Dugat.doc

CHAPTER-I

INTRODUCTION TO THE TOPIC

STRESS MANAGEMENT INTRODUCTON: Stress is a physical, mental and emotional response to a challenging event — not the event itself. Often referred to as the fight-orflight response, the stress response occurs automatically when you feel threatened. Stress, whether positive or negative, is a normal part of everyone's life. Negative stress, however, diminishes our quality of life. Stress is the result of a mismatch between a person and his/her environment and perceived inability to cope with constraints or demands encountered. Stress management refers to the wide spectrum of techniques and psychotherapies aimed at controlling a person's levels of stress, especially chronic stress, usually for the purpose of improving everyday functioning. In this context, the term 'stress' refers only to a stress with significant negative consequences, or distress in the terminology advocated by HansSelye, rather than what he calls eustress, a stress whose consequences are helpful or otherwise positive. Stress

produces

numerous

physical

and

mental

symptoms which vary according to each individual's situational factors. These can include physical health decline as well as depression. The process of stress management is named as one of the keys to a happy and successful

life in modern society.[Although life provides numerous demands that can prove difficult to handle, stress management provides a number of ways to manage anxiety and maintain overall well-being. Despite stress often being thought of as a subjective experience, levels of stress are readily measurable, using various physiological tests, similar to those used in polygraphs. Many practical stress management techniques are available, some for use by health professionals and others, for self-help, which may help an individual reduce their levels of stress, provide positive feelings of control over one's life and promote general well-being. Evaluating

the

effectiveness

of

various

stress

management techniques can be difficult, as limited research currently exists. Consequently, the amount and quality of evidence for the various techniques varies widely. Some are accepted as effective treatments for use in psychotherapy, whilst others with less evidence favoring them are considered alternative therapies. Many professional organizations exist to promote and provide training in conventional or alternative therapies .There are several models of stress management, each with distinctive explanations of 9

mechanisms for controlling stress. Much more research is necessary to provide a better understanding of which mechanisms actually operate and are effective in practice.

WHAT IS STRESS?

Stress is defined as “A predetermined strategy for coping with psychological or emotional turmoil. As part of a health benefits package, a company may offer stress management therapy to improve job performance”.

Dr. Hans Selye, the father of Stress theory, defined Stress as “the non specific response of the body to any demand made up on it”. The “demand” can be a threat, a challenge or any kind of change which requires the body to adopt. The response is automatic, immediate. Stress can be good (called “estrus”) when it helps us to perform better, or it can be bad (“distress”) when it causes upset or makes us sick. In general, we can say that good stress results from situations we can control and bad stress results from situations over which we have no control. The stress response is basically the same in all of us. The degree to which it affects us depends entirely on how we handle it. Getting into the habit of viewing stress as something constructive, is the first step to becoming a healthier and stress free person. What does the Stress Reaction consist of? The stress reaction results from an outpouring of adrenaline, a stimulant harmone, into the blood. This with other stress hormones produces a number of changes in the body which are intended to be productive. The result often is called “the fight or flight response” because it provides the strength and energy to either fight or run away from danger. The changes include an increase in heart rate and blood pressure (to get more blood to the muscle, brain and heart), faster breathing, tensing of muscles( preparation for action), increased mental alertness and sensitivity

of sense organs ( to assess the stimulation and act quickly, increased blood flow to the brain, heart and muscles( the organs that are most important in dealing with danger) and less blood to skin, digestive track, kidneys and liver ( where it is least needed in times of crisis). in addition there is an increase in blood sugar, fats and cholesterol and a rise in platelets and blood clotting factors ( to prevent hemorrhage in case of injury)

What is stress Management? Stress Management is the ability of an individual to manage the perceived pressures they face on a day to day basis, this may be through a variety of techniques including reducing or reappraising the pressures and enhancing coping ability and resources. The effective stress management doesn’t mean getting to a point where we never experience stress. On the contrary it is better to challenge ourselves and as we push ourselves to continuously improve and exploit our potential, we will cause some stress. Effective stress management keeps our stress levels from exceeding the level where it’s energizing and productive for us.

Research shows that stress comprises a person’s intellectual, emotional and inter personal functioning. Literally every aspect of worker performance is hindered by stress. Many managers and business owners mistakenly fear that reducing employee stress requires reducing productivity. The key to maximizing productivity while minimizing stress is understanding the factors that influence someone working very hard will feel stressed out or burn out, or whether they will feel motivated, excited and committed.

Scientific research on stress combined with best practices of high performance companies offer clear clues about the key factors that determine whether employees will be stressed out or energized by work place demands.

For managing stress, experts at Mayo Clinic in Minnesota and Arizona provide:  Acupuncture: Insertion of fine needles in the skin at key points in your body to boost your body's natural painkillers and increase blood circulation.  Counseling: Discussion of life and health-related stresses with a medical professional to develop coping skills that address feelings, illnesses and challenging situations.  Deep breathing: Breathing from your diaphragm (muscle under the rib cage) to establish a pattern of slower, deeper and more efficient breathing.  Guided imagery (visualization): Picturing calming mental images of relaxing places and situations to cope with negative emotions, feelings or circumstances.  Massage therapy: Various techniques that involve pressing and rubbing the body's soft tissues — muscle, connective tissue, tendons, ligaments and skin — for comfort, healing and pain reduction.

 Meditation: A practice that calms and focuses the mind, tuning out distractions, sometimes involving repeating a word or phrase, or visualizing a peaceful place.

 Mindfulness: A technique in which you stay focused, engaged and completely absorbed in the present moment.  Progressive muscle relaxation: Tensing and relaxing the muscle groups throughout your body to reduce muscle tension and calm anxious feelings.

 Resilience training: Learning to balance the demands placed on you with your available resources; finding meaning in life; controlling the controllable; and seeing life's situations as challenges or opportunities rather than overwhelming obstacles.  Yoga: Various types of mind-body practices that combine a series of precise postures with controlled breathing to help relax your mind and increase strength and flexibility.

