Post on 22-Apr-2015
transcript
1.1 INTRODUCTION ABOUT THE STUDY
STRESS
The common expression for stress is’ tension’ one is said to tense, when there is
some anxiety, some fear whether for desirable things may happen, whether something may
go wrong, etc. It is a state of discomfort felt the mind and experienced by the body, when
there is tension, the body may become weak.
DEFINITION
Stress is defined as a response of the human body to a felt need. When one is hung
and there is an urge to eat food, the body is in a state of stress, which disappears when the
need is fulfilled.
TWO KINDS OF STRESS
Eustress
This is the condition in which there is drive and effect to fulfill the needs. Motivation
is high. Achievement is seen as possible. The situation is challenging. Stress disappears when
the need is fulfilled.
Distress
This is condition when there a sense of helplessness in being able to achieve. The
feeling is of frustration. There is no success. May be, there no attempt even, because success
is seen as impossible. The stress condition remains.
Causes of Stress
1. Financial Problems – This is the number one source of stress these days. You and your
family are not be able to do what you want to due to lack of money. Debts are piling up.
Credit Card payments, pending mortgage installments, rising costs of education, mounting
expenditure on health concerns. Financial matters top the list of stressors.
1
2. Workplace Stress – Stress at workplace is another of the main causes of stress. You may
be worried about your next promotion. You might be facing the negative or bullying behavior
of your boss. You might not be reaching your well-deserved career goals; you might be
worried due to office politics. You might be stressed about some major change that is taking
place in the organization, or, you might be under stress because of the prospect of losing your
job.
3. Personal Relationships – Studies of children, attitude of relatives, arguments with spouse
or children, change of place due to requirements of your job, illness of a family member,
moving in of parents or moving out of elder children are all main causes of stress.
4. Health – Heart diseases, hypertension, problems with eye sight and sugar afflict many
people becoming a major cause of life stress for them. Maintaining good health, reducing
weight, increasing weight, being able to lead a healthy life-style: all of these and a few more
are the main causes of stress due to health concerns.
5. Irritants - Besides the ones that I have mentioned above there are those annoyances and
irritations that you encounter in your daily lives which go on to become biggest sources of
stress for you. Problems in commuting to workplace, balance of work and family life, PTMs
at children’s schools, workload, visit to doctor, not enough sleep, no time to relax, no time to
discuss some nagging problems – who is not aware of these stresses and strains of our lives?
You fight with them every day.
LEVEL OF STRESS
There are four basic levels of stress symptoms.
The first is the normal initial response and is characterized by increased heart
beat rates, increased blood pressure, dilation of pupils, sweat in palms and
reduced activity in the stomach.
At the second level, there is more irritability, shuttering and stammering,
difficulty in concentrating, restlessness, lack of appetite and tendency to
increased smoking or drinking for those habituated.
2
At the third level, there would be more headaches, stomach aches, sweating,
insomnia, depression etc.,
The fourth level would be characterized by ulcers, stroke, alcoholism, drug
addiction, psychosis etc.
MANAGING STRESS
Stress cannot be avoided. it should not be avoided. Without stress, there will be not
attempt to try the difficult. One will give up much too easily. One will not succeed in doing
even what one is easily cap[able of, because even the normal faculties will not come into play
- like the goalkeeper, if he remained relaxed even at the last minute.
WORK STRESS - TIPS
1. THE GIFT OF TRUST
Lack of control over ones' own work is number one on the top five stress list. It poses
a risk to the cardiac health of workers as great as that of smoking. The gift of trust give
employees the freedom to make decisions about the tasks before them, fusing a pledge
between employer and employee to trust each other in order to do good work and receive the
benefits of its.
2. TIME AND SPACE
Help employees get off the treadmill at work. Many people are getting ill not form
too much to do but from their sense that they have too much to do all at once, all the time.
3. JOB FULFILLMENT
Money is not the only reward people work for. Give them something just as valuable
in the long-term - appreciation for doing good work, the boss saying thank you for the extra
effort, helping them realize that what they do contributes to the organization's success.
4. SHARING SUCCESS AT WORK 3
Help employees to see that success is something to share, not own. This requires
leadership by example in the management ranks. Share the credit
5. LISTENING TO OTHERS AT WORK
Is an art form, hearing not only what others say but understanding how they feel and
what they need to do their job? Body language means a lot in communication between
people and we can't read body language by email.
How to Reduce Stress
Many stresses can be changed eliminated or minimized. Here are some
things you can do to reduce your level of stress.
Become aware of your own reactions to stress.
Reinforce positive self - statements.
Focus on your good qualities and accomplishments.
Avoid unnecessary competition.
Develop assertive behaviors.
Recognize and accept your limits. Remember that everyone is unique and
different.
Get a hobby or two. Relax and have fun.
Exercise regularly
Eat a balanced diet daily.
Talk with friends or someone you an trust about your worries / problems.
Talk with friends or someone you an trust about your worries / problems.
Learn to use your time wisely.
4
Evaluate how you are budgeting your time.
Plan ahead and avoid procrastination.
Make a weekly schedule and try to follow it.
Set realistic goals and priorities
When studying for an exam, study in short blocks and gradually lengthens
the time you spend studying. Take frequent short breaks,
Practice relaxation techniques. For example, whenever you feel tense,
slowly breathe in and out for several minutes
1.2 INTRODUCTION TO THE STUDY
5
SPANCO
Spanco Limited is in the business of creating Technology Infrastructure to help drive
governance efficiency across key sectors. Spanco Limited is SEI CMM Level 3 and ISO
9001-2008 certified. Spanco caters to large complex Technology Infrastructure projects
across Government, Power and Telecom Service Provider’s space. Spanco Limited also has a
formidable presence in the BPO space spread over four continents and catering to India,
US/Europe, Middle East and African markets.
Our Vision
To attain a position of leadership in providing innovative business and technically
competent solutions to our clients. Striving to achieve enhanced business competence for the
clients, through a team of highly proficient and motivated personnel for overall profitability
of the company and the satisfaction of all key stakeholders.
Our Mission
To partner with clients worldwide in migrating and managing their Business
Processes effectively. We are committed to customer delight through our dedicated resources,
organizational values, quality, innovative technology and highest security standards.
Values
Customer Focus: Partnering our customers as an extended arm and delivering process
excellence
Delivery: Following the highest ethical standards and meeting all legal and
compliance requirements
Excellence: Doing each job right the first time and every time, continuously
improving the way we work, developing the right skills and pursuing and leveraging
new technologies.
Trust: Meeting our commitments to our customers and demonstrating reliability in our
performance and business practices.
Telecom: The Indian telecom industry is one of the fastest growing and an extremely
competitive industry. Spanco BPO realizes the importance of easing of the regulatory
environment, increased acceptance and use of new products and services by
6
consumers, rapid technological advancements, and emergence of new markets in the
industry and crafts its services according to them.
Spanco BPO can help its telecom clients deliver world-class BPO services customized
to best meet the specific business issues. By bringing together state-of-the-art technology,
process excellence and best talent, we help telecom companies attain optimal process
performance and profitability. Our strength lies in our telecommunication teams having
industry-specific knowledge and technology skills to design and implement changes to your
business models and those of your customers.
