjinder Singh for 

his invaluable guidance during the project. I’m very grateful to Verka

HRD Manager Mr. M.S. Walia and for all the help extended by them

during my project. I am also thankful to the staff members for their 

encouragement & cooperation in this successful completion of my

 project.

Name of the Student

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  CERTIFICATE BY THE GUIDE

This is to certify that the final project report entitled Stress management

submitted project report of the requirement for the degree of 

BBA,affiliated to the Punjab Technical University,Jalandhar is a work 

carried out by Kamini Mittal, Roll No 94632451705 under my supervision

and guidance.

  Project Guide:

(Mr. Manjinder Singh)

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INDEX

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INDEXSr.No Contents Page No

1 Project Report 1

2 Student declaration 2

3 Acknowledgement 3

4 Certificate by the Guide 4

5 Index 5-6

6 Introduction 7-27

7 Review of Literature 28-35

8 Research Methodology 36-379 Objectives 38

10 Result & Discussion 39-46

11 Suggestion 47-49

12 Conclusion 50-51

13 Refrences 52

14 Questionare: Job Stress 53-54

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 INTRODUCTION 

 

Many people think of stress as a simple problem. In reality however,stress is complex and often misunderstood. We all know that stress is the

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 body’s reaction to any demand on it. Perceptions of events, whether 

 positive or negative, activate stress. It is, therefore, a highly individual

affair. What is stressful to ‘X’ may not be so to another. But it is fairly

easy to conclude that everyone lives under a certain amount of stress. In

fact, the only people without stress are dead. At the same time it is

certainly wrong to conclude that stress is always bad. Mild stress may

improve the productivity. It may force people to focus more sharply on

the problem and produce solutions. But if stress is severe and persist for 

long periods of time, it can be harmful. Stress can be disruptive to an

individual as any accident.

What is Stress:-

Stress may be understood as a state of tension experienced by

individuals facing extraordinary demands, constraints or opportunities.

Stress Defined as

“Stress is an adaptive response to an external situation that results in

  physical, psychological and behavioural deviations for organizational

 participants.”

“Stress is a person’s adaptive response to a stimulus that places

excessive psychological or physical demands on that person”

We need to examine components of this definition carefully. First is

the notion of adaptation. It means that people may adapt to stressful

circumstances in any of several ways. Second is the role of stimulus. This

stimulus, generally called a stressor, is anything that induces stress.

Third, stressor can be either psychological or physical. Finally, demands

the stressor places on the individual must be excessive for stress to result.

Two Faces of Stress:There are actually two faces of stress, as depicted through figure:

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• Constructive Stress (Eustress)

• Destructive Stress (Distress)

Constructive Stress (Eustress) acts in a positive manner for the

individual and the organization, e.g., winning a contest, falling in love.

Eustress is the pleasurable stress that accompanies positive events.

Destructive Stress (Distress) is not healthy for individual and

organization. Distress would indicate effects that are out of balance or 

outside the tolerance limits. Distress is the unpleasant stress that

accompanies negative events.

The Stress ProcessMuch of what we know about stress today can be the pioneering work 

of Dr. Hans Selye. Among Selye’s most important contribution was his

identification of the General Adaptation Syndrome.

General Adaptation Syndrome: Dr. Selye gave three stages of the

General Adaptation Syndrome. These three stages are known as: Alarm,

Resistance and exhaustion.

Alarm is called first stage of GAS. At, this stage person may feel

some degree of panic and begin to wonder how to cope with it. A

 person’s resistance often dips slightly below the normal level during this

stage.

 Next comes actual resistance to the stressor, usually leading to an

increase above the person’s normal level of resistance. Finally in third

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stage, exhaustion may set in and the person’s resistance declines sharply

 below normal levels.

Individual Differences and stress

The stress can affect different people in different ways:-

Type A and Type B Personality Profiles

The most fully developed individual difference relating specifically to

stress is the distinction between Type A and Type B personality profiles.

Cardiologists Friedman and Roseman have identified several

 personalities’ characteristics of people who are most prone to stress.

They labeled these behavior patterns Type A and Type B.

The extreme Type A individual is extremely competitive, very

devoted to work and has a strong sense of time urgency. Moreover, this

 person is likely to be aggressive, impatient, and highly work oriented. He

or She has a lot of drive and motivation and wants to accomplish as much

as possible in as short a time as possible.

The extreme Type B person, in contrast, is less competitive, is less

devoted to work, and has a weaker sense of time urgency. This person

feels less conflict with either people or time and has a more balanced,

relaxed approach to life. She or he has more confidence and is able to

work at a constant pace.

A common sense expectation might be that Type A people are moresuccessful than Type B people. In reality, however, this is not necessarily

true. The Type B person is not necessarily any more or less successful

than the Type A.

Hardiness and Optimism

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Two other important individual differences related to stress are

hardiness and optimism. Research suggests that some people have what

are termed hardier personalities than others.

Hardiness is a person’s ability to cope with stress. People with hardy

 personalities have an internal locus of control, are strongly committed to

the activities in their lives, and view changes as an opportunity for 

advancement and growth. Such people are seen as relatively unlikely to

suffer illness if they experience high levels of pressure and stress. On the

other hand, people with low hardiness may have more difficulties in

coping with pressure and stress.

Optimism is another potentially important individual difference.