TYPES OF STRESS:

Acute stress Chronic stress

SIGNS OF STRESS: There are different signs of stress .They are as follows 1. Physical signs: 

Headache



Fatigue



Weight change



Teeth Grinding



Tension

2. Mental signs:  Lacking humor 

Dull senses



Boredom



Poor concentration



Forgetfulness

3. Emotional signs: 

Depression



Frustration



Fearfulness



Bad temper



Irritability



Apathy



Loss of direction



Negative out look



Gloom



A feeling of emptiness

4. Spiritual signs:

5. Relational signs: 

Loneliness



Abuses



Isolation



Defensive



Aggression

6. Behavioral signs:  Nail biting



Risk aversion



Pacing



Swearing



Restlessness 13

SOURCES OF STRESS: Stressors originate at individual, group, organizational and extra organizational levels. These are explained as below  Individual level: Personality Role overload Role conflict Role ambiguity Task characteristics.  Group level: Managerial behavior Lack of cohesiveness Workplace violence Intra group conflict.  Organizational level: Climate Management style Organizational lifecycle.  Extra Organizational level: Family Economy Lack of mobility

Quality of life

CAUSES OF STRESS: Dr.Selye called the causes of stress “Stressors” or “triggers”. There are two kinds of stressors: external and internal External stressors include:  Physical environment: noise, bright lights, heat, confined spaces. 14 5

 Social (interaction with people): rudeness, bossiness or aggressiveness on the part of some one els.  Organizational: rules, regulations, “red tape”, dead lines.  Major life events: Death of relative, lost job, promotion, new baby.  Daily hassles: commuting, misplacing keys, mechanical break downs. Internal Stressors include  Lifestyle choices: caffine,not enough sleep, overloaded schedule.  Negative self talk: Pessimistic thinking, self criticism, over analyzing.  Mind traps: unrealistic expectations, taking things personally, All-or-nothing thinking, exaggerating, rigid thinking.  Stressful personality traits: Type A, perfectionist, workaholic, pleaser. It is most important to note that most of the stress of us have is actually self generated. This is paradox that most of the people think of external stressors when they are upset. Recognize that we create most of our own upsets, however, is an important first step to dealing with them.

CONSEQUENCES OF STRESS: The following are the symptoms of stres

1. Psychological symptoms: Anxiety

Depression Decrease in job satisfaction 2. Physiological symptoms: Headache High blood pressure Heart Disease 3. Behavioral symptoms: Productivity Absenteesim Accidents Performance

MANAGING STRESS:

From the organization’s standpoint, management may not be concerned when employees experience low to moderate levels of stress. But high level of stress or even low levels sustained over long periods, can leads to reduction of employee performance and thus require action by management. To reduce or to manage employee stress the following is necessary for an organization 15

 Time Management: Making list of activities to be accomplished Prioritizing activities by importance and urgency Scheduling activities according to set the priorities  Physical Exercise : Aerobic s Walking Swimmi ng  Relaxation technique: Meditation Hypnosis

CHAPTER-2 INDUSTRY PROFILE & COMPANY PROFILE

INDUSTRY PROFILE

1. INTRODUCTION

Cement industry has been decontrolled from price and distribution on 1st march and de-licensed on 25th July 1991. However, the performance of the industry, the constraints faced by the industry are interviewed in the infrastructure co-ordination committee meeting held in the cabinet secretariat under the chairmanship of secretary. The committee on infrastructure also reviews its performance. The industry is subject to equality order issued on 17-02-2003 to ensure quality standards. 1.1 CEMENT INDUSTRY HISTORICAL PERSPECTIVE Cement industry is one of the major and oldest established manufacturing industries in the modern sector of Indian economy. It is an indigenous industry in which the company is well endowed with the necessary raw materials, skilled manpower and equipment & machinery technology. Firms, bridges, buildings, water supply projects, dams, roads, hydroelectric power projects, seaports, airports, and irrigation schemes require cement. It is thus a vital industry, which assumes a crucial part in the economic development of the country, thus it regards as major nation building industry whose importance in a developing economy never be over emphasized. The Greek civilizations use some of mortar but Romans has developed it. When one speaks about the cement industry, it invariably refers to Portland cement, which has its origin in England, but until the 19th century a mixture of limestone with Pozzoland of volcanic earth was known as cement. The first cement factory was established around 1890 in both Canada and Australia, while it was invented in 1884 in New Zealand.

The Cement industry occupies a position of predominance not only an infrastructure for development but also it is 8th largest in the world, which directly employs about millions of persons. 1.2 CEMENT INDUSTRY IN INDIA In India it came to be establishing during the beginning of 20th century. In fact the cement era in India commenced with the establishment of a small cement factory at WASHERMANPET in 1904 by south India industry Ltd, a company that dates to 1879. There was sufficient demand for that product, but because of technological defects and inadequate supply of raw materials, the plant did not operate economically, a later on collapsed. India is ranked 4th in the world after China, Japan and USA in cement production. Yet the per-capital consumption of cement in India however low at 70 to 80 kgs against the world average of around 220 kgs.

Cement industry in India is 8th decades old. However, the growth has not kept pace with period of its existence. Decades of the government control have restricted the growth of the industry. The real foundation stone of the present industry was laid in the year 1942, when a small factory was established Porbandar in Kaythiwar by India cement Limited. This factory

commenced its production in 1914 at the rate of 199 metric tones per day. This company adopted “dry process”. This plant had easy access of lime stone quarries of Porbandar. The initial attempt could cause the attempt of two or more factories. One at Kanthi (MP) another at Lakhier (Rajasthan). The government control was lifted immediately after the world war and the boom period of the industry started. The demand for cement increased very steadily as the cement was used was used not only for housing but also for dams, roads, bridges and other developed activities. 1.3 INDIAN CEMENT SECTOR The boom in the housing market has given birth a higher demand in India cement. The present initiatives under taken by the Government for infrastructure development has also raised the demand for cement in the country. The cement companies such as Ultratech, ACC, GACL and Grasim have grown in the country. The planned capacities of production of Indian Cement Companies are as follows:

1.4 CAPACITIES OF PRODUCTION BY COMPANIES Company

Location

(ByAdditional

Commissioning

Name

State)