It can provide the following BPO services to the telecommunication industry:
Telemarketing services
Cross-sell/ Up-sell
Customer Care
Customer Services such as welcome calls/notifications, enquiry support, technical
helpdesk, complaints resolution, billing disputes etc.
Customer Account Management comprising sub processes such as order taking and
processing, accounts activation and up gradation.
Back Office Services comprising data entry and validation, transactions processing
etc.
Collections Management Services
SPANCO BPO COIMBATORE
MANAGEMENT TEAMS:
7 SITE HEAD
The operation department is including 32 managers and two assistant
managers. The admin department consists 5 managers and one assistant manager. The
quality team includes 10 analysts one debt manager. The training team includes 8
trainees and one debt manager. The human resources is having 9 members including
one manager and one assistant manager. And finance department having one external
manager.
SHIFT TIME
5.30 AM – 2.30 PM
6.00 AM – 3.00 PM
7.00 AM – 4.00 PM
9.00 AM – 6.00 PM
10.00 AM - 7.00 PM
11.00 AM – 8.00 PM
4.00 PM – 1.00 AM
10.00 PM – 7.00 A
PROCESS AND EMPLOYEES
The SPANCO BPO is representing Aircel Customer Care Center. It has consisted
Rest of Tamil Nadu (ROTN), Chennai and Kerala. It includes more than 600 employees in
8
OPERATION
ADMIN QUALITY
TRAINING
HR
FINANCE
various shifts. Among these 468 employees is working for ROTN, 109 employees is working
for Tamil Nadu and 26 employees is working for Kerala
Accreditations
Spanco BPO is among the top 5 BPO companies for Employee Satisfaction in 2010
(Source: Dataquest)
Spanco BPO Ventures Ltd ranked in India’s Top 20 ITES and BPO Companies in
2010 (Source: Dun & Bradstreet)
Spanco BPO’s International operations is ISO 27001 (BS 7799) Certified for Call
Center Services and PCI DSS compliant for processes involving credit card
transactions
Spanco GKS awarded as best outsourcing solution provided with more than 300
seats in middle east by Insight(Middle East) for 2009
Spanco Ltd. is accorded the prestigious SEI CMM Level 3 Certification
Spanco Ltd. is a recognized NASSCOM member
Spanco Ltd. is accredited with the prestigious ISO 9001-2008 Quality Certification
Spanco Ltd. accorded Maharashtra State IT Award for Best IT Company in e-Gov
space for 2010
Spanco Ltd. nominated for the NDTV Profit Business Leadership Awards 2010-IT
Category
Spanco Ltd. ranked amongst 500 non finance companies by ‘The Business World
Real 500’
Spanco Ltd. consistently ranked in ET500 amongst outstanding companies of India
Inc
Spanco Ltd. awarded the Amity Leadership Award 2009.
1.3 OBJECTIVES OF THE STUDY
To study the stress level of the employees and stress score of the employees.
9
To study the various causative factors, which influence work stress.
To find out the job satisfaction and the opinion about the relationship between the
employees.
To know about the training and development programmes of the organization.
To find out the satisfaction level of monetary and non monetary facilities.
To suggest the ways to reduce stress of the employees in the organization.
10
1.4 SCOPE OF THE STUDY
The study on stress management in SPANCO BPO is conducted for a month period, within
the period; the relevant data are collected and analyzed which will be useful to the company.
The study is an attempt to measure the level of stress faced by the employees of SPANCO
BPO. The data is very useful for the company to know the stress of the employees in the
organization. The study identifies the various sources of stress and suggests some coping
strategies for the employees regarding their stress management.
11
1.5 LIMITATION OF THE STUDY
This study is applicable to Spanco BPO.
The sample size is restricted to only 100 employees due to time and cost constrain
The statistical tool has its own limitation.
The result of the study is only applicable during the period of the study.
Due to their busy schedule superiors were unable to spent time for giving their
opinions.
The response from some of the respondent might be biased.
12
1.6 CHAPTER SCHEME
Chapter I:
Introduction of the study, Introduction to the organization, Objectives of the study and
Scope of the study.
Chapter II:
Review of literature
Chapter III:
Research methodology, Research design, Sampling design, Method of data collection,
Tools for analysis, Limitation of the study.
Chapter IV:
Analysis and interpretation.
Chapter V:
Findings, Suggestion, conclusion, Appendices, Bibliography
13
CHAPTER II
REVIEW OF LITERATURE
1. Miss Shamitha Haridas - on her study "Role of interpersonal relationship in service
industries' found that about 56% of the respondents are not satisfied with the salary
scale. The study also reveals that about 72.5% of respondents are happy with the
system of communication in the organization, but at the same time (65%) of them are
not happy with the appraisal produce1
2. Ms. R.K. Jayasri on her study A study on employee morale of steel industries of
Kerala Ltd" found that about 60% of the respondents are satisfied with working
conditions2
3. Mr. Vimal Anand on his study “Employee satisfaction a Ponni Sugars" found rules
and regulations of the company respondents agreed by 96% of the employees. The
study also reveals that the team work succeeds; 86% of the respondents say that they
receive good co - ordination from their co -workers3.
4. Mr. M. Rameshkumar on his study “A study on employee discipline system at
Nilgiris Pvt Ltd." Found that most of the employees are having more comfortable and
continue the present job4.
5. Mr. P. Santhose on his study "Employees satisfaction towards physical working
environment in the AGT Spinning mills” found that only 36.5% of the workers are
satisfied with the neatness maintained in the working area5.
1 Miss Shamitha Haridas October 2000 "Role of interpersonal relationship in service industries2 Ms. R.K. Jayasri November 2000 " A study on employee morale at steel industries and Kerala Ltd3 Mr. Vimal Anand November 2001 "Employee satisfaction at Ponni sugars.4 Mr. M. Rameshkumar on his study “A study on employee discipline system at Nilgiris Pvt Ltd."5 Mr. P. Santhose on his study "Employees satisfaction towards physical working environment in the AGT Spinning mills",
14
CHAPTER III
RESEARCH METHODOLOGY
Research Methodology is a way to systematically solve the research problem. It may
be understood as a science of studying how research is done scientifically.
In this study the various steps that are generally adopted by a researcher in studying
the researcher problem along with the logic behind them.
3.1 RESEARCH DESIGN
The research design constitutes the blueprint for the collection measurement and
analysis data. It aids the scientist in allocation of limited resources by posing crucial
choices.
DATA SOURCE
Both primary and secondary data were collected for the study
Primary data were collected through interview method using a structured
questionnaire.
Secondary data were collected from sources like Spanco BPO Ltd. journal and
website.
RESEARCH TYPE
The design chosen to analyze the information is descriptive research.
3.2 SAMPLING DESIGN
The employees in Spanco BPO in Covai were taken as the sampling unit.
15
3.3 METHOD OF DATA COLLECTION
For the purpose of pilot study, 25 samples were employed. Based on the results, the
questionnaire was restructured. Finally 100 samples were taken for the research study.
SAMPLING TECHNIQUE
Non - Probability convenience sampling techniques was employed in selecting the
sample.