Optimism is the extent to which a person sees life in positive or negative

terms. A popular expression used to convey this idea concerns the glass

half filled with water. A person with a lot of optimism will tend to see it

as half full, whereas a person with less optimism will often see it as half 

empty. Optimism also related to positive and negative affectivity. In

general, optimism people tend to handle stress better. They will be able to

see the positive characteristics of situation and recognize that things may

eventually improve. In contrast, less optimism people may focus more on

the negative characteristics of the situation and expect things to get

worse, not better.

The Stress Experience

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 Not all individuals experience stress with same intensity. Some people

overact to stressors and get highly stressed. Some others have the

stamina, endurance and composure to cope with any stressors. How an

individual experiences stress depend upon the four reasons. These four 

reasons are:

1. the persons perception of the situation

2. the person’s past experience

3. the presence or absence of social support

4. individual differences with regard to stress reaction

 

Relation between Stressors and Stress

Perception: Perception refers to a psychological process whereby a

 person selects and organizes stimuli into a concept of reality. Employee’s

Stressor

 

Stress

• Perception

• Past Experience

• Social Support

• Individual Differences

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 perception of a situation can influence whether or not they experience

stress.

A simple transfer from one place to another may be perceived by one

employee as opportunity to see new places and learn new things. The

same transfer may be understood by another employee as extremely

threatening and indicating unhappiness of the management with his or 

her performance.

Past Experience: Whether a person experiences stress on his or her past

experience with a similar stressor. Writing anonymous letters against the

 boss or giving leads to the newspaper and getting false stories published

in them against the boss are common among disgruntled employees.

The relationship between stress and experience is also based on

reinforcement. Positive reinforcement or previous success in a similar 

situation can reduce the level of stress that a person experiences under 

certain circumstances; punishment or past failure under similar 

conditions can increase stress under the same circumstances.

Social Support: The presence or absence of other people influences how

individuals in the workplace experience whether stress and respond to

stressors. The presence of co-workers may increase an individual’s

confidence, allowing the person to cope more effectively with stress. For 

example, working alongside someone who performs confidently and

competently in a stressed situation may help an employee behave in an

identical way. Conversely, the presence of follow workers may irritate

some people or make them anxious, reducing their ability to cope with

stress.

Individual Differences: Individual Differences in motivation, attitudes,

 personality and abilities also influence whether employees experience

work stress, and if they do, how they respond to it. What one person

considers a major source of stress, another may hardly notice it.

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Common Causes of Stress:-

Stressors are the things that cause stress. It is important for an

organization to understand and be able to recognize stressors because

they cause job-related stress, which influence work attitude and behavior 

of employees. The major causes of stress are given below:-

1. Organizational Stressors

2. Personal Stressors

These two stressors are main causes of stress and these are also known

as organizational factors and life factors. These also show three

categories of stress consequences:-

1) Individual consequences

2) Organizational consequences

3) Burnout

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This diagram shows the relation between Organizational stressor, Life

stressor and between individual consequences, organizational

consequences, and burnout.

Organizational

Stressors

1. Occupational demands

2. Role Conflict

3. Role Ambiguity4. Role Overload

5. Role Underload

6. Interpersonal Relationships

7. Ineffective Communication

8. Responsibility

9. Job Change

10. Climate with a company

  Individual

Consequences

Behavioral:-

Alcohol and drug AbuseViolence

Psychological:-

Sleep Disturbance

Depression

Medical:-

Heart Disease

Headaches

  OrganizationalConsequences

  Decline in Performance

Absenteeism

Turnover

Decreased Motivation and

Satisfaction

 

Burnout

Life

Stressors

Life Change

Life Trauma

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Organizational stressors:-Organizational stressors are various factors in

the workplace that can cause stress. These are given below:

1) Occupational demands: Some jobs are more stressful than others.

According to The National Institute for Occupational Safety and

Health, the following jobs are considered to be more stressful: Laborer,

Secretary, Inspector, Chief Laboratory technician, Office manager,

Foreman, Manager/administrator, Waitress/waiter, Machine operator,

Farm owner, Miner, Painter. Certain jobs seem to contain a high amount

of in-built stress in the form of time pressures, too many meetings,

difficulties in meeting standards, inter-personal games etc., especially at

higher levels. According to Parasuraman and Alutto, at lower levels also

stress-producing situations emerge on technical grounds (equipment

 breakdown) or role frustration (low status, inadequate supervision).

2) Role conflict: Role conflict occurs when the messages and cues

constituting a role are clear but contradictory or mutually exclusive. Four 

types of role conflicts may generally come to surface:

• Intrasender conflict occurs when one person asks you to

accomplish two objectives that are in apparent conflict. If your boss asks

you to hurry up and finish your work but also decreases pay for your 

mistake, you would experience this type of conflict.

• Intersender conflict occurs when two or more senders give

you incompatible directions. Your boss may want you to complete a

crash project on time, but company policy temporarily prohibits

authorizing overtime payments to clerical assistance.

• Interrole conflict results when two different roles you play are

in conflict. Your company may want to travel 50 percent of the time

while your spouse threatens a divorce if you travel more than 25 percent

of the time.

Person-role conflict occurs when the role(s) that your organization expects you to occupy are in conflict with your basic values.

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Your company may ask you to fire substandard performers, but this could

 be in conflict with your humanistic values.

3) Role ambiguity: Role ambiguity occurs when position holders are

uncertain about limits of their authority and that of others, company rules,

and the methods used to evaluate their work. Role ambiguity arises when a

role is unclear. It is also found that role ambiguity was significantly related

to low job satisfaction and to feelings of job related threats to mental and

 physical well being.

