A study on stress among the employees with special

reference to Steroid soft, Coimbatore.

Preface

The study of human resource management is one of the major criteria in the corporate sector.

Human resource is the heart of the organization. By this research project we will be able to know

to reduce the stress level of the employees working in the IT companies. By this way the

productivity of the employee increases.

Now a day the corporate sector is booming in a high speed that the people have to work for

prolonged hours to maintain the standard of living and achieve their basic needs. So is the

condition in the hospitals, colleges, BPO’s and lots of other places. In spite of having the modern

technologies and facilities, people are feeling themselves to be work loaded and stressed. Stress

arises because of many reasons which are discussed in the following project. The project report

also contain techniques how to reduce the stress and overcome such problems.

To identify the level of stress among the people who work I have tried to survey the people

working in hospitals, BPO’s and other industries as well as institutes. Stress arises because of

unfulfilled wants, lack of job satisfaction etc. before starting the topic of stress; let’s first

understand the importance of human resource.

CONTENTS

S.No. TITLE NAME PAGE No.

1. Introduction

2. Company profile

3. Scope of the study

4. Review of literature

5. Objective of study

6. Research methodology

7. Findings

8. Suggestions

9. Conclusion

10. Annexure

11. Bibliography

1. INTRODUCTION

(1.1) INTRODUCTION TO HR

Human Resource Management is an art of managing people at work in such a manner

that they give their best to the organization. In simple word human resource management

refers to the quantitative aspects of employees working in an organization.

Human Resource Management is also a management function concerned with hiring, motivating,

and maintains people in an organization. It focuses on people in organization.

Organizations are not mere bricks, mortar, machineries or inventories. They are people. It is the

who staff and manage organizations.HRM involves the application of management functions and

principles. The functions and principles are applied to acquisitioning, developing, maintain, and

remunerating employees in organizations.

Decisions relating to employees must be integrated. Decision on different aspect of employees

must be consistent with other human resource decisions. Decision made must influence the

effectiveness of organization. Effectiveness of an organization must result in betterment of

services to customers in the form of high-quality product supplied at reasonable costs

HRM function s is not confined to business establishment only. They are applicable to non-

business organizations, too such as education, health care, recreation etc. The scope of HRM is

indeed vast. All major activities in the working life of his or her entry into an organization until

he or she leaves-come under the previews of HRM specifically, the activities included are HR

planning, job analysis and be sign, recruitment and selection, orientation and placement, training

and development, performance appraisal and job evaluation, employee and executive

remuneration, motivation and communication, welfare, safety and health, industrial relations and

the like. HRM is a broad concept Personnel management and human resource development is a

part of HRM. Before we define “Human Resource Management”, it seems good to first

define heterogeneous in the sense that they differ in personality, perception, emotions,

values, attitudes, motives, and modes of thoughts.

Human resource management plays an important role in the development process of modern economy. In fact it is said that all the development comes from the human mind.

“ Human Resource Management is a process of producing development, maintaining and

controlling human resources for effective achievement of organization goals.”

( 1.2) INTRODUCTION TO STRESS

A lot of research has been conducted into stress over the last hundred years. Some of the theories

behind it are now settled and accepted; others are still being researched and debated. During this

time, there seems to have been something approaching open warfare between competing theories

and definitions: Views have been passionately held and aggressively defended.

What complicates this is that intuitively we all feel that we know what stress is, as it is

something we have all experienced. A definition should therefore be obvious…except that it is

not.

Definition:

Hans Selye was one of the founding fathers of stress research. His view in 1956 was that “stress

is not necessarily something bad – it all depends on how you take it. The stress of exhilarating,

creative successful work is beneficial, while that of failure, humiliation or infection is

detrimental.” Selye believed that the biochemical effects of stress would be experienced

irrespective of whether the situation was positive or negative.

Since then, a great deal of further research has been conducted, and ideas have moved on. Stress

is now viewed as a "bad thing", with a range of harmful biochemical and long-term effects.

These effects have rarely been observed in positive situations.

The most commonly accepted definition of stress (mainly attributed to Richard S Lazarus) is that

stress is a condition or feeling experienced when a person perceivesthat “demands exceed the

personal and social resources theindividual is able to mobilize.” In short, it's what we feel

when we think we've lost control of events.

This is the main definition used by this section of Mind Tools, although we also recognize that

there is an intertwined instinctive stress response to unexpected events. The stress response

inside us is therefore part instinct and part to do with the way we think.

The types of stress are as follows:

Mechanical

Stress (physics), the average amount of force exerted per unit area.

Yield stress, the stress at which a material begins to deform plastically.