3.4 TOOLS FOR ANALYSIS
The data collected through the various sources was converted into readable from
through the process of classification, arrangement and presentation of data.
STATISTICAL ANALYSIS
SIMPLE PERCENTAGE ANALYSIS
The percentage method is used for comparing certain feature. The collected data represented
in the form of tables and graphs in order to give effective visualization of comparison made.
CHI-SQUARE ANALYSIS
It is useful to determine the significant relationship between the two variables. The formula is
used for chi-square test:
(Oij – Eij) 2
Chi-square = ∑----------------------------
(Eij)
Where,
Oij = Observed Frequency.
Eij = Expected frequency
16
CHAPTER IV
ANALYSIS AND INTERPRATATION
Table – 4.1
AGE
AgeNo. of
respondentsPercent
Below 20 28 28
20-30 62 62
Above 30 10 10
Total 100 100.0
Inference
The table shows that 28.0% of the respondents are aged below 20 years, 62.0 % of the
respondents are aged 20 years to 30 years, and 10% of the respondents are aged above 30
years.
The majority of the respondents are aged between 20-30 years (62.0%)
17
CHART -4.1.1
CHART SHOWING AGE
Below 2028%
20-3062%
Above 3010%
18
Table – 4.2
GENDER
GenderNo. of
respondentsPercent
Male 66 66.0
Female 34 34
Total 100 100
Inference
The above table shows 66.0 % of the respondents are Male and remaining 34 % of the
respondents are Female.
19
CHART -4.2.1
CHART SHOWING GENDER
20
Male Female0
10
20
30
40
50
60
70
GENDER
PERCENT
AGE
Table – 4.3
EDUCATIONAL QUALIFICATION
Educational QualificationNo. of
respondentsPercent
School Level 3 3
21
UG Degree 64 64
PG Degree 6 6
Others(Diploma) 27 27
Total 100 100.0
Inference
From the above table it is clear that 3% of the respondents are Qualified School Level,
64 % of the respondents are Qualified UG Degree, 6% of the respondents are Qualified PG
Degree, 27.0 %t of the respondents are Qualified Other Qualification.
The majority of the respondents are belongs to UG Degree category (64.0%)
22
CHART-4.3.1
CHART SHOWING EDUCATIONAL QUALIFICATION
School Level UG Degree PG Degree Others(Diploma)0
10
20
30
40
50
60
70
QUALIFICATION
PERCEN
TAGE
23
Table – 4.4
EXPERIENCE
ExperienceNo. of
respondentsPercent
Below 3 months 43 43
3-6 26 26
6-12 21 21
Above 1 years 10 10
Total 100 100.0
Inference
From the above table it shows that 43.0 % of the respondents are have below 3
months Service, 26.0 % of the respondents are have below 3 – 6 months of experience, 21 %
of the respondents are have below 6 – 12 months of experience, 10.0 % of the respondents
are have above 1 years of experience.
The most of the respondents are having below 3 months of experience (43.0%)
CHART-4.4.1
CHART SHOWING EXPERIENCE
24
Below 3 months 03-Jun 06-Dec Above 1 years0
5
10
15
20
25
30
35
40
45
EXPERIENCE
PERCEN
TAGE
Table – 4.5
DESIGNATION
DesignationNo. of
respondentsPercent
Executives 83 83
25
TL 11 11
QL 6 6
Total 100 100.0
Inference
The above table shows that 83 % of the respondents are working as Executives 11%
of the respondents are working as Team leaders and remaining 6 % of the respondents are
working as Quality leaders.
CHART-4.5.1
CHART SHOWING DESIGNATION
26
83%
11%
6%
ExecutivesTLQL
Table – 4.6
MARITAL STATUS
Marital StatusNo. of
respondentsPercent
Married 18 18
Un Married 82 82
Total 100 100.0
27
Inference
From the above table it is clear that 18 percent of the respondents are married and
remaining 82 percent of the respondents are Unmarried.
CHART -4.6.1
CHART SHOWING MARITAL STATUS
Married Un Married
28
Table -4. 7
NATURE OF EMPLOYMENT
Nature OF
Employment
No. of
respondentsPercent
Temporary 69 69
Permanent 31 31
Contract 0 0
Others 0 0
Total 100 100.0
Inference
It is clear from the table, 69 % of the respondents are Temporary Employee, 31 % of
the respondents are Permanent Employee, There are no respondents are Contract Base
Employee and other category.
The majority of the respondents are Temporary Employee (69%).
29
CHART -4.7.1
CHART SHOWING NATURE OF EMPLOYMENT
30
Temporary Permanent Contract Others0
10
20
30
40
50
60
70
NATURE OF EMPLOYMENT
PERCEN
TAGE
Table -4.8
OPINION ABOUT JOB SATISFACTION
Job SatisfactionNo. of
respondentsPercent
Highly satisfied 17 17
Satisfied 31 31
31
Neutral 30 30
Dissatisfied 19 19
Highly
dissatisfied3 3
Total 100 100.0
Inference
From the above table it is clear that 17 % of the respondents are highly satisfied with
their job, 31 % of the respondents are Satisfied with their job, 30.0 % of the respondents are
Neutral about their job, 19 % of the respondents are Dissatisfied about their job. 3% of the
respondents are highly dissatisfied about their job.
The most of the respondents are satisfied about their job (31%).
CHART -4.8.1
CHART SHOWING OPINION ABOUT JOB SATISFACTION
32
Highly satisfiedSatisfied
NeutralDissatisfied
Highly dissatisfied
0
5
10
15
20
25
30
35
SATISFACTION
PERCEN
TAGE
Table – 4.9
LEVEL OF STRESS33
DIFFICULTY IN CONCENTRATING
Difficulty In
Concentrating
No. of
respondentsPercent
Never 28 28
Sometimes 63 63
Always 9 9
Total 100 100.0
Inference
The above table shows that 28 % of the respondents are never having difficulty in
concentrating, 63% of the respondents are have sometimes and remaining 9 % of the
respondents are have always difficulty in concentrating.
CHART -4.9.1
CHART SHOWING LEVEL OF STRESS
DIFFICULTY IN CONCENTRATING
34
28%
63%
9%
Never Sometimes Always
Table – 4.10
HEADACHE
Headache No. of Percent35
respondents
Never 20 20
Sometimes 66 66
Always 14 14
Total 100 100.0
Inference
The above table shows that 20 % of the respondents are never having Headache, 66%
of the respondents are have sometimes and remaining 14 % of the respondents are having
always Headache,.
CHART-4.10.1
CHART SHOWING HEADACHE
36
Never Sometimes Always0
10
20
30
40
50
60
70
HEADACHE
PERCENTA
GE
Table – 4.11
IRRITABILTY
37
IrritabilityNo. of
respondentsPercent
Never 57 57
Sometimes 40 40
Always 3 3
Total 100 100.0
Inference
The above table shows that 57 % of the respondents are never having Irritability, 66%
of the respondents are have sometimes and remaining 14 % of the respondents are having
always Irritability.