4) Role overload: Imagine for a moment about an executive who is

attempting to `dictate a letter, talk on three phones, conducting an

interview and writing a report at the same time. There is no use trying

to do too much in too little time. Constant interruptions , changing hats

every five minutes, a constant stream of visitors, a mountain of files and

  prepare to process and a number of subordinates looking up to his

valuable advise and guidance – all increase the qualitative and

quantitative overload. Persons who experience such conditions show

clear signs of stress and report health problems.

5) Role underload: At the other extreme, having nothing to do or being

asked to do too little in one’s work can also be quite stressful. Two

factors succinctly explain the relationship between stress and underload.

Most persons wish to feel useful and needed. Thus, when they find that

they are doing very little and achieving next to nothing in their jobs, their 

self esteem may be threatened. Secondly, people want stimulation. They

don’t like the idea of staring blankly into space all the time. They prefer 

to interact with the world around them and do something worthwhile.

6) Interpersonal relationship: Another source of stress in organization

is poor interpersonal relationships with others, `be they supervisors, co-

workers, subordinated or clients. When interpersonal relationships at

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work not pleasant, employees develop a generalized anxiety, a feeling

of fear about upcoming meetings and interactions.

7) Ineffective communication: Stress can result from a lack of 

communication or from a lack of the right kind of communication at the

right time. We begin to see the world differently and we tend to interpret

communication efforts differently. For example, there is nothing more

stressful than finding that you have arrived at an appointment with your 

 boss at the wrong time.

8) Responsibility: Any type of responsibility can be burdensome for some

 people. Different types of responsibility function differently as stressors.

One way of classifying this variable is in terms of responsibility for 

  people versus responsibility for things. The more responsibility for 

 people reported, according to one research study, the more likely the

 person was to smoke heavily, have high blood pressure and show higher 

cholesterol levels.

9) Job change: Individuals and work undergo constant changes as

organizations try to become more competitive and aggressive in the

marketplace. These changes can cause stress for the job holders. For 

example, a bank may computerise its accounting functions. As a result, a

  job that did require certain decisions and calculations may become

merely a data collection and entry position for the computer.

10) Climate within a company: Employees can also experience stress

when they feel that they should get more money for their work, of if 

company restrains them from doing things they feel they must do to be

effective in their job. For example, a manager wishes to assign few extra

duties to an individual for special project but union regulations do not

 permit it. Stress can also result from prohibitive physical settings such as

heat, cold, safety hazards, air pollution, uncomfortable spatial

arrangements, shift work etc.

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Life stressors: Stress in organizational settings also can be influenced by

events that take place outside the organization. Life stressors generally

are categorized in terms of life change and life trauma.

Life change: - Thomas Holmes and Richard Rahe first developed and

 popularized the notion of life change as a source of stress. A life change

is any meaningful change in a person’s personal or work situation.

Life Trauma: life trauma is similar to life change, but it has a narrow,

more direct, and shorter term focus. A life trauma is any upheaval in an

individual’s life that alters his or her attitudes, emotions, or behaviors.

Major life traumas that may cause stress include marital problems, family

difficulties, and health problems initially unrelated to stress.

Consequences of Stress:

Stress can have a number of consequences. As we already noted, if the

stress is positive, the result may be more energy, enthusiasm, and

motivation. These consequences can be classified into the following

categories:

Individual consequences:- 

The Individual consequences of stress, then, are the outcomes that

mainly affect the individual. The organization may also suffer, either 

directly or indirectly, but it is the individual who pays the real price.

Stress may produce behavioral, psychological, and medical

consequences.

a) Behavioral consequences: The behavioral consequences of stress

may harm the person under the stress or others. Accident proneness,

drug use, emotional outbursts, excessive eating, excessive drinking and

smoking, impaired speech and nervous laughter are such behaviors.

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 b) Psychological consequences: Psychological consequences of 

stress relate to a person’s mental health and well-being. When people

experience too much stress at work, they may become depressed or find

themselves sleeping too much or not enough.

c) Medical consequences: The medical consequences of stress affect

a person’s physical well-being. Heart disease and stroke, among other 

illnesses, have been linked to stress. Other common medical problems

resulting from too much stress include headaches, backaches, ulcers and

related stomach and skin conditions such as acne and hives.

Organizational Consequences:-

Any of individual consequences just discussed can also affect the

organization. Other results of stress have even more direct consequences

for organizations. These include decline in performance, withdrawal, and

negative changes in attitudes.

Performance: One clear organizational consequences of too much stress

is a decline in performance. For operating workers, such a decline can

translate into poor-quality work or a drop in productivity. For managers,

it can mean faulty decision making or disruptions in working

relationships as people became irritable and hard to get along with.

Withdrawal: Withdrawal behaviors also can result from stress. For the

organization, the two most significant forms of withdrawal behavior are

absenteeism and quitting. People who are having a hard time coping with

stress in their jobs are more likely to call in sick or consider leaving the

organization for good. Stress can also produce other, more subtle forms

of withdrawal.

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Attitude: Another direct organizational consequence of employee stress

relates to attitude. As we just noted, job satisfaction, morale and

organizational commitment can all suffer, along with motivation to

  perform at high levels. As a result, people may be more prone to

complain about unimportant things, do only enough work to get by, and

so forth.

Management of Stress

It is true that employees don’t want any stress at work. There are a

variety of ways in which individuals cope, or deal with stress at work.