Capacities (In mnDate

JP

Himachal

tones) 4.55

Dec, 2011

Associates Grasim

Preadesh Kothputali,

4.08

FY 13 Q1

JP

Rajasthan Uttar Pradesh

3.34

FY 2012

Associates Ultra TechAndhra Pradesh 3.19

Q1 FY 2013

Cement OCL Orissa JK Cement Karnataka Binani Rajsthan

3.04 3.00 2.57

Q1 FY 2013 Sept 2012 Dec 2010

Cement JP

Madhya Pradesh 2.00

Q3 FY 2012

Associates Zuari

Andhra Pradesh 1.98

H1 FY 2013

Cement Penna

Andhra Pradesh 1.63

H1 FY 2013

Cement ACC

LakheriRajsthan 0.94

Dec 2010

Madras

Tamil Nadu

H1 FY 2013

Cements

1.84

1.5 TYPES OF CEMENT IN INDIA The types of cement in India have increased over the years with the advancement in research, development, and technology. The Indian cement industry is witnessing a boom as a result of which the production of different kinds of cement in India has also increased. By a fair estimate, there are around 11 different types of cement that are being produced in India. The production of all these cement varieties is according to the specifications of the BIS.

1.6 Some of the various types of cement produced in India are: 

Clinker Cement



Ordinary Portland Cement



Portland Blast Furnace Slag Cement



Portland Pozzolana Cement



Rapid Hardening Portland Cement



Oil Well Cement



White Cement



Sulphate Resisting Portland Cement

In India, the different types of cement are manufactured using dry, semi-dry, and wet processes. In the production of Clinker Cement, a lot of energy is required. Using materials such as limestone, iron oxides, aluminum, and silicon oxides produces it. Among the different kinds of cement produced in India, Portland Pozzolana Cement, Ordinary Portland Cement, and Portland Blast Furnace Slag Cement are the most important because they account for around.

Company Profile Adhityabirla group Vision: To be a premium global conglomerate with a clear focus on each business. Mission:

To deliver superior value to our customers, shareholders, employees and society at large. Values:  Integrity  Commitment  Passion  Seamlessness  Speed ABG is a 24 billion dollars corporation; the Aditya Birla Group is anchored by an extraordinary force of 100,000 employees, belonging to 25 different nationalities. The diversity of location, language and culture blends seamlessly into a common work ethos, which hinges on fostering excellence, recognizing and rewarding entrepreneurship. ABG believes in empowerment, delegation and calculated risk taking. ABG’s ongoing endeavor is to create an organizational ambience where talent can bloom. To do so, ABG strives to make the workplace a source of creativity, innovation and one that makes work meaningful. ABG ensures that all the group’s policies, forward – looking initiatives and goals are fully communicated to all employees and that they understand and relate to these. ABG’s commitment to their people is reflected in the sense of belonging and pride every employee feels towards the group and the passion and commitment they bring to their work. The Aditya Birla Group is India’s first truly multinational corporation. Global in vision, rooted in Indian values, the group is driven by a performance ethic pegged on value creation for its multiple stakeholders. Over 50 percent of its revenues flow from its operations across the world. The Aditya Birla Group’s products and services offer distinctive customer solutions worldwide.

The Group has operations in 20 countries – India, Thailand, Laos, Indonesia, Philippines, Egypt, China, Canada, Australia, USA, UK, Germany, Hungary, Brazil, Italy, France, Luxembourg, Switzerland, Malaysia, and Korea. In India, the Group has been adjudged “The Best Employer in India and among the top 20 in Asia” by the Hewitt- Economic Times and Wall Street Journal Study 2007. This has been announced recently. Globally the Aditya Birla Group is: A metals powerhouse, among the world’s most cost – efficient aluminum and copper producers. Hindalco, (Plant: Howrah) from its fold, is a Fortune 500 company. It is also the largest aluminum rolling company and one of the 3 biggest

producers of primary aluminum in Asia, with the largest

single location copper smelter.

 No.1 in viscose staple fiber  The 3rd largest producer of insulators

 The 4th largest producer of carbon black  The 11th largest cement producer globally and the 2 nd largest in India  With some more units which are under construction now, ABG will become the largest cement producer in India by 2008.  Among the world’s top 15 BPO ( Business Process Outsourcing ) companies and among India’s top 3  Among the best energy efficient fertilizers plants. In India: A premier branded garments player – Grasim Suitings 

The 2nd largest player in viscose filament yarn



The 2nd largest in the Chlor-alkali sector

 Among the top 5 mobile telephone companies  A leading player in Life Insurance and Asset Management-Birla Sun Life Beyond Business A Value – based, caring corporate citizen, the Aditya Birla Group inherently believes in the trusteeship concept of management. Part of the Group’s profits is ploughed back into meaningful welfare- driven initiatives that make a qualitative difference to the lives of marginalized people. These activities are carried out under the aegis of the Aditya Birla Center for Community Initiatives and Rural Development, which is spearheaded by Mrs. Rajashree Birla. 1. Working in 3700 villages 2. Reaching out to 7 million people annually through the Aditya Birla Center for Community Initiatives and Rural Development, lead by Mrs. Rajashree Birla. 3. Focus areas are: Health Care, Education, Sustainable livelihood, Infrastructure and promoting social causes. 4. Run 45 Schools and 18 Hospitals.

5. Transcending the conventional barriers of business to send out a message that “We Care”.

PLANT PROFILE Ultra Tech Cement Limited A.P. Cement Works Incorporation: Ultra Tech Cement Limited was formed effective July 2004, with the demerger of Cement Division from Larson & Turbo Limited, and was taken over by the Aditya Birla Group and got merged into A.V.Birla Group of industries. Ultra Tech Cement Limited is a technology driven company with leading edge capabilities in fields related to infrastructure and basic industries. In terms of main stream criteria viz., sales, profit, assets and market capitalization, Ultra Tech Cement Limited ranks among top ten in India’s private sector. The Company is also ranked high by less tangible yardsticks such as intellectual capital and brand-worth. Ultra Tech Cement Limited & its subsidiaries, has manufacturing facilities at 10 locations in India and 3 Terminals including one at Srilanka. Almost all the factories have secured ISO-9001,14001,18001(OHSAS) and other certificates of the highest order. Ultra Tech Cement Limited’s distribution and services out – reach underlines its strong customer orientation. The network extends to virtually every district in the country. A concern for the environment is an integral part of the company’s vision. Ultra Tech Cement Limited is Committed to growth in consonance with the ecology and the needs of the communities it serves. Ultra Tech Cement Limited is India’s largest cement producer, with a manufacturing capacity of over 17 million tones per year. Ultra Tech Cement Limited manufactures and markets.