Compressive stress, the stress applied to materials resulting in their compaction.

Biological

Stress (biological), physiological or psychological stress; some types include:

o Chronic stress, persistent stress which can lead to illness and mental disorder

o Eustress, positive stress that can lead to improved long-term functioning

o Workplace stress, stress caused by employment

Music

Accent (music).

Stress (band), an early '80s melodic rock band from San Diego.

Stress (punk band), an early '80s punk rock band from Athens.

Stress (Neo-Psychedelic band), from the late 1980's.

Stress, a song by the French band Justice on their debut album

Other

Stress (game), card game

Stress (linguistics), phonological use of prominence in language

Stress (physics), the average amount of force exerted per unit area.

Stress is a measure of the average amount of force exerted per unit area. It is a measure of

the intensity of the total internal forces acting within a body across imaginary internal

surfaces, as a reaction to external applied forces and body forces. It was introduced into the

theory of elasticity by Cauchy around 1822. Stress is a concept that is based on the concept

of continuum. In general, stress is expressed as

Where

Is the average stress, also called engineering or nominal stress, and

Is the force acting over the area .

Chronic Stress

Chronic stress is stress that lasts a long time or occurs frequently. Chronic stress is potentially

damaging.

Symptoms of chronic stress can be:

upset stomach

headache

backache

insomnia

anxiety

depression

anger

In the most severe cases it can lead to panic attacks or a panic disorder.

There are a variety of methods to control chronic stress, including exercise, healthy diet, stress

management, relaxation techniques, adequate rest, and relaxing hobbies.

Ensuring a healthy diet containing magnesium may help control or eliminate stress, in those

individuals with lower levels of magnesium or those who have a magnesium deficiency. Chronic

stress can also lead to a magnesium deficiency, which can be a factor in continued chronic stress,

and a whole host of other negative medical conditions caused by a magnesium deficiency.

It has been discovered that there is a huge upsurge in the number of people who suffer from this

condition. A very large number of these new cases suffer from insomnia.

In a review of the scientific literature on the relationship between stress and disease, the authors

found that stress plays a role in triggering or worsening depression and cardiovascular disease

and in speeding the progression of HIV/AIDS.

Compressive stress:

Compressive stress is the stress applied to materials resulting in their compaction

(decrease of volume). When a material is subjected to compressive stress, then this material is

under compression. Usually, compressive stress applied to bars, columns, etc. leads to

shortening.

Loading a structural element or a specimen will increase the compressive stress until the reach of compressive strength. According to the properties of the material, failure will occur as yield for materials with ductile behavior (most metals, some soils and plastics) or as rupture for brittle behavior (geometries, cast iron, glass, etc).

In long, slender structural elements -- such as columns or truss bars -- an increase of compressive

force F leads to structural failure due to buckling at lower stress than the compressive strength.

Compressive stress has stress units (force per unit area), usually with negative values to indicate the compaction. However in geotechnical engineering, compressive stress is represented with positive values.

ORGANIZATION PROFILE

COMPANY PROFILE:

Steroidsoft is an Indian-based IT Firm delivering high quality, cost effective, reliable result oriented IT solutions on time for a global clientele. Our goal is to develop IT solutions that improve business process and maximize return on your investment in the shortest possible time. Started in 2010 to service clients in India, we have grown and currently serving international clients.We have been successfully in delivering IT projects of varying complexities across a wide range of domain and clients spread across the globe. We develop unique solutions that ensure increased efficiency and competitive advantage for your business and end users. This is achieved by adhering to established software development & quality process, constantly improving & innovating, hiring highly skilled resources, continuous training.

VISION & MISSION:

We Value Our Clients:

We at Steroidsoft, believe working in a flexible environment that fits software development process around client culture and requirement. Quality is the prerequisite for every task and we know that good job always brings new clients.

We Believe in Quality:

We strive to provide our clients with world-class service and products. Exceeding expectations and consistently delivering quality products at low cost is what drives us to business.

We Value Our People:

We believe that our people are the key to achieving our business objectives. We value our people and their performance. We are committed to providing an environment to develop their skills and achieving their career goals through continuous training and education.