Broadly, these could be classified into two categories:

I. Individual Coping Strategies

II. Organizational Coping Strategies

Let us examine these strategies in detail:-

Individual Coping strategies

First step in managing stress is to understand that the individual is

exposed to stressors. We cannot manage stress unless we know what

causes stress and how these causes are affecting us psychologically,

 physiologically and organizationally. Individual strategies to cope with

stress are:-

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1. Time Management: Most of us are poor in time management. The result

is feeling of work overload, skipping schedules and attendant tension.

The truth is, if one can manage time effectively, he or she can accomplish

twice as much as the person who is poorly organized. Some basic

 principles in time management are:

(1) Preparing daily a list of activities to be attend to

(2) Prioritizing activities by importance and urgency

(3) Scheduling activities according the priorities set

(4) Handling the most demanding parts of a job when one is alert and

 productive

We must pay attention to the following ides suggested by of the

leading trainers, Sanjeev Duggal in The Global Manager, 1997.

Time Thoughts

• You cannot control how much time you have but you can

control how to use it.

• Time is finite and it needs utilization when it is available.

• Writing a daily plan, listing priorities that require attention help

us save lot of time while at work.

• Time cannot be managed like other resources; rather you have

to manage yourself in relation to time.

• Time is money. Time and tide wait for none. And every

moment, utilized or not, is gone with the wind. It cannot be

retrieved.

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Tips for Time Management:

• Carry your ‘to do’ list with you at all times.

• Put all the tasks you need to remember however small, on the

list.

• Delegate or choose not to do some tasks.

• Review the list in the evening.

• Write a new list every day.

• Ask yourself “is this important?”

• Check if you need to do a task at all.

• Ask yourself, “would anything terrible happen if I didn’t do it?”

If the answer is ‘no’, think if you need to do it at all.

• Do the most difficult part first.

• Do it now.

• Look consciously for tasks which you can delegate.

• Praise the results after you have delegated the tasks.

• Provide action plans for moments when problems might arise.

• Open your mail near the wastebasket and discard the envelopes.

• Enter the key details of meetings immediately in your diary.

2. Exercise: Physical inactive individuals have a higher incidence of heart

attacks and death than do active individuals. Exercise, as most of the

studies indicate, reduce depression, anxiety and phobias. When the

exercises regularly, the day long tension on the job is given a decent

 burial. Individual focus more on body than mind. It may be useful to

recount the benefits here:-

• Increase strength and endurance

• More efficient use of energy even in mental tasks.

• Proper circulation is maintained.

• Reduction of chronic tiredness and tension.

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• Improve weight control.

• Reduction in degenerative risk factors.

• Improved posture and muscle tone.

  Not surprisingly, many organizations nowadays encourage their 

executives to be physically fit and active. Companies like Infosya

Technologies, Escorts, NIIT, Tata Group companies have created in-

house physical fitness facilities for the benefit of employees.

3. Meditation and Relaxation: Mind gets the needed relaxation when we

engage in a creative hobby like painting, reading, gardening etc. the

wonderful effect of prayers as a relaxation measure have been well

documented in our ancient scriptures. Meditation also helps in putting

our nagging thoughts to rest. Mediation is a way of focusing on

something in a relaxed state in a serene and quite environment. You can

focus on muscular relaxation, an image, an object, a symbol, a point or 

anything you like. The advocates of Transcendental Meditation have

scientifically proved the beneficial impact of the techniques on human

  brain in recent times. The practice of TM involves the use of a

meaningless sound called a ‘mantra’. A trained instructor individually

assigns the mantra to the meditator, and proper use of the mantra is said

to automatically reduce the level of excitation and disorderly activity of 

the nervous system and to quite the mind while maintaining its alertness.

One sits comfortably with closed eyes and repeats the mantra for about

20 minutes twice a day.

4. Biofeedback: Biofeedback is another popular relaxation technique. This

technique uses sophisticated equipment to observe some of the internal

 body processes and to report this in observable ways. The equipment is

used to measure skin temperature, muscular tension, heartbeat and blood

 pressure. This information is given to the person in the forms of sounds,

lights or wavy lines on graph.

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An article published in the Hindustan Times, dated 31.1.1998

catalogues other individual coping strategies thus:

• Keep a Pet: There is nothing funny about keeping a pet. Research

has indicated that keeping a pet can be a very effective stress killer.

Families that have a dog or a cat or for the matter any kind of ret, suffer 

from fewer stress related affliction than families without pet.

• Say your Prayers: Being religious helps in controlling stress.

Prayers and meditation done in private often provide cathartic release.

Research has proved that faith and religion do wonders for individuals

under stress.

• Sing Aloud: It doesn’t matter if you don’t sound too good or the

neighbours object. Singing gives that release of emotions which helps

you live with fewer frowns. Singing is an acknowledgement of the

wonders of creation, the joy of living and a vocalization of inner feelings.

• Laughter, the Elixir: Break into laughter and see the tension

dissolve around you. A good laugh relaxes the mind, exercise facial

muscles, reduces blood pressure and improves circulation. Laughing

heartily is one of the best ways of getting rid of the frustration and

tensions of modern existence.

• Sleep Right: A sleeping beauty is less likely to be prone to stress

than a workaholic. Napping and dozing can refresh and relax.

• Be Good at Loving: A good lover definitely means leading a good

and healthy sex life. Fulfilling and satisfying sex is the key to many

 problems and is one of the most effective stress busters ever invented.