 Ordinary Portland Cement – 43 grade/53grade  Portland Blast Furnace Slag Cement  Portland Pozzolana Cement  Rapid Hardening Portland Cement  Sulphateresistand Cement.

Ultra Tech Cement Plants are located at: 1. Awarpur Cement Works.

Awarpur, Maharashtra

2. Hirmi Cement Works.

Hirmi, Madhya Pradesh

3. Gujarat Cement Works.

Kovaya, Gujarat

4. Andhra Pradesh Cement Works

Tadapatri, Andhra

Pradesh Ultra Tech Cement grinding units are located at: 1. Jarsuguda

Orissa

2. ArakkonamTamilnadu 3. Durgapur

West Bengal

Ultra Tech Cement Limited Subsidiaries: Cement Plant Narmada Cement Company Limited Gujarat Grinding Units: Magdalla Gujarat Ratnagiri Maharashtra Ultra Tech Cement Terminals are located at: 1. Navy Mumbai

2. Mangalore Terminal

Karnataka

3. Ultra Tech – Ceylinco Srilanka

ANDHRA PRADESH CEMENT WORKS The Ultra Tech Cement Limited, Andhra Pradesh Cement Works is located at 360 kms.South of Hyderabad in the state of Andhra Pradesh in South India. Along with the grinding unit at Arakkonam it has a capacity of 3.6 millionstones of cement per annum. APCW project started with a prospecting license in march 1992 followed by a mining lease in June1993. When various formalities were completed, action shifted from the drawing board to the project site with the first association commencing in November, 1995. Due to excellent co-operation from the Government of Andhra Pradesh. APCW did not face much problems while setting up the plant. In June 1995, Mr.N.T.Rama Rao laid foundation stone and the project was completed in a span of 1 year 10 months and was inaugurated on August 1998. Even the acute shortage of power in the state did not hamper the construction activities. The construction was completed totally with the help of diesel generating sets. In view of the expected power shortage, APCW is provided with two diesel generator sets of 24.6 MW (i.e.,2x12.3 MW) which is around 60% of total power requirement of the plant. Now it also introduced waste heat recovery plant (4MW) and Thermal power plant (50MW). This plant has been set up with the coordinated efforts of all its business groups, which minimized the problems during the execution stage. The plant now started its Second Phase Construction. Plant Capacity: Even though the plant has started with an installed capacity of 6000 TPD,

Later on the capacity has been enhanced to 8000 TPD. The cement plant’s installed capacity is 2 million tonnes per annum (MTPA). APCW caters to the cement users in the southern part of India. It is ideally located as far as the market is concerned. Unique features A peculiarity of Ultra Tech Cement Limited APCW is that its mines fall in Kurnool district while the plant is in Anantapur District. 1. Only Cement Plant in Ultra Tech Cement Limited, with a split location of entire main plant on top of a hillock and the packing plant down the hill. 2. One of the plants using minimum energy for cement manufacturing. 3. Only plant where the entire cement loading rake of 40 wagons can be placed on one stretch constructed on engine on load concept. 4. The RCC chimney at the plant is the tallest in the Indian cement industry. 5. It has two vertical raw mills (Atox 50) having a roller diameter of 5 M these are the biggest mills in the country. 6. First unit to implement computerized billing for cement loading.

Cement Machinery: 1. Complete range – from crushing to packing are supplied by Larson & Toubro’s Machinery Division, in collaboration with F.L.Smitdth& co., Denmark. 2. Presently the largest capacity of 8000 TPD in a single line production in India. 3. Vertical roller mills for raw materials and cement grinding. 4. Fuel-efficient pyro-processing systems. 5. High pressure roller presses for cement mill for cement grinding. 6. Modern Duo flex burner for efficient flame control. 7. Hydraulic drive coolax cooler with new generation CIS cooler inlet.

8. Efficient Pollution control equipments like ESPs, Bag Houses and Reverse air bag house at appropriate locations. 9. CEB scanner for kiln refractory management. 10.QCX for meal blending and quality control. 11.Fuzzy Logic system for plant location optimization. 12.Cool scanner for monitoring cool ax cooler. The plant is certified by DNV of Netherlands as an ISO 9001,ISO 14001 and OHSAS 18001Company. APCW manufactures Ordinary Portland Cement, Portland Pozzolana Cement and Portland Blast Furnace Slag Cement, Which is distributed through a wide network of Authorized Stockiest. Process of Cement Manufacturing: Limestone is the major raw material in cement and is mined from captive mines and crushed to the desired size fraction at a rated output of 1200 TPH. APCW is having two vertical roller mills of rated capacity 265 TPH @ 20% residues on 90 micron sieve, each for raw material grinding. The raw meal is transported by bucket elevator system to 22.4 m dia C.F. (Control Flow) Silo with a capacity of 2100m. The Coal used at APCW is either imported from South Africa, Australia, Indonesia, and China or procured indigenously. The coal required for burning into the rotary kiln and calciner is pulverized in a vertical coal mill with a capacity 71 TPH at a fineness of 15% on 90 micron sieve. The coalmeal is stored in two fine coal bins, one for kiln firing and the other for calciner firing. The coal meal is deducted through a bag filter. The raw meal is taken to the top of the six stage preheated by bucket elevators and fed into the kiln and calciner strings where heat transfer is done by counter current method up to 95-99% degree of calcinations is achieved before being fed into the rotary kiln for further processing. The air cooled clinker is then transported through a deep pan conveyor to the two clinker silos which each having capacity to store 1,

50,000 tons and 57,000 tons of clinker respectively. The raw mills and the rotary kiln system exhaust gases are deducted through Reverse Air. The final stage is grinding of clinker and other additives into cement. There are two cement mills with roller press of capacity 161tph (on OPC basis) at a specific surface of 3000 cm2/gm each. The cement mills are deducted / vented through ESP’s (Electrostatic Precipitators). APCW manufactures OPC, PPC&PSC. At APCW there are six silos of 4600 m3 storage capacity for storing.