CHART-4.11.1
CHART SHOWING IRRITABILTY
38
Never Sometimes Always0
10
20
30
40
50
60
IRRITABILITY
PERCENTA
GE
Table – 4.12
ALCOHOLISM
Alcoholism No. of Percent
39
respondents
Never 64 64
Sometimes 33 33
Always 3 3
Total 100 100.0
Inference
The above table shows that 64 % of the respondents are never having Alcoholism,
33% of the respondents are have sometimes and remaining 3 % of the respondents are having
always Alcoholism.
CHART-4.12.1
CHART SHOWING ALCOHOLISM
40
Never64%
Sometimes33%
Always3%
Table – 4.13
DRUG ADDICTION
41
Drug addictionNo. of
respondentsPercent
Never 96 96
Sometimes 4 4
Always 0 0
Total 100 100.0
Inference
The above table shows that 96 % of the respondents are never having Drugs, and
remaining 4% of the respondents are having sometimes Drugs.
CHART-4.13.1
CHART SHOWING DRUG ADDICTION
42
96%
4%
Never Sometimes Always
Table – 4.14
SATISFACTION TOWARDS SALARY
Satisfied with
Salary
No. of
respondentsPercent
Yes 38 38
No 62 63
Total 100 100.0
43
Inference
From the above table it is clear that 38 % of respondents are satisfied with salary and
remaining 62 % of the respondents are not satisfied with the salary.
44
CHART-4.14.1
CHART SHOWING SATISFACTION TOWARDS SALARY
Yes No0
10
20
30
40
50
60
70
SATISFACTION
PERCEN
TAGE
45
Table – 4.15
RELATIONSHIP AMONG TL AND EXECUTIVES
Opinion No. of respondents Percent
Highly satisfied 43 43
Satisfied 30 30
Neutral 22 22
Dissatisfied 4 4
Highly dissatisfied 1 1
Total 100 100.0
Inference
From the above table it is clear that 43 % of the respondents are highly satisfied about
their relationship among TL-Executives, 30 % of the respondents are satisfied about their
relationship among TL-Executives, 22 % of the respondents are Neutral about their
relationship among TL-Executives, 4 % of the respondents are dissatisfied about their
relationship among TL-Executives. And 1% of the respondents are highly dissatisfied about
their relationship.
The most of the respondents are highly satisfied about their relationship among TL-
Executives (43%).
46
CHART-4.15.1
CHART SHOWING RELATIONSHIP AMONG TL AND EXECUTIVES
47
Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied0
5
10
15
20
25
30
35
40
45
OPENION
PERCENT
AGE
Table -4.16
RELATIONSHIP AMONG EXECUTIVES
OpinionNo. of
respondentsPercent
Highly satisfied 48 48
48
Satisfied 35 35
Neutral 13 13
Dissatisfied 2 2
Highly dissatisfied 2 2
Total 100 100.0
Inference
From the above table it is clear that 48 % of the respondents are highly satisfied with
their relationship among executives 35 % of the respondents are satisfied with their
relationship among executives, 13 % of the respondents are Neutral with their relationship
among executives, 2 percent of the respondents are dissatisfied with their relationship among
executives and 2% of the respondents are highly dissatisfied with their relationship.
The most of the respondents are highly satisfied with their relationship among
workers (48%).
CHART-4.16.1
CHART SHOWING RELATIONSHIP AMONG EXECUTIVES
49
Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied0
5
10
15
20
25
30
35
40
45
50PERC
ENTAGE
50
Table – 4.17
RELATIONSHIP BETWEEN EXECUTIVES-MGT
OpinionNo. of
respondentsPercent
Highly satisfied 16 16
Satisfied 25 25
Neutral 30 30
Dissatisfied 16 16
Highly dissatisfied 13 13
Total 100 100.0
Inference
From the above table it is clear that from 16 % of the respondents are highly satisfied
with their relationship among Executives-mgt, 25 % of the respondents are satisfied with
their relationship, 30 % of the respondents are Neutral with their relationship, 16 % of the
respondents are Dissatisfied with their relationship. 13 % of the respondents are highly
dissatisfied with their relationship among Executives-mgt.
The most of the respondents are Neutral with their relationship among Executives-
mgt (30%).
51
CHART-4.17.1
CHART SHOWING RELATIONSHIP BETWEEN EXECUTIVES-MGT
52
Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied0
5
10
15
20
25
30
35
OPENION
PERCEN
TAGE
Table – 4.18
PRESENT COMMUNICATION SYSTEM
Communication
System
No. of
respondentsPercent
Very Good 27 27
Good 42 42
53
Fair 20 20
Poor 8 8
Very Poor 3 3
Total 100 100.0
Inference
From the above table it is clear that 27 % of the respondents are very good in
communication, 42 % of the respondents are good in communication, 20 % of the
respondents are fair in communication, 8 % of the respondents are poor in communication,
and 3 % of the respondents are very poor in communication.
The most of the respondents are good in Communication (42%).
CHART-4.18.1
CHART SHOWING PRESENT COMMUNICATION SYSTEM
54
Very GoodGood
FairPoor
Very Poor
0
5
10
15
20
25
30
35
40
45
PERCENT
AGE
Table – 4.19
JOB SECURITY
Job SecurityNo. of
respondentsPercent
Yes 71 71
55
No 29 29
Total 100 100.0
Inference
From the above table that it is inferred that 71 % of the respondent’s job are secured
and 29 % of respondents job are unsecured.
CHART-4.19.1
CHART SHOWING JOB SECURITY
56
71%
29%
Yes No
Table – 4.20
INCENTIVES
IncentivesNo. of
respondentsPercent
Highly satisfied 3 3
Satisfied 28 28
Neutral 35 35
Dissatisfied 25 25
57
Highly dissatisfied 9 9
Total 100 100.0
Inference
From the table it is clear that 3 percent of the respondents are highly Satisfied with
their Incentives, 28 percent of the respondents are Satisfied with their Incentives, 35 percent
of the respondents are Neutral with their Incentives, 25 percent of the respondents are
Dissatisfied with their Incentives. 9 percent of the respondents are highly dissatisfied with
their Incentives.
The most of the respondents are Neutral with their Incentives (35%)
CHART-4.20.1
CHART SHOWING INCENTIVES
58
Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied0
5
10
15
20
25
30
35
INCENTIVES
PERCEN
TAGE
Table – 4.21
BONUS
BonusNo. of
respondentsPercent
Highly satisfied 0 0
Satisfied 27 27
59
Neutral 31 31
Dissatisfied 29 29
Highly dissatisfied 13 13
Total 100 100.0
Inference
From the table it is clear that no one of the respondents are highly Satisfied with their
Bonus, 27% of the respondents are Satisfied with their Bonus, 31 % of the respondents are
Neutral with their Bonus, 29 % of the respondents are Dissatisfied with their Bonus, 13 % of
the respondents are highly dissatisfied with their Bonus.
The most of the respondents are Neutral with their Bonus (31%).
CHART-4.21.1
CHART SHOWING BONUS
60
Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied0
5
10
15
20
25
30
35
BONUS
PERCEN
TAGE
61
Table – 4.22
ALLOWANCE
AllowanceNo. of
respondentsPercent
Highly satisfied 2 2
Satisfied 13 13
Neutral 28 28
Dissatisfied 39 39
Highly dissatisfied 18 18
Total 100 100.0
Inference
From the above table it is clear that 2 % of the respondents are highly Satisfied with
their Allowance, 13 % of the respondents are satisfied with their Allowance, 28 % of the
respondents are neutral with their Allowance,39% of the respondents are dissatisfied with
their Allowance, 18 % of the respondents are highly dissatisfied with their Allowance.