Aerobics, workouts and other forms of exercise can’t bring the same

amount of benefit and happiness as a good sex life. It can drive away

tensions, relax and soothe as well as exercise the heart too.

• Spend Time with Children: Children have a therapeutic effect on

 people who spend time playing with them. Their innocence, joie de

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vivre and capacity for happiness can be infectious. An hour spend with

children can bring loads of relaxation and happiness.

• Take of Walk: Walk in the mornings, walk in evenings, and walk just

about every time. Walk with friends or walk alone but do try long walks

for cutting down on stress.

• Enjoy the Idiot Box: Watching one’s favorite sitcom on TV can be a

great relaxant. No matter what people say about idiot box, it does have

some good effects. And one of them is helping you unwind. Put your 

feet up on a stool, your favorite drink in hand and let the magic of the

small screen take over and cast a spell over you.

• Cultivate Interests: An interesting pastime is one of the greatest

anxiety busters. It could be gardening, playing an instrument, reading,

writing, cooking; just about anything that interests you. Plants have a

very relaxing effect on most people.

Organizational Coping Strategies:

Stress management includes stress prevention also. This is best

achieved through certain organizational coping strategies. Organizational

coping strategies help reduce the harmful effects of stress in three ways:-

(i) Identify and then modify or eliminate work stressors

(ii) Help employees modify their perception and understanding of work 

stress

(iii) Help employees cope more effectively with the consequences

The organizational coping strategies are:

1. Role clarity: Define employee roles clearly. Employees must have a

clear understanding of the job. They must know what the company

expects and be confident that they can meet these expectations. Stress,

most often, occurs when employees are not very sure about their work 

roles or fear they cannot do their jobs. When excessive stress is present in

a role, management can initiate steps such as: Redefining the person’s role

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Reduce overload by redistributing the work 

Set up procedures to prevent hindrances to work 

Arrange for a meeting of all those involved in a messy situation

and try to find a way out

Make a job intrinsically meaningful , challenging and rewarding

2. Supportive Climate: Factors such as freedom to think and act

independently, a certain amount of informality with key employees, clear 

communications, participative decision making, friendly conversation- all

help in reducing stress levels in an organization. If practiced regularly,

they also reveal a supportive organizational climate where everybody is

willing to contribute his best and share the rewards thereafter. A friendly,

supportive climate builds trust and confidence among employees and

they will be quite happy to extend a helping hand to management,

whenever required.

3. Clear career paths: To reduce uncertainty, each employee must be

sure of where he is heading for, say after 5 years within same

organization. A clear career path and the job rewards and the benefits that

follow committed service would go a long way in preventing or reducing

stress level greatly.

4. Company- wide programmes: A variety of programs can be used to

manage work stress and these include:

Job enrichment

Employee counseling

Training and development programs

Establishing autonomous work groups

Establishing variable work schedules

Setting up health clubs and offering health facilities

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Management can help reduce stress in the work environment by

holding team meetings, using proper management techniques, employing

effective communication system and reducing uncertainty among

employees.

 

 REVIEW OF 

 LITERATURE 

 

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African American college students and stress: School Racialcomposition self-Esteem and social support (source: college student

 journal, v41 p823-830 dec. 2007)

College students are a very vulnerable group to experience stress, the latter 

of which is related to a variety of outcomes, such as health and academic

 performance. However, there is a dearth of research examining African

American college students and stress. We first examined the relationship

  between self students stress using the students stress survey. A non

 probability sample (N=344) of predominately African American students

was collected at a Historically Black college & university(HBCU) while 165

students compromised the non probability sample of white students from a

 predominately white institution (PWI).the top five reported sources of stress

were :Death of family member (interpersonal stress) 82%, low

grade(academic stress) 69%, time management (academic stress) 61%, boy

friend/girlfriend problems (interpersonal stress) 57%, and missed classes

(academic stress) 55%. In addition significant creations between self-esteem,

social support and stress for all students except African American at PWI’s

were found. The study points out the needs for colleges and universities to

develop stress intervention programs that address stress specifically basedon race and school racial composition.

An Assessment of stress experienced by students in a prepharmacy

curriculum (source: journal of instructional psychology, v 35 p 17-23 Mar 

2008)

This study evaluated stress levels experienced by students in a prepharmacy

curriculum. A survey was used to evaluate perceived levels of stress, factorsthat contribute to stress, and mechanisms used to cope with stress.

Participants were first year students enrolled in a cooperative pharmacy

 program. Data were collected using an individual interview that consisted of 

  both a demographic and stress questionnaire. The questionnaire includes

items regarding perceived stress levels and methods used to reduce stress,

factors that contribute to stress and levels of support from family, friends

and faculty. Students rated stress to be average or above average; yet only

60% reported using some form of active approach to stress reduction. In

addition 50% reported no awareness of campus resources to help reduce

stress levels. Students may benefit from programs that teach copingstrategies.

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.

Perceived Stress by Students in a Pharmacy Curriculum (Source:

Education, v129 p 139-146 Feb 2008)

This study evaluated stress levels experienced by students in a pharmacy

curriculum. A survey was used to evaluate perceived levels of stress, factors

that contribute to stress, and mechanism used to cope with stress.