The cement is packed in bags with the help of 6 electronic packers operating round the clock. The packed cement is dispatched to various destinations by road and rail. Deducting of the packing machines is done by jet pulse filters. The material handling conveyors at transfer points in the plant are vented / deducted through dust collectors. Some of the clinker is transported to arakkonam grinding unit by railway wagons as per the requirement at their end.

CHAPTER - III

RESEARCH METHODOLOGY

a

RESEARCH METHODOLOGY

MEANING OF RESEARCH: According to D Stephenson in The Encyclopedia of social sciences defines research as the manipulation of theing concepts are symbols for the purpose of generating to extend, correct or verify knowledge whether that knowledge aids in construction of theory or in practice of an art.

RESEARCH DESIGN: Generally Research design is of three types, viz., exploratory, descriptive and casual research. Design is defined as the specification of methods and procedures for acquiring the information needed. It is a plan of organizing framework, for doing the collection of data. Research methodology includes seven stages that to be followed sequentially those are listed below  First the problem has to defined and determined knowing the need of the study can do this  The information that is required for solving the problem has to be specially defined.  In this stages source from which the information can be obtained is defined.

 The next step is to obtain information through data collection techniques.  The obtain information is processed to get the required output.  The findings from the processed information are then interpreted. Lately for findings are presented source of data. There are two sources for data, namely

DATA COLLECTION The task of data collection begins after the research problem has been defined and research design chalked out. While deciding the method of data collection to be used for the study, the researcher should keep in mind two types of data viz. Primary and secondary data.

PRIMARY DATA: The primary data re those, which are collected afresh and for the first time and thus happen to be original in character. The primary data were collected through well-designed and structured questionnaires based on the objectives. SECONDARY DATA:The primary data are those, which have already been collected by someone else and passed through statistical process. The secondary data required of the research was collected through various newspaper, and Internet etc.

DATA COLLECTION INSTRUMENTS: The data collection instruments used in the study is mentioned below:QUESTIONNAIRE The method of data collection is quite popular. I prepared a questionnaire after knowing the different objectives of the stud and considering all the things that are required for studying the dissertation topic. Phrasing of the questions: The following points were taken into consideration while phrasing of the questions: 1. Difficult and vague words are avoided. 2. Lengthy and unspecific questions are avoided.

3. Positive / negative connotation questions are avoided. 4. Embarrassing questions that ask respondents details about personal and private matters are avoided. Tools Used for Analysis: The data collected from primary and secondary sources have been analyzed with the help of different analytical tools and statistical tests

are employed a appropriate contexts for arriving at meaningful inferences. Further, graphs and diagrams are also made use of to illustrate the facts and figures wherever necessary.

STATISTICAL TOOLS No. of respondents 1. Simple percentage method = __________________________ Total no. of respondents

NEED FOR THE STUDY:Once the employees are selected in an organization they are trained and motivated to take up the job/task assigned. After sometime, the stress of the employee is assessed and evaluat The scope of this project is confined to the executive cadre employees of ULTRA TECH only. This study aims at the stress management and its importance in the industry of ULTRA TECH ed through a system called “Stress Management”. Stress Management helps management in Decision Making on the promotions, retention, and productivity of the employee etc., It also helps the management to have quick review of the cases of the employees who need any counseling for their stress. SCOPE OF STUDY:

The scope of this project is confined to the executive cadre employees of ULTRA TECH only. This study aims at the stress management and its importance in the industry of ULTRA TECH.

OBJECTIVES OF THE STUDY:The objectives are the targets to be achieved through this study at ULTRA TECH .These are 

To find out the optimal level of stress which will individually motivate but not to overwhelm







To recognize the symptoms of stress in the employees.

To understand the factors which cause or contribute to the stress

To apply a range of strategies for reducing stress and how to use it for ULTRA TECH development.



To gather information on the sources and techniques of stress management.



To suggest how to handle or manage the stress facing the employees.

RESEARCH AND METHODOLOGY:  Research Design

:

Descriptive Research

 Data Source

:

Primary data, Secondary data

 Research Approach

:

Survey Method

 Research Instrument Questionnaire

:

A

 Research Method

:

Personal / Direct

 Sample size

:

50

 Sampling procedure

:

The stud adopts convenience

:

Sampling which is a type of non probability sampling. Simple percentage method.

 Statistical tools

Well

Structured

LIMITATIONS OF THE STUDY:



The study here is limited only to the Technical department of ULTRA TECH.



The suggestions given in the study may not be applicable to the entire organization.



The findings of the study are confined only to the question asked in the questionnaire.





Response of the employees is subjected to the mood of the employees.

Short time period: The time period for carrying out the research was short as a result of which many facts have been left unexplored.



Lack of resources: It was not possible to conduct survey at large level due to lack of time and other resources.

.

CHAPTER – IV

DATA ANALYSIS & INTERPRETATION

45

1. How long have you been working here? TABLE – 4.1

S.NO

TIME PERIOD

RESPONDENTS

% of Respondents

A

Since 6 months

00

00

B

Since 1yr

00

00

C

Since 2yrs

00

00

D

Above 2yrs

50

100

50

100

TOTAL

CHART -

4.1

000

Since 6 months Since 1 yr Since 2 yrs Above 2 yrs 100

INTERPRETATION: It can be observed from the above table that 100% employees have been working in the organization for more than 2 years.

2. What do you feel about your career and industry? TABLE – 4.2

S.NO

OPINION

RESPONDENT S

% OF RESPONDENTS

A

18

36

B

Flourishing with tremendous opportunities Stagnating

26

52

C

Declining

00

00

D

can’t say

06

12

50

100

TOTAL

CHART– 4.2

12 0 Flourishing with trmendous opportunities 36

Stagnating Declining

52

can't say

INTERPRETATION: It can be observed from the above table that 36% of employees feel that their career is flourishing with tremendous opportunities, 52% of employees feel their career has become static, however 12% of employees don’t know how their career is shaping up in the organization.