The most of the respondents are Dissasatisfied with their Allowance (39%).
CHART-4.22.1
CHART SHOWING ALLOWANCE
62
Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied0
5
10
15
20
25
30
35
40
ALLOWANCE
PERCEN
TAGE
Table – 4.23
LEAVE
LeaveNo. of
respondentsPercent
Highly satisfied 7 7
63
Satisfied 33 33
Neutral 30 30
Dissatisfied 19 19
Highly dissatisfied 11 11
Total 100 100.0
Inference
From the above table it is clear that 7 % of the respondents are highly Satisfied with
their Leave, 33 % of the respondents are Satisfied with their Leave, 30 percent of the
respondents are Neutral with their Leave, 19 percent of the respondents are Dissatisfied with
their Leave. 11 percent of the respondents are highly dissatisfied with their sick leave.
The most of the respondents are satisfied l with their Leave (33%).
CHART-4.23.1
CHART SHOWING LEAVE
64
7%
33%
30%
19%
11%
Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied
Table – 4.24
SICK LEAVE
Sick LevelNo. of
respondentsPercent
Highly Satisfied 4 4
Satisfied 13 13
65
Neutral 36 36
Dissatisfied 29 29
Highly Dissatisfied 18 18
Total 100 100.0
Inference
From the above table it is clear that 4 % of the respondents are highly satisfied with
their Sick Leave. 13 % of the respondents are satisfied with their sick-Leave, 36 % of the
respondents are Neutral with their sick- Leave, 29 % of the respondents are dissatisfied with
their Sick Leave, and 18 % of the respondents are highly dissatisfied with their Sick Leave.
The most of the respondents are Neutral with their Sick Leave (36%).
CHART-4.24.1
CHART SHOWING SICK LEAVE
66
Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied0
5
10
15
20
25
30
35
40
SICK LEVEL
PERCENT
AGE
Table -4.25
PROMOTIONS
PromotionNo. of
respondentsPercent
Highly satisfied 0 0
67
Satisfied 6 6
Neutral 35 35
Dissatisfied 39 39
Highly dissatisfied 20 20
Total 100 100.0
Inference
From the above table it is clear that no one of the respondents are highly satisfied with
their Promotions, 6 % of the respondents are Satisfied with their Promotions, 35 % of the
respondents are Neutral with their Promotions, 29 % of the respondents are Dissatisfied with
their Promotions , 20 % of the respondents are highly dissatisfied with their Promotions.
The most of the respondents are respondents are Dissatisfied with their Promotions
(39%).
CHART-4.25.1
CHART SHOWING PROMOTIONS
68
Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied0
5
10
15
20
25
30
35
40
PROMOTION
PERCENT
AGE
Table – 4.26
SOURCES OF STRESS
High StressNo. of
respondentsPercent
Organizational 16 16
69
Group 19 19
Individual 24 24
Environmental 23 23
All 18 18
Total 100 100.0
Inference
From the above table it is clear that 16 % of the respondent’s main sources of Stress
are Organization, 19 % of the respondent’s main sources of Stress are Group, 24 % of the
respondent’s main sources of stress are individual, and 23% of the respondent’s main source
of stress is Environmental. And 18 percent of the respondent’s main sources of Stress are All
Kinds of Stress.
The most of respondent’s main sources of stress are Individual (24%).
70
CHART-4.26.1
CHART SHOWING SOURCES OF STRESS
Organizational Group Individual Environmental All0
5
10
15
20
25
STRESS
PERCEN
TAGE
71
Table – 4.27
ORGANIZATIONAL STRESS
RANK I RANK II RANK III RANK IV RANK VRES % RES % RES % RES % RES %
Task demands 4 11.7 7 20.5 8 23.5 2 5.8 4 11.7Role demands 6 17.6 3 8.8 5 14.7 4 11.7 5 14.7Inter personal demands
5 14.7 2 5.8 4 11.7 4 11.7 6 17.6
Organizational structure
6 17.6 4 11.7 6 17.6 3 8.8 5 14.7
Organizational leadership
9 26.4 2 5.8 6 17.6 1 2.9 4 11.7
Administrative Policies
8 23.5 1 2.9 1 2.9 3 8.8 8 23.5
Organization’s Process & Style
7 20.5 3 8.8 4 11.7 5 14.7 1 2.9
Organization’s Lifecycle
2 5.8 2 5.8 2 5.8 9 26.4 7 20.5
Working Condition
8 23.5 2 5.8 4 11.7 7 20.5 3 8.8
RANK VI RANK VII RANK VIII RANK IXRES % RES % RES % RES %
Task demands 3 8.8 3 8.8 1 2.9 2 5.8Role demands 7 20.5 3 8.8 1 2.9 0 0Inter personal demands
6 17.6 3 8.8 2 5.8 2 5.8
Organizational structure
0 0 7 20.5 2 5.8 1 2.9
Organizational leadership
3 8.8 4 11.7 2 5.8 3 8.8
Administrative Policies
7 20.5 5 14.7 1 2.9 0 0
Organization’s Process & Style
2 5.8 6 17.6 4 11.7 2 5.8
Organization’s Lifecycle
1 2.9 8 23.5 0 0 3 8.8
Working Condition 4 11.7 3 8.8 2 5.8 1 2.9
72
73
Inference
The majority of the respondents are mentioned 3rd Rank to task demands (23.5%).
The majority of the respondents are mentioned 6th Rank to the role demands (20.5%). The
majority of the respondents are mentioned 5th Rank to interpersonal demands (17.6%) The
majority of the respondents are mentioned 7th Rank to the organizational structure (20.5%).
The majority of the respondents are mentioned 1st Rank to the organizational leadership
(26.4%). The majority of the respondents are mentioned 1st Rank to the Administrative
policies (23.5%). The majority of the respondents are mentioned 1st Rank to the
organization’s Process & Style (20.5%). The majority of the respondents are mentioned 4th
Rank to the organization’s lifecycle (26.4%). The majority of the respondents are mentioned
1st Rank to the Working condition (23.5%).