Participants were first, second, and third year students enrolled in pharmacy

school. Data were collected using an individual interview that consisted of 

  both a demographic and stress questionnaire. The questionnaire included

items to measure perceived stress levels and methods used to reduce stress,

factor that contribute to stress , and levels of support from family, friends,

and faculty. Students rated stress to be average or above average and 70.5%reported using some form of active approach to stress reduction. However,

the remaining reported no awareness of campus resources to help manage

stress levels and many students offered only passive coping strategies,

despite the fact that these students had two to four years of academic

experience. Findings demonstrate that students may benefit from programs

that teach effective coping strategies.

Relationship among stress coping, secure attachment, and the trait of 

resilience among Taiwanese College Students (Sources:College Students

Journal, v42 p312-325 Jun 2008)

College students often have stressful lives, yet some college students appear 

adapt better than their peers in similar situations. Active coping appears to

  be a vital factor that contributes to a successful adaptation. This study

explored relative effectiveness among stress, secure attachment, and the trait

of resilience in predicting active coping in high, general, and low stress

situations. General stress situations are referred to as a combination of high

and low stress situation. Multiple regressions were applied to explore

effective predictor of effective coping. Whereas stress was not significantlycorrelated with active coping, the trait of resilience was the most effective

 predictors of active coping in high, general, and low stress situations. Secure

attachment was an affective predictor of acting coping in general situations

 but not in high or low stressful situations. Two-way ANOVA was applied to

detect interaction effect of stress and the trait of resilience on active coping.

 No interaction effects of stress and resilience on active coping was found.

Findings suggest that counselors can help college students to actively cope

with stressful situations by enhancing more students’ resilience than their 

secure attachment, regardless of students stress level.

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Social support and stress among university students in Jordan (source:

international journal of mental health and addiction, v6 p442-450 Jul 2009)

The purpose of this study was to examine the relationship between

 perception of social support and perceived stress among university students

in Jordan. A sample of 241 university students from private and government

universities in Jordan answered self-report questionnaires including the

 perceived social support scale. The results showed that university students

have moderate perception of social support and stress. Female university

students had higher perception of stress and social support than male

university students. Perceived stress had a negative correlation with

 perceived social support from family (-0.29, p less than o.o5)the perceived

social support from family was a better predictor of perceived life event asstressful situations than perceived life event as stressful situations than

 perceived social support from friends. The study implications for research

and intervention were discussed.

Supporting assessment stress in key stage 4 students (sources:

Educational studies, v34 p83-95 may 2008)

Research has indicated that 13% of students in the UK experience a high

degree of assessment-related stress/anxiety, which may have debilitating

health, emotional and educational effects. Recent policy initiatives have

attempted to encourage a responsibility for promoting well being in schools;

however at present there is little known about what, if any, support is

 provided for students over assessment stress/anxiety. The purpose of this

exploratory study was to gather data on the conceptualization and

understanding of assessment stress/ anxiety in key stage for students and

what current policy and practices are adopted to support students

experiencing a high degree of assessment stress/ anxiety. Data were

collected from semi structured interviews conducted with 34 students and

nine members of staff from six schools in the north of England andanalyzed. Teachers conceptualized assessment stress/anxiety as resulting

from assessment demands requiring skills and knowledge beyond the current

capabilities of students. Support was mostly structured along academic lines,

theorized as reducing stress by increasing the student’s ability to cope with

assessment demands. Students who experienced a strong degree of manifest

anxiety during examinations were moved to alternative venues, but students

were not routinely identified in all schools. Staff and students also

emphasized the importance of a good relationship in receiving both

emotional and academic forms of support. These strategies were theorized as“bolt-on” policies. Schools had few specific strategies for dealing with

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assessment stress/ anxiety directly but used existing policies related to

 behavior management and the promotion of achievement

The sources and manifestations stress amongst school-Aged Dyslexics,

compared with sibling controls (sources: dyslexia, v14 p291-313 Nov

2009)

This study investigates whether dyslexic children, by way of their 

educational and social difficulties, experienced higher levels of stress at

school. The school situation survey was used to investigate both the sources

and manifestation of stress amongst dyslexic children and non-dyslexic in

academic years 3-5 experiencing the highest stress level, specifically in

interactions with teachers , worries over academic examinations (SATs) and

 performance testing , causing emotional(fear, shyness and loneliness )and  psychological(nausea, tremors or rapid heart beat )manifestation. Results

also suggest that dyslexics in larger families (3-4 sibling families)

experiences greater stress in interactions with their peers, than those in

smaller families( two sibling families)-possibility from unfair sibling

comparison.

A structural equation modeling approach to study of stress and

psychological adjustment in emerging adults (source: child psychiatry

and human development, v39 p481-501 dec 2008)

Today’ society puts constant demands on the time and resources of all

individuals, with the resulting stress promoting a decline in psychological

adjustment. Emerging adults are not exempt from this experience, with an

alarming number reporting excessive level of stress and stress-related

  problem. As a result, the present study addresses the need for a

comprehensive model of emerging adult adjustment in the context of stress

and coping variables and highlights the importance of accounting for 

differences males and females in research concerning stress, social support,coping, and adjustment. Participants for this study are 239 college students

(122males and 117 females). Results of structural equation modeling suggest

that stress, social support, coping, and adjustment show unique pattern of 

relationship for males versus females. For both males and females, stress

and social support show similar relationship to adjustment. In contrast,

social support is related only to coping behaviors in females. Females, social

support appears to be a important variable for female adjustment, whereas

other coping behaviors appears to be more pertinent to male adjustment.