3. Does your job involve Stress and Work pressure? TABLE – 4.3 S.NO

RESPONSE

RESPONDENTS

% OF RESPONDENTS

A

Yes

16

32

B

No

08

16

C

Sometimes

26

52

D

No idea

00

00

50

100

TOTAL CHART – 4.3

0 32

Yes No

52

Sometimes 16

No idea

INTERPRETATION: It can be observed from the above table that 32% of employees’ feel that their job involves stress and work pressure, 16% of employees feel no stress in their job and 52% of employees feel that their job involves stress and work pressure sometimes

4. Does your organization provide enough leisure time during work? TABLE – 4.4 S.NO

RESPONSE

RESPONDENTS

% OF RESPONDENTS

A

Yes

12

24

B

No

22

44

C

Occasionally

16

32

50

100

TOAL

CHART – 4.4

1.4 24 Yes

44

No Occassionall y

INTERPRETATION: It can be observed from the above table that 24% of employees feel that they have enough leisure time during work , 44% of employees feel they don’t have enough leisure time during work and 32% of employees feel that organization occasionally provides leisure time for employees during work.

5. What do you think is the primary cause of stress? TABLE – 4.5 S.NO

CAUSE

RESPONDENTS

% OF RESPONDENTS

A

Job and work pressures

24

48

B

Relationship with superiors

6

12

C

Health issues

8

16

D

Lack of Motivation

12

24

50

100

TOTAL CHART – 4.5

24

Job and Work pressure 48

Relationship with superior Health issues

16 12

Lack of Motivation

INTERPRETATION: It can be observed from the above table that 48% of employees feel stress because of job and work pressure, 12% of employees feel that pressure of superiors during the work causes stress and 16%of employees feel that health problems cause stress and 24% of employees feel stress because of lack of motivation during the work

6. How do you try to cope with the stress in the organization? TABLE – 4.6

S.NO

STRATEGY

RESPONDENTS

% OF RESPONDENTS

A

Being patient

18

36

B

Self-motivation

30

60

C

By introducing creativity in work

2

04

D

Enjoying the breaks with music

0

00

50

100

TOTAL

CHART - 4.6

Being patient

40 36

60

Self-motivation By introducing creativity in work Enjoying the breaks with music

INTERPRETATION: It can be observed from the above table that 60% of employees feel that self-motivation is necessary for everyone to cope with the stress in their work, 36% of employees feel that patience helps to manage stress where as 4% of employees feel that creativity in work helps to cope with the stress in the organization.

7. Does the time schedules in the organization cause any stress to you? TABLE – 4.7 S.NO

RESPONSE

RESPONDENTS

% OF RESPONDENTS

A

Yes

6

12

B

No

32

64

C

Sometimes

8

16

D

Can’t say

4

08

50

100

TOTAL CHART – 4.7

8

12

16

Yes No Sometimes

64

Can't say

INTERPRETATION: It can observed from the above table that 64% of employees feel that they are not comfortable with the time schedules, 12% of employees feel that they have flexible timings, 16% of employees feel that sometimes the time schedules in the organization are not comfortable and 8% of employees are not able to say whether they are comfortable or suffering from the time schedules in the organization.

8. Would you say you are able to handle and balance your professional and personal life efficiently? TABLE – 4.8

S.NO

RESPONSE

RESPONDENTS

% OF RESPONDENTS

A

Always

26

52

B

Sometimes

24

48

C

Not at all

00

00

50

100

TOTAL

CHART – 4.8

0

48

Always 52

Sometimes Not at all

INTERPRETATION: It can be observed from the above table that 52% of employees feel that they are able to handle both personal and professional life efficiently where as 48% are not able to balance their professional and personal life efficiently.

9. What are the common symptoms of stress for you? TABLE 4.9 S.NO

SYMPTOM

RESPONDENTS

% OF RESPONDENTS

A

Rapid Heartbeat

08

16

B

Backache

20

40

C

Sweating

02

04

D

Headache

20

40

50

100

TOTAL

CHART – 4.9

16 Rapid Heartbeat

40

Bachache Sweating 4

40

Headache

INTERPRETATION: It can be observed from the above table that 80 % of employees recognize backache and headache as the symptoms of stress, 16 % of employees recognize that rapid heartbeat is the symptom of stress where as 4% of employees recognize sweating is the symptom of stress

10. Do you feel that there is a lot of peer pressure which causes stress to you? TABLE – 4.10 S.NO

RESPONSE

RESPONDENTS

% OF RESPONDENTS

A

Yes

08

16

B

No

12

24

C

Sometimes

18

36

D

Can’t say

12

24

50

100

TOTAL

CHART – 4.10

24

16 Yes No 24

36

Sometimes Can't say

INTERPRETATION: It can be observed from the above table that 36% of employees feel that sometimes peer pressure causes stress, 24% of employees feel no stress because of peer pressure, 16% of employees feel stress because of peer pressure where as 24% of employees are not able to say anything about their stress .

11. How do you evaluate stress? TABLE – 4.11

S.NO

EVALUATION

RESPONDENTS

% OF RESPONDENTS

A

Some stress is always good

12

24

B

Stress is always bad

02

04

C

Coping with stress is difficult Stress decreases the ability

16

32

20

40

50

100

D TOTAL

CHART– 4.11

24

Some stress is always good

40 4

Some stress is always bad Coping with Stress is difficult Stress decreases the stability

32

INTERPRETATION: It can be observed from the above table that 40% of employees feel that the working ability of employees was decreased because of stress, 32% of employees feel that coping with stress is difficult, 24% of employees feel that sometimes stress is good where as 4% believe that stress is always bad.

12. How do you relieve stress? TABLE – 4.12

S.NO

WAY OF RELIEF

% OF RESPONDENTS

Writing and jokes

RESPONDENT S 00

A B

Sharing with others

12

24

C

Through recreational activities

14

28

D

Physical exercise

24

48

50

100

TOTAL

00

CHART – 4.12

0

24

48

Writing and jokes Sharing with others Through recreational activities

28

Physical Exercise

INTERPRETATION: It can be observed from the above table that 48% of employees reduce their stress by doing physical exercise daily, 28% of employees reduce their stress by recreational activities and 24% of employees reduce their stress by sharing their problems with others.