74
CHART-4.27.1
CHART SHOWING ORGANIZATIONAL STRES
Task d
emands
Role dem
ands
Inter pers
onal dem
ands
Organizati
onal stru
cture
Organizati
onal leaders
hip
Administrative P
olicies
Organizati
on’s Proces
s & Sty
le
Organizati
on’s Lifec
ycle
Working C
ondition
0
2
4
6
8
10
12
RANK II RESRANK I
Task d
emands
Role dem
ands
Inter pers
onal dem
ands
Organizati
onal stru
cture
Organizati
onal lead
ership
Administrative
Policies
Organizati
on’s Proces
s & Sty
le
Organizati
on’s Lifec
ycle
Working C
ondition
0
1
2
3
4
5
6
7
8
RANK 3RANK 4
75
Task demands
Role demands
Inter perso
nal demands
Organizati
onal structure
Organizati
onal leadersh
ip
Administrative P
olicies
Organizati
on’s Process
& Style
Organizati
on’s Lifecy
cle
Working Condition
0
1
2
3
4
5
6
7
8
RANK V RESRANK VI RES
Task demands
Role demands
Inter perso
nal demands
Organizati
onal structure
Organizati
onal leadersh
ip
Administrative P
olicies
Organizati
on’s Process
& Style
Organizati
on’s Lifecy
cle
Working Condition
0
1
2
3
4
5
6
7
8
RANK VII
PERC
ENTA
GE
76
Task demands
Role demands
Inter personal demands
Organizational structure
Organizational leadership
Administrative Policies
Organization’s Process & Style
Organization’s Lifecycle
Working Condition
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
RANK VII RESRANK VIII RESRANK IX RES
77
CHART-4.28
GROUP STRESS
RANK I RANK II RANK III RANK IV RANK V RANK VI
RE
S%
RE
S%
RE
S%
RE
S%
RE
S%
RE
S%
Lack of
Group
Cohesiveness
10 27 821.
64
10.
85
13.
52 5.4
8 21.
6
Lack of
Social
Support
821.
610 27 7
18.
99
24.
33 8.1
0 0
Sexual
Harassment2 5.4 3 8.1 8
21.
65
13.
510 27
9 24.
3
Conflict8
21.
68
21.
69
24.
32 5.4 9
24.
3
1 2.7
Pressure8
21.
66
16.
29
24.
36
16.
25
13.
5
3 8.1
Attitude of
Group
Members
1129.
79
24.
37
18.
96
16.
23 8.1 1 2.7
78
Inference
The majority of the respondents are mentioned 1st Rank to the lack of group
cohesiveness (27%). The majority of the respondents are mentioned 2nd Rank to the lack of
social support (27%). The majority of the respondents are mentioned 5 th Rank to the sexual
harassment (27%). The majority of the respondents are mentioned 3rd Rank to the Conflict
(24.3%). The majority of the respondents are mentioned 3rd Rank to the Pressure (24.3%).
The majority of the respondents are mentioned 1st Rank to the Attitude of group members
(29.7%).
79
CHART-4.28.1
CHART SHOWING GROUP STRESS
Lack of Group Cohesiv
eness
Lack of So
cial Support
Sexual H
arassm
ent Conflict
Pressure
Attitude of Group Members
0
2
4
6
8
10
12
RANK I RESRANK II RES
Lack o
f Group Cohesiv
eness
Lack o
f Social
Support
Sexual H
arassm
entConflict
Pressure
Attitude of G
roup Members
0
2
4
6
8
10
12
14
16
Series4Series2
80
1 2 3 4 5 60
1
2
3
4
5
6
7
8
9
10
RANK VRANK VI
81
Table – 4.29
INDIVIDUAL STRESS
RANK I RANK II RANK III RANK IV RANK V RANK VI
RE
S%
RE
S%
RE
S%
RE
S%
RE
S%
RE
S%
Economic
Problem11
26.
17
16.
68
19.
410
23.
82 4.7
4 9.5
Family
Problem9
21.
410
23.
89
21.
410
23.
83 7.1
1 4.7
Life &
Career
Changes
614.
27
16.
64 9.5 10
23.
87
16.
6
8 19.
4
Life Trauma4 9.5 3 7.1 9
21.
410
23.
86
14.
2
9 21.
4
Lifestyle7
16.
64 9.5 10
23.
811
26.
19
21.
4
1 4.7
Personality6
14.
25
11.
93 7.1 9
21.
49
21.
4
10 23.
8
82
Inference
The majority of the respondents are mentioned 6th Rank to the personality (23.8%).
The majority of the respondents are mentioned 4th Rank to the life and carrier changes
(23.8%). The majority of the respondents are mentioned 4th Rank to the life trauma (23.8%).
The majority of the respondents are mentioned 2nd Rank to the Family problem (23.8%). The
majority of the respondents are mentioned 1st Rank to the Economic problem (26.1%). The
majority of the respondents are mentioned 4th Rank to the lifestyle (26.1%).
83
CHART-4.29.1
CHART SHOWING INDIVIDUAL STRESS
Economic P
roblem
Family
Problem
Life & Care
er Changes
Life Tr
aumaLife
style
Personalit
y0
2
4
6
8
10
12
RANK I RESRANK II RES
PERC
ENTA
GE
Economic Problem
Family Problem
Life & Career
Changes
Life Trauma Lifestyle Personality0
5
10
15
20
25
RANK IV RESRANK III RES
PERC
ENTA
GE
84
Economic Problem
Family Problem
Life & Career
Changes
Life Trauma Lifestyle Personality0
2
4
6
8
10
12
14
16
18
20
RANK VI RESRANK V RES
PERCEN
TAGE
85
Table – 4.30
ENVIRONMENTAL STRESS
RANK I RANK II RANK III RANK IV RANK V
RES % RES % RES % RES % RES %
Time Pressure 8 19.5 7 17 8 19.5 10 24.3 8 19.5
Competition 5 12.1 5 12.1 4 9.7 16 39 11 26.8
Financial
Problems11 26.8 10 24.3 9 21.9 8 19.5 3 7.3
Noise 10 24.3 9 21.9 9 21.9 8 19.5 5 12.1
Disappointments 8 19.5 10 24.3 10 24.3 6 14.6 7 17
Inference
The majority of the respondents are mentioned 4th Rank to the Time pressure
(24.3%). The majority of the respondents are mentioned 4th Rank to the Competition (39%).
The majority of the respondents are mentioned 1st Rank to the Financial problems (26.8%).
The majority of the respondents are mentioned 1st Rank to the Noise (24.3%). The majority
of the respondents are mentioned 2nd Rank to the Disappointments (24.3%).
86
CHART-4.30.1
CHART SHOWING ENVIRONMENTAL STRESS
Time P
ressure
Competition
Financial
Problems Noise
Disappointments
0
5
10
15
20
25
Series4Series2
PERC
ENTA
GE
Time P
ressure
Competition
Financial
Problems Noise
Disappointments
0
5
10
15
20
25
30
35
Series10Series8Series6
87
Table – 4.31
TRAINING AND DEVELOPMENT PROGRAM
Training and
Development
Program
No. of
respondentsPercent
Yes 88 88
No 12 12
Total 100 100.0
Inference
From the above table it is clear that 88 percent of the respondents are having the
Training and Development Program, 12 percent of the respondents are not having the
Training and Development Program.
88
CHART-4.31.1
CHART SHOWING TRAINING AND DEVELOPMENT PROGRAM
89
88%
12%
Yes No
Table –
4.32
TYPE OF THE TRAINING PROGRAM
TrainingNo. of
respondentsPercent
On the Job 96 96
Off the Job 4 4
Total 100 100.0
Inference90
From the above table that 96 percent of the respondents are On the Job and
remaining 4 percent of the respondents are Off the Job.