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Miller and Hester (1986)

Miller and Hester reviewed stress management training techniques and

found they included such approaches as relaxation training, biofeedback 

and systematic desensitization (i.e., focusing on environmental factors to

reduce anxiety). Miller (1992) also identified aerobic training as a stress

management approach. Other approaches have included meditation,

muscle relaxation and transcendental meditation.

Fletcher (1988)

It has been shown how the further down the skill level in the ‘job chain’

one looks the worse off the mental health of those groups becomes.

Further it has also been shown how…. “Conditions of work most adverse

to workers” health is to be found in blue collar professions and in some

health care positions such as nursing. A common and possibly decisive

denominator of these work conditions is that they expose the worker to a

combination of high psychological stress and physical workload and a

low level of decision latitude.”

Brown Et Al (1990)

A recent study by Brown Et Al examined the relationship between

stressful life events and drinking outcome among male alcoholics who

had completed an alcohol treatment program. Approximately 40% of the

 pre-treatment stressors were found to be directly or indirectly related to

alcohol use. Results showed that men who returned to drinking after 

treatment experienced more serve or highly threatening stress before their 

relapse than men who re

 

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Spector & Connell (1994)

As an individual , the issues of ‘Locus of Control’(LOC), whereby one

may perceive oneself as a victim or an agent of control in one’s own

life(external or internal LOC), appears to be one of three key personality

facts linked to how an individual reacts to stressful situation . The other 

two are: Negative Affectivity or the tendency to experience a variety of 

negative emotions across time and situations; and type A personalities

who seem to be hyper- reaction to uncontrollable stressors and more

reactive than type B.

Miller and Hester (1986)

Miller and Hester reviewed stress management training techniques and

found they included such approaches as relaxation training, biofeedback 

and systematic desensitization (i.e., focusing on environmental factors to

reduce anxiety). Miller (1992) also identified aerobic training as a stress

management approach. Other approaches have included meditation,

muscle relaxation and transcendental meditation.

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 RESEARCH 

 MEHDOLOGY 

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Purpose

The main purpose of this research is to determine the important drivers of 

 job stress and to analyze the effect of job stress on the performance of the

Management students or future enterprenures.

Research Design

The survey method is the basic research design. The structured

questionnaire was administered to the respondents, which solicits

information about their level of job stress.

 

Sample Size

A survey of approximately 150 MBA students working in different

organizations provided the database for this study. The sampling

technique used was convenience sampling under this sample of 

respondents was chosen according to the convenience of the researcher.

Data Collection: 

The purpose of research was explained to the employees and

questionnaires were being administered to them.

Evaluation

After scoring the questions, the raw data are used to draw charts. These

charts are further analyzed to draw inferences and deductions about the

impact of job stress and to identify the main methods to remove stress.

 

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OBJECTIVES

1. To identify the main reasons of stress among management

 people.

2. To study the effect of stress on their performance

3. To find the methods of removing stress and the effectiveness of 

methods

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 RESULT AND

 DISCUSSION 

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Q 1. Do you believe that your job is a stressful job?

 

Yes - 68 No- 32

 Yes

68%

No

32%

Q. 2 how much job stress do you feel at job?

High- 48 Low-21 Moderate- 31

High

48%

Low

21%

Moderate

31%

A very high percentage of the respondents i.e. 68% believe that

engineering is a stressful job. From these, 48% respondents feel high job

stress; 21% feel low job stress and 31% feel moderate job stress.

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Q 3.Do your junior employees and colleague make your job

stressful? 

Yes- 31 No- 69

 Yes

31%

No

69%

Only 31% respondents say that their junior employees and colleague

make their job stressful. The remain 69% are not in favor of this

statement.

  Q 4. According to you, which things make your job stressful?

  Workload- 46 Excessive rules of Organization- 19

Interpersonal relationship- 3 Daily changes in work Schedule- 32

 

workload

46%

excessiverules of 

organisati

on

19%

interpers

onal

relatation

ship

3%

daily

changes

in work

schedules

32%

According to 46% respondents’ workload is major cause of stress; 32%

are agree with daily changes in work schedules; 19% say that excessive

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rules of organization is a cause of stress; Only 3% are in favor of 

interpersonal relationships.

Q 5. Do you feel that your boss shows lack of interest or focus in your

work?

Yes- 28 No-72

 Yes

28%

No

72%

Only 28% are agreeing with this fact that their boss shows lack of interest

in their work.

Q 6. Does your job interfere with other responsibilities?

Always- 11 Sometimes-85 Often- 4

 

Sometime

85%

Often

4% Always

11%

11% respondents say that their job always interferes with other 

responsibilities; 85% says sometimes and only 4% say often in the

response of this statement.

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Q7. Do you become upset when an emergency work arises in your

 job?

Strongly agree-7 Agree-25 Neutral-53

Disagreee-8 Strongly disagree- 3

 

neutral

53%

Strongly

agree

7%

Strongly

disagree

3%

agree

29%

disagree

8%

3% say strongly agree; 29% say agree; 53% say neutral; 8% say disagree

and 7% say strongly disagree with this statement.

Q 8. Do you frustrate when things don’t run smoothly or according

to you?

Always- 35 Never- 7 Seldom-58

 

Always

35%

Seldom

58%

Never 

7%

Only 7% never get frustrated when things don’t run smoothly or 

according to them; but 35% Always and 58% seldom get frustrated.

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Q9. Do you feel that problems at home interfere with your

performance at work?

Always- 5 Never- 25 Sometimes- 70

 

Sometime

s

70%

Always

5%

Never 

25%

5% feel that it happen always when their home problems interfere with

their work performance; 70% feel that it happens sometimes but 25% say

never in the response of statement.Q10. Do you feel sometimes that you are unpleasant with job

conditions?