13. Does the organization take any precautions for managing stress in the organization? TABLE – 4.13

S.NO

RESPONSE

RESPONDENTS

% OF RESPONDENTS

A

Yes

08

16

B

No

24

48

C

Sometimes

18

36

50

100

TOTAL

CHART – 4.13

16 36

Yes No Sometimes 48

INTERPRETATION: It can be observed from the above table that 48% of employees feel that organization doesn’t take any precaution for managing the stress in the work place, 36 % of employees feel that based on the work sometime precautions are taken and 16% of employees feel that organization takes necessary precautions for managing the stress of employees.

14. What professional help is available in your organization to reduce stress? TABLE – 4.14 S.NO

PROFESSIONAL ASSISTANCE

RESPONDENT S

% OF RESPONDENTS

A

Cognitive behavioral therapy

00

00

B

Brain-storming to find solutions

2

4

C

Bio- feedback

2

4

D

None

46

92

50

100

TOTAL

CHART – 4.14

04 4 Cognitive behavioral therapy Brain-storming to find solutions

Bio feedback 92

None

INTERPRETATION: It is observed from the above table that 92% of employees feel that the organization doesn’t provide any professional help for employees to reduce their stress during their work, 4% of employees feel that the organization provides brain storming session to reduce their stress however 4% of employees feel that the organization provides bio-feedback to solve the problems of employees

, 15. What do you think is the major source of job stress in the organization? TABLE- 4.15 S.NO

SOURCE OF STRESS

RESPONDENTS

% OF RESPONDENTS

A

Competency issues

14

28

B

Lack of superior support

16

32

C

Lack of recognition

04

8

D

Lack of proper communication

16

32

50

100

TOTAL

CHART – 4.15

28

32

Competency issues Lack of superior support Lack of recognition

8

Lack of proper communication 32

INTERPRETATION: It is observed from the above table that 32% of employees feel that lack of support from their superiors is the major source of job stress in the organization, 32% of employees feel that not having proper communication among the employees causes job stress, 28% of employees feel that competency issues are the major source of job stress and 8% of employees feel that lack of recognition of the capability of employees is the major source of job stress in the organization

16. Which of the following experience would you enjoy at work place? TABLE – 4.16

S.NO

EXPERIENCE

RESPONDENTS

% OF RESPONDENTS

A

More coffee breaks

06

12

B

High bonus

16

32

C

Rewarding reviewing systems

26

52

D

Overtime work

02

04

50

100

TOTAL

CHART – 4.16

4

52

12

More coffee breaks 32

High bonus Rewarding reviewing systems Overtime work

INTERPRETATION: It is observed from the above table that 52% of employees feel that the reward reviewing systems in the organization is more enjoyable, 32% of employees feel that high bonus is more enjoyable in the work place, 12% of employees feel that having enough breaks during work is more enjoyable whereas, 4% of employees feel that working overtime is enjoyable in the organization.

17. HR managers should take the responsibility of devising strategies to reduce employee stress. Do you agree? TABLE – 4.17

S.NO

RESPONDENTS

% OF RESPONDENTS

A

LEVEL OF ACCEPTANCE Highly agree

04

08

B

Agree

32

64

C

Highly disagree

06

12

D

Disagree

08

16

50

100

TOTAL

CHART – 4.17

16

Highly Agree

8

Agree

12

Highly Disgree Disagree 64

INTERPRETATION: It is observed from the table that 64% of employees feel that the HR managers take the total responsibility of implementing proper strategies so that they reduce the stress of the employees, 16% of employees feel that the HR managers are not coming up with proper strategies to reduce the stress, 12% of employees highly disagree with the HR responsibility, however 8% of employees highly believe that it is the responsibility of HR to develop strategies to reduce the stress.

18. What do you think may be the result of improper Stress management in the organization? TABLE – 4.18

S.NO

RESULT

RESPONSES

% OF RESPONDENTS

A

Employee attrition

10

20

B

Strikes

2

04

C

Reduction in organization efficiency All of the above

14

28

24

48

50

100

D TOTA L

CHART – 4.18

Employee attrition 20

4

48 28

Strikes Reduction in organization efficiency All of the above

INTERPRETAION: It is observed from the table that 48% of employees feel that improper stress in the organization results employee attrition, strikes and organization efficiency reduction, 28% of employees feel that the efficiency of the organization affects a lot due to improper stress management, 20% of employees feel that efforts are made to retain the employees in the organization due to improper stress management and 4% of employees feel that strikes arise because of improper stress.

19. Do you take up more stress for a high salary? TABLE – 4.19

S.NO

RESPONSE

RESPONDENTS

% OF RESPONDENTS

A

Highly agree

02

04

B

Agree

22

44

C

Highly disagree

06

12

D

Disagree

20

40

50

100

TOTAL

CHART – 4.19

4 40

44

Highly agree Agree Highly Disagree Disagree

12

INTERPRETATION: It is observed from the above table that 44% of employees accept more stress for high salary, 40% of employees are not ready to take more stress for a high salary, 12% of employees highly disagree to take more risk at any cost where as 4% of employees are certainly ready to accept more stress for more salary.

20. Stress is 60% beneficial and 40% damaging to the organization. Do you agree? TABLE – 4.20

S.NO

RESPONSE

RESPONDENTS

% OF RESPONDENTS

A

Highly agree

02

04

B

Agree

28

56

C

Highly disagree

02

04

D

Disagree

18

36

50

100

TOTAL

CHART – 4.20

4

Highly agree

36

56 4

Agree Highly Disagree Disagree

INTERPRETATION: It is observed from the above table that 56% of employees feel that stress is 60% beneficial and 40%damaging, 36% of employees feel that stress is neither 60% beneficial nor 40% damaging however 4% of employees certainly agree and 4% certainly disagree that stress is 60% beneficial and 40% damaging to both employees and the organization.