91
CHART-4.32.1
CHART SHOWING TYPE OF THE TRAINING PROGRAM
On the Job Off the Job0
20
40
60
80
100
120
TYPE
PERCENT
AGE
92
Table-4.33
OPENION ABOUT THE PROGRAM
OpinionNo. of
respondentsPercent
Highly satisfied 12 12
Satisfied 31 31
Neutral 26 26
Dissatisfied 20 20
Highly dissatisfied 11 11
Total 100 100.0
Inference
From the above table it is clear that 12 % of the respondents are highly satisfied with
their program, 31 % of the respondents are Satisfied with their program, 26 % of the
respondents are Neutral about their program, 20 % of the respondents are Dissatisfied about
their program. 11% of the respondents are highly dissatisfied about their program.
CHART-4.33.1
93
CHART SHOWING OPENION ABOUT THE PROGRAM
Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied0
5
10
15
20
25
30
35
PERCENTA
GE
Table-4.34
94
ENCOURAGE INNOVATION AND REWARD ACHIEVEMETS
INNOVATION
AND REWARD
ACHIEVEMET
S
No. of
respondentsPercent
Yes 24 24
No 39 39
Rarely 37 37
Total 100 100.0
Inference
From the above table it is clear that 24 percent of the respondents are getting the
Innovation and reward achievements, 12 percent of the respondents are not getting the
Innovation and reward achievements. And 37 percent respondents rarely getting the
Innovation and reward achievements.
CHART-4.34
95
CHART SHOWING ENCOURAGE INNOVATION AND REWARD
ACHIEVEMETS
-
24%
39%
37%
Yes No Rarely
96
CHI-SQUARE ANALYSIS
TEST: 1
Age Group Sources of Stress Total
Organizational Group Individual Environmental All
Below 20 4 8 7 5 4 28
20-30 10 9 15 17 11 62
Above 30 2 2 2 1 3 10
Total 16 19 24 23 18 100
ASSOCIATION BETWEEN AGE AND SOURCES OF STRESS
Null hypothesis (H0)
There is no association between age and sources of stress.
Alternative hypothesis (Ha)
There is an association between age and sources of stress.
(Oij – Eij) 2
Chi-square = ∑----------------------------
(Eij)
Where,
Oij = Observed Frequency.
Eij = Expected frequency.
Expected frequency is calculated as follows:
97
Row total x column total
E = ---------------------------------------------
Grand total
Degree of freedom = ( r-1 ) x ( c-1 )
Where,
R = Number of rows
C = Number of columns
98
We can now calculate value of Chi-square test
Groups Oij Eij ( Oij - Eij ) ( Oij - Eij )2 ( Oij - Eij )2/ Eij
Below 20 yrs age group
Organizational stress
Group stress
Individual stress
Environmental stress
All level of stress
20-30 yrs age group
Organizational stress
Group stress
Individual stress
Environmental stress
All level of stress
Above 30 yrs age group
Organizational stress
Group stress
Individual stress
Environmental stress
All level of stress
4
8
7
5
4
10
9
15
17
11
2
2
2
2
3
4
5
8
6
5
10
12
15
14
11
2
2
2
2
2
0
3
1
1
1
0
3
0
3
0
0
0
0
1
1
0
9
1
1
1
0
9
0
9
0
0
0
0
1
1
0.00
1.80
0.12
0.16
0.20
0.00
0.75
0.00
0.64
0.00
0.00
0.00
0.00
0.50
0.50
Total 4.67
The calculated value of = 4.67
Therefore, the degree of freedom = (r-1) (c-1)
= (3-1) (5-1)
= (2) (4)
= 8
The table value showing chi-square analysis:
Calculated value X2 4.67
Degree of freedom 8
Level of significants 5%
99
Table value 15.51
Result Accepted
Since the calculated value is less than the table value and null hypothesis is
accepted. So there is no association between age and sources of stress.
TEST: 2
ASSOCIATION BETWEEN SALARY SATISFACTION AND SOURCES
OF STRESS
Opinion Sources of Stress Total
100
Organizational Group Individual Environmental All
Yes 8 9 8 6 7 38
No 8 11 16 17 11 63
Total 16 19 24 23 18 100
Null hypothesis (H0)
There is no association between salary satisfaction and sources of stress.
Alternative hypothesis (Ha)
There is an association between salary satisfaction and sources of stress.
(Oij – Eij) 2
Chi-square = ∑----------------------------
(Eij)
Where,
Oij = Observed Frequency.
Eij = Expected frequency.
Expected frequency is calculated as follows:
Row total x column total
E = ---------------------------------------------
101
Grand total
Degree of freedom = ( r-1 ) x ( c-1 )
Where,
R = Number of rows
C = Number of columns
We can now calculate value of Chi-square test
Groups Oij Eij ( Oij - Eij ) ( Oij - Eij )2 ( Oij - Eij )2/ Eij
Yes
102
Organizational stress
Group stress
Individual stress
Environmental stress
All level of stress
No
Organizational stress
Group stress
Individual stress
Environmental stress
All level of stress
8
9
8
6
7
8
11
16
17
11
2
2
2
3
0
2
1
1
2
0
4
4
4
9
0
2
1
1
2
0
4
4
4
9
0
4
1
1
4
0
0.66
0.57
0.66
1.00
0.00
0.44
0.08
0.06
0.26
0.00
Total 3.69
The calculated value of = 3.69
Therefore, the degree of freedom = (r-1) (c-1)
= (2-1) (5-1)
= (1) (4)
= 4
The table value showing chi-square analysis:
Calculated value X2 3.69
Degree of freedom 4
Level of significants 5%
Table value 9.49
103
Result Accepted
Since the calculated value is less than the table value and null hypothesis is
accepted. So there is no association between salary satisfaction and sources of stress.
TEST: 3
ASSOCIATION BETWEEN WORKPLACE ENCOURAGEMENT AND
SOURCES OF STRESS
Experience Sources of Stress Total
Organizational Group Individual Environmental All
Yes 3 1 4 9 7 24
No 5 10 9 8 7 39
104
Rarely 8 8 11 6 4 37
Total 16 19 24 23 18 100
Null hypothesis (H0)
There is no association between age and sources of stress.
Alternative hypothesis (Ha)
There is an association between age and sources of stress.
(Oij – Eij) 2
Chi-square = ∑----------------------------
(Eij)
Where,
Oij = Observed Frequency.
Eij = Expected frequency.
Expected frequency is calculated as follows:
Row total x column total
E = ---------------------------------------------
Grand total
Degree of freedom = ( r-1 ) x ( c-1 )
Where,
R = Number of rows
C = Number of columns
105
We can now calculate value of Chi-square test
Groups Oij Eij ( Oij - Eij ) ( Oij - Eij )2 ( Oij - Eij )2/ Eij
Yes
Organizational stress
Group stress
Individual stress
Environmental stress
All level of stress
No
Organizational stress
3
1
4
9
7
5
4
4
6
6
4
6
3
3
2
3
3
2
9
9
4
9
9
4
2.25
2.25
0.66
1.50
2.25
0.66
106
Group stress
Individual stress
Environmental stress
All level of stress
Rarely
Organizational stress
Group stress
Individual stress
Environmental stress
All level of stress
10
9
8
7
8
8
11
6
4
7
9
9
8
6
7
9
9
7
3
3
1
3
3
2
2
3
3
9
9
1
9
9
4
4
9
9
1.28
1.00
0.11
1.28
1.50
0.14
0.44
1.00
1.28
Total 17.54
The calculated value of = 17.54
Therefore, the degree of freedom = (r-1) (c-1)
= (3-1) (5-1)
= (2) (4)
= 8
The table value showing chi-square analysis:
Calculated value X2 17.54
Degree of freedom 8
107
Level of significants 5%
Table value 15.51
Result Rejected
Since the calculated value is higher than the table value and null hypothesis is
rejected. So there is an association between workplace encourage and reward
achievement and sources of stress.