Yes- 53 No-47

 

 Yes53%

No

47%

53% respondents are unpleasant with the job conditions but 47% are

happy with the conditions provided by their organizations.

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Q11. Do you think that your performance is affected by stress?

Always- 31 Never- 29 Sometimes- 40

 

31% say always; 40% say sometimes but 29% never feel that their 

 performance is affected by stress.

12. Are the bureaucratic rules of any organization work as source of 

stress for employees?Strongly agree-17 Agree- 59 Neutral- 16

Disagree- 8 Strongly disagree- 0

 

Agree

59%

Disagree

8%Neutral

16%

Strongly

disagree

0%strongly

agree

17%

 

17% are strongly agreed; 59% are agreed; 24% say neutral in favor of this

fact. But 8% are disagree i.e. they don’t think that bureaucratic rules of any

organization work as source of stress for employees.

Always31%

Never 

29%

Someties40%

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Q13. Do you think that low job security is also a cause of job stress?

Strongly agree- 32 Agree- 47 Neutral- 16

Disagree- 5 Strongly disagree- 0

 

Agree

47%

Disagree

5%

Strongly

disagree

0%

Strongly

agree

32%

Neutral

16%

 

32% are strongly agreed that low job security is also a cause of stress;

47% are agreed; 16% gave neutral response; and 5% are disagreeing with

this fact.

14. how would you say you are with your job?

Very satisfied-19 Some what satisfied- 32

Not too satisfied- 45 Not at all satisfied- 4

 

not too

satisfied

45%

not at all

satisfied

4%

very

satisfied

19%

some what

satisfied

32%

In the response of this statement, 19% say very satisfied; 32% say some

what satisfied; 45% say not too satisfied and only 4% say not at all

satisfied with their job.

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 SUGGESTIONS 

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1. To successfully attract and relieve job stress among the employees

the organizations need to examine their programs and policies for coping

stress – to see where they stand compared to other companies. By

employing and implementing various management programs to relieve

stress, the organizations can cope with job stress among their employees.

The following strategies are important to remember while making stress

coping programs:

Proper work schedule should be there

Ensure high job security to the employee

There should some employee fitness programs and setting of 

health clubs

2. The boss should show interest in the work of employee. There

should be friendly and supportive relation between the boss and the

employees. There should be an informal meeting between boss and

employees in a month so that they can discus about the work 

 performance. The boss should give positive motivations to employee

for his/her good performance.

3. There should proper timings of tea break and lunch break.

4. The rules of organization should not be bureaucratic so that the

employees feel pleasant working with the organization.

5. The organizations should conduct some seminars by professionals to

relieve the stress among the employees.

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6. The organization should give the job rewards and recognition to the

employees and committed that their service would go a long way.

This may be higher compensation, performance bonus etc.

7. There should be training and development programs for the

employees so that the never feel stressed doing their job.

8. The organizations should adopt job enrichment and employee

counseling strategies.

9. Job rotation can also be practiced whereby employees are shifted

within different sites. Because there is greater variety and wider 

range of interesting and challenging jobs. The people should select

for job rotation based on their core skills and leadership

competencies. Job rotation should be well planned and linked to

career and succession plans.

10. It is the responsibility of management that there should be good

interpersonal relationships in the environment of organization.

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From the analysis and interpretation the conclusion can be made:

• All the employees feel high level of job stress.

• The major cause of their stress is low job security, overload and un

 proper working schedules.

• The problems at home also interfere with their job performance

and are a cause of job stress.

• There is high affect of job stress on the general health of employees.

• Some of them have to work in nights shifts.

• There are no management programs in organizations for coping stress.

Most of the engineers believe that it is necessary that the organization

should provide some management programs to cope with stress.

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REFERENCES

Dr. Gupta, C B, Human resource Management, Sultan Chand &

Sons, New Delhi sixth edition.

Rao, VSP, Human Resource Management

www. google. com

 

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QUESTIONNAIR: JOB STRESS

Name:

Age : Gender: Male Female

Education :

Occupation : Student

Contact no :

1. Do you believe that your job is a stressful job?

Yes No

2. How much job stress you feel at home?

 

High Low Moderate

3. Do your junior employees and colleague make your job

stressful?

Yes No

4. According to you, which things make your job stressful?

Workload

Excessive rules of organization

Interpersonal relationships

Daily changes in work schedules

5. Do you feel that your boss shows lack of interest or focus in

your work?

Yes No 

6. Does your job interfere with other responsibilities?

Always Sometimes Often

7. Do you become upset when an emergency work arises in your job?

Strongly agree Agree Neutral

Disagree Strongly disagree

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8.  Do you frustrate when things don’t run smoothly or

according to you?

Always Never Seldom

9.  Do you feel that problems at home interfere with your

performance at work?

Always Never Sometimes

10.  Do you feel sometimes that you are unpleasant with job

conditions?

Yes No

11. Do you think that your performance is affected by stress?

Always Never Sometimes

12. Are the bureaucratic rules of any organization work as

source of stress for employees?

 Strongly agree Agree Neutral

Disagree Strongly disagree

13. Do you think that low job security is also a cause of job

Stress?

Strongly agree Agree Neutral

Disagree Strongly disagree

14. How satisfied would you say you are with your J ob?

Very satisfied

Some what satisfied

Not too satisfied