CHAPTER –V

FINDINGS AND SUGGESTIONS

FINDINGS 

All the employees in the technical department have been working in the organization for more than two years.



52% of employees feel that their career is stagnated.



52% of employees agreed that sometimes their job involves stress and work pressure.



44% of employees are not satisfied with the leisure time that is provided by the organization during the work time.



48% of employees in the organization agreed that the primary cause of stress is job and work pressure.



60% of employees in the organization used self –motivation as a tool to cope with the stress in the organization.



64% of employees are not satisfied with the time schedules in the organization. Because of inflexibility in time schedules, employees are feeling more stress.



52% of employees experienced rapid heartbeat as the common symptom of stress.



Majority of the employees are able to handle and balance their professional and public life most efficiently.



Majority of employees in the organization feel that peer pressure is causing a lot of stress to employees.



40% of employees feel that stress affects the work very badly.



professional Majority of employees relieve their stress by sharing their problems with other employees in the organization.



48% of employees feel that the organization doesn’t take any precautions for managing the employee stress in the organization.



Majority of the employees feel that the organization is not able to provide any employees in the organization enjoying the reward reviewing systems.



help properly to reduce the stress.



Most of the employees agreed that lack of communication and lack of support from superiors causing the job stress in the organization.



64% of employees agreed that HR managers are efficiently executing their responsibility in devising strategies to reduce the stress.



Majority of employees feel that improper stress management results strikes, employee attrition and reduction in the organization efficiency.



44% of employees agreed that they are able to accept more stress for more salary.



56% of employees agreed that stress is 60% beneficial and 40% damaging to employees.

SUGGESTIONS 

It can be suggested that ULTRA TECH can employ regress career development programs to revive the interest and retain majority of the employees.



ULTRA TECH can consider revising the existing time schedules and opt for more flexible shift times to allow employees enough relaxation time.



Once in a while ULTRA TECH can have employee relief programs like picnics, excursions and informal get-togethers etc.



It can be suggested that ULTRA TECH can introduce counseling programs to understand and relieve the stress of employees by hiring experts.



A sense of proportion can be brought in understanding the employees stress related issues by the superiors and can be reinforced for better ties in superior-subordinate relationship.



Managers should talk to their staff, listen to them and make it clear that they have been heard by counseling sections, open discussions to reach top management.



Some stress is good. So the employees should react positively towards stress and should make it as a motivating factor to achieve both individual and organizational goals.



There will be a greater impact of all the welfare provisions to reduce the employee turnover and absenteeism which is the main source to overcome and to balance the stress among employees

APPENDIX – I

70

QUESTIONIRE RESPONDENT INFORMATION NAME : AGE : GENDER : MALE FEMALE DESIGNATIO N : _____________________________________________________________________________

1. How long have you been working here? (A) Since 6 months (B) Since 1yr (C) Since 2yrs

(D) Above 2yrs

2. What do you feel about your career and industry? (A)Flourishing with tremendous opportunities (B)Stagnating

(C) Declining

(D) Can’t say

3. Does your job involve Stress and Work pressure? (A)Yes

(B) No

(C) Sometimes (D) No idea

4. Does your organization provide enough leisure time during work? (A)Yes

(B) No

(C) Occasionally

5. What do you think is the primary cause of stress? (A)Job and work pressures

(B) Relationship with superior

(C)Health issues

(D) Lack of Motivation

6. How do you try to cope with the stress in the organization? (A)Being patient

(B) Self-motivation

(C)By introducing creativity in the work

(D) Enjoying the breaks with music

7. Does the time schedules in the organization cause any stress to you? (A) Yes (B) No (C) Sometimes (D) Can’t say 8. Would you say you are able to handle and balance your professional and personal life efficiently? (A) Always (B) Sometimes (C) Not at all 9. What are the common symptoms of stress for you?

(A) Rapid heartbeat (B) Backache (C) Sweating (D) Headache

71

10. Do you feel that there is a lot of peer pressure which is causing stress to you? (A) Yes

(B) No

(C) Sometimes (D) Can’t say

11. How do you evaluate stress? (A)Some stress is always good

(B) Coping with stress is difficult

(C)Stress decreases the ability

(D) Stress is always bad

12. How do you relieve stress? (A)Writing and jokes

(B) Trough recreational activities

(C)Physical exercise

(D) Sharing with others

13. Does the organization take any precautions for managing stress in the organization? (A) Yes

(B) No

(C) Sometimes

14. What professional help is available in your organization to reduce stress? (A)Cognitive-behavioral therapy

(B) Brain-storming to find solutions

(C)Bio feedback

(D) Other programs

15. What do you think is the major source of job stress in the organization? (A) Competency issues

(B) Lack of superior support

(C) Lack of recognition

(D) Lack of proper communication

16. Which of the following experience would you enjoy at work place? (A) More coffee breaks (C) Reward reviewing systems

(C) High Bonus (D) Overtime work

17. HR Managers should take the responsibility of devising strategies to reduce employee Stress . Do you agree? (A) Highly agree

(B) Agree

(C) Highly disagree (D) Disagree

18. What do you think may be the result of improper stress management in the organization? (A) Employee attrition (C)Reduction in organization efficiency

(B) Strikes (D)All of above 7 2

19. Do you accept more stress for a high salary? (A) Highly agree (B) Agree (C) Highly disagree (D) Disagree 20. Stress is 60% beneficial and 40% damaging to the organization. Do you agree? (A)Highly agree (B) agree (C) highly disagree (D) disagree Suggestions if any__________________

73

APPENDIX – II

74

BIBLIOGRAPHY Reference Books: 

C.R. Kothari, Research Methodology

 K Ashwathappa, Human resource Management, 3rd Edition, Tata McGraw-Hill Publishing Company Limited.  C.B.Memoria, Personnel Management, 25th edition, Himalaya Publishing House.  P.Subba Rao, Personnel Management And Human Resource Management, Himalaya publishing house.  Stephen P. Robbins, Organizational Behavior, 10th edition, Low Price Edition, Pearson Education.

Websites: www.google.com www.wikipedia.com WWW.Hindujagroup.Com