CHAPTER V
FINDINGS
62 % of the respondents are in age group of 20-30.
66% of the respondents are male.
64 % of the respondents are having UG qualifications.
43 % of the respondents are having below 3 months experience.
83% of the respondents are executives.
82 % of the respondents are unmarried.
108
69% of the respondents are temporary post.
31 % of the respondents are satisfied with their job.
63% of the respondents are having sometimes in difficulty in concentrating.
66% of the respondents are having sometimes in headache problem.
57% of the respondents are never problem with irritability.
64% of the respondents are never using alcohols.
96% of the respondents are never using drugs.
62 % of the respondents are not satisfied with their salary.
43% of the respondents are highly satisfied with their relationship between
executives and TL.
48 % of the respondents are highly satisfied with their relationship among
executives.
30% of the respondents are neutral relationship with their relationship between
executives and management.
42% of the respondents are good communication system.
71% of the respondents are having job security.
35% of the respondents are neutral with their incentives.
29% of the respondents are dissatisfied with bonus.
39% of the respondents are dissatisfied with allowance.
33% of the respondents are satisfied with leave.
36% of the respondents are neutral with sick leave.
39% of the respondents are dissatisfied with promotion.
16 % of respondents are having organizational stress.
19 % of respondents are having group stress.
109
24 % of the respondents are having individual stress.
23 % of the respondents the sources of stress from the environmental factor.
18 % of the respondents get stress from organization, group individual and
environmental factors.
96% of the respondents are getting off the job training.
31% of the respondents are satisfied with their training programme.
39% of the respondents are not getting encouragement for innovation and reward
achievement.
SUGGESTIONS
Most of the respondents face stress due to the individual factors, So the
company can arrange for relaxation programs like yoga, personal counseling
etc.,
To overcome the organizational and group stress, the organization can
arrange training programmes regarding work management, time management
etc.,
The company can arrange some refreshment programmes for employees to
build a better relationship between management and workers and among
workers.
The company can restructure the existence salary system.
110
Most of the respondents are neutral relationship between management, So the
company can arrange inter relationship programme with executives.
The company can improve monetary and non monetary policies to
employees.
5.1 CONCLUSION
Stress is a part of day to day living. Mild forms of stress can act as a motivator and
energizer. However stress is too high, it will leads to, medical and social problems to labors.
From the findings and suggestions, a clear picture is drawn that there exist a stress within the
employees of an organization. To attain a effective communication between the employees
and higher officials of an organization and to reduce the stress, yoga classes and remedy cell
for grievance will be the best solution.
111
APPENDIX
A STUDY ON STRESS MANAGEMENT OF EMPLOYEES IN SPANCO
BPO LTD, COVAI
1. Name (Optional) : ___________________
2. Age
[ ] Below 20 [ ]20-30 [ ] Above 30
3. Gender
[ ] Male [ ] Female
4. Education Qualification
[ ] School Level [ ] UG Degree [ ] PG Degree [ ] Other
112
if others Mention ____________________
5. Experience
[ ] Below 3 months [ ] 3-6 [ ] 6-12 [ ] Above 1 years
6. Designation
[ ] Executives [ ] TL [ ] QL
7. Marital Status
[ ] Married [ ] Un married
8. Nature of employment
[ ] Temporary [ ] Permanent [ ] Contract [ ] Other
If others Mention ____________________________________
9. Your opinion about job satisfaction
[ ] Highly Satisfied [ ] satisfied [ ] Neutral [ ] Dissatisfied
[ ] Highly Dissatisfied
10. Opinion about the Level of stress
Causes Opinions
Never Sometimes Always
Difficulty in concentrating
Headache
Irritability
Alcoholism
Drug addiction
11. Are you satisfied with your salary system?
113
[ ] yes [ ] No
If No, reason ______________________
12. Your Opinion about the relation ship
S.NO PARTICULARS HS S N DS HDS
1. Team leaders - Executives
2. Among executives
3. Executives – Management
13. Your Opinion About The Present Communication System
[ ] Very Good [ ] Good [ ] Fair [ ] Poor [ ] Very Poor
14. Do you have job Security?
15. [ ] Yes [ ] No
16. Satisfaction of following facilities
MONETARY NON MONETARY
FACTORS HS S N DS HDS FACTORS HS S DS HDS
1. Incentive 1. Leave
2. Bonus 2. Sick Leave
3.Alloance 3. Promotion
17. Major sources for high stress
[ ] Organizational [ ] Team [ ] Individual [ ] Environmental [ ] All
(i) If organizational factors, rank the following
114
FACTORS RANK
1) Task Demands
2) Role Demands
3) Inter personal Demands
4) Organizational Structure
5) Organizational Leader Ship
6) Administrative Policies
7) Organization’s Process & Style
8) Organization’s Lifecycle
9) Working condition
(ii) If group factors, rank the following
FACTORS RANK
1) Lack of group Cohesiveness
2) Lack of social Support
3) Sexual Harassment
4) Conflict
5) Pressure
6) Attitude of Group Members
(iii) If individual factors, rank the following
FACTORS RANK
115
(1) Personality
(2) Life & Career Changes
(3) Life Trauma
4) Family Problem
5) Economic problem
6) Lifestyle
(iv) If environmental factors, rank following
FACTORS RANK
1) Time pressure
2) Competition
3) Financial problems
4) Noise
5) Disappointments
18. Whether Training & Development Program Is Organized In Your Concern?
[ ] Yes [ ] No
19. If yes, what type of program would you have?
116
[ ] On the job [ ] off the job
20. Your opinion about the program
[ ]Highly Satisfied [ ] Satisfied [ ] Neutral
[ ] Dissatisfied [ ] Highly Dissatisfied
21. Does your workplace encourage innovation and reward achievement
[ ] Yes [ ] No [ ] Rarely
22. Give your suggestions _________________________________
BIBLIOGRAPHY
Books
KOTHARI C.R: Research Methodology: Wishpa Prakasam; New Delhi;
11nd Edition, 2001.
MAMORIA C.B.: Personnel Management; Himalaya Publishing House
1998.
TRIPATHI P.C: Personal Management and industrial Relations; Sultan
chand and Sons; New Delhi: 16th Edition 2002.
CAROL A. TURKINGTON: Stress management; MC Graw - hill; 1998.
Articles
DANIEL E. MOERMAN: The Anthropology of Medicine; Bergin & Garvey; 1997
117
ROBERT A. ROTH: Teachers Managing Stress and Preventing Burnout; Falmer Press; 1993
STEPHEN WILLIAMS: Managing Workplace Stress; John Wiley & Sons; 2002
WEB SITES
www.spancobpo.com
www.medicinenet.com/stress_management.../article.html
www.mindpowerindia.com
118