OUR RANGE OF WEB DESIGNING SERVICES INCLUDE

Web Development

The modern day business requires business to have a strong online presence, being in touch with customers & vendors and collecting dynamic data trends. By developing custom software you can bring in the competitive edge along with the much needed vibrancy

Our philosophy is to bring business solution through technology. We are focused on creating a customer centered solutions. Starting from the movement the project is approved, we have experts in all areas ranging from business analysis to testing and deployment. Our project management team works closely with the client and the software development team and makes sure the product is rolled out to complete client satisfaction. Our expertise ranges from:

Custom application development Application re-engineering E-commerce application development Enterprise level software application development Customized CRM and CMS development Application extension and up-gradation to make it more scalable for future business

needs Custom web based application development using technologies like ASP.net, PHP Client - Server Application Development

Ecommerce Development

A web store can provide a rich shopping experience that match current market trends using web technology. It is also a cost effective way of expanding customer base. It also makes shopping easy and quick for the customers. An e-commerce website can be as simple as a website with product catalogue and enquiry generation to something from end to end solution like inventory management to shipping. We are a one stop shop for all your e-commerce requirements; we have experts in template designing, new application installation, custom building modules and plug-in integration. We also have experience developing e-commerce solutions through open source like Zen Cart, osCommerce, CRELoader etc.

Search Engine Optimization

Search engine optimization is the process of optimizing website and making client WebPages according to search engine guidelines. SEO increases company presence and increases traffic by displaying top of search results.

Search Engine Marketing

Search Engine Marketing promotes websites by increasing their visibility in search engine results pages by placing paid placements, contextual advertisement and paid inclusion. We define and measure the progress of our client business and marketing goals through a series of performance indicators.

E-mail Marketing

E-mail marketing provides a simple and more effective way of reaching a focused target audience.

Some of the distinctive advantages are:

Instant Response Increased Sales More Repeat Business Market Knowledge Maximize Customer Relationship Measurable Results

Mobile Application Development

Our mobile phone applications can help you target a large customer base, increase sales and make your brand much more competitive and valuable. We have a rich resource pool of highly skilled developers with vast experience of developing iPhone and android applications. We also have experience in game developments for the phones with highly interactive and excellent graphic and sound features. We provide end to end service starting from concept development to registering apps in iPhone store / Android Market.

Areas of Mobile Application development:

iPhone Game Development iPhone business apps development Custom iPhone apps Social networking apps Web-safari apps GPS enabled iPhone applications Online audio streaming apps

Application Maintenance

Maintaining an application is the most critical part of any business. There is constant change in business needs and therefore additional features are required to update the deployed application to manage business needs. When it comes to existing critical business systems, it is very

challenging as the downtown is very short and would affect business. In the past we have successfully handled such projects with experienced resources, meticulous planning and implementing. Steroidsoft not only assists you in customized application development but also maintaining them to ensure smooth operations and reduce cost by constantly updating to latest business requirements rather than redeveloping new application and redeploying it.

Scope of Study :

The research was carried out to define how the IT industry should work in terms of managing stress and where the company is lacking for doing the same, in addition what all techniques should be used so that they manage the stress effectively. For conducting the study help of certain tools were taken such as journals, net search, filling up of questionnaires and one-on-one interactions with the senior managers of the organization.

Literature Review

A mainstream group of employees articulated that their organizations did not care for its employees and sometimes employees don’t like to work with their organizations indicating high levels of stress among them and majority were between the age brackets of 20-35 years. Misfit with organization, no part in decision making, were reported main causes of stress as well no control over work environment, personality traits, lack of relaxation along with ambiguous rules affect employees performance (Meneze 2005).better managed employees are more cooperative and serve as assets for an organization and when their stress is ignored by the employer the results are increased absenteeism, cost, low productivity, low motivation and usually legal financial damages. (The Office of Radiation, Chemical and Biological Safety, 1999).

Employees in the following ratios reported that their job is source of large amount of stress they experienced, 33%, and 77% articulated that they remain always or sometimes in stress during last 12 months, 23% reported that rarely experienced stress during their job. Many workers express that their job is prominent source of stress in their life but reduced workload, improve management and supervision, better pay, benefits, and vacation times can reduce the stress among employees (Thomson, 2006).

Stress is a universal experience in the life of each and every employee even executives and managers. It is estimated that about 100 million workdays are being lost due to stress and nearly 50% to 75% disease are related to stress (Bashir). Stress results in high portion of absence and loss of employment. the ratio of stress affecters in organization are increasing on alarming rate which effects both the employee performance and goal achievement (Treven 2002).

Stress has many definitions it is a part of both social and concrete sciences. However, Stress is a universal experience in the life of each and every employee, even executives and managers. This study discloses the impact of stress on employees of organizations regardless of any discrimination of male and female employees, kind of organization, and department (Bashir, Asad 2007). Stress is basically is a mental strain from the internal or external stimulus that refrains a person to respond towards its environment in a normal manner. These stress levels can be internal or external for the doctors, from their personal lives or professional lives (Khuwaja, Ali Khan et al, 2002). Stress is a term that refers to sum of physical mental emotional strains or tensions on a person or feelings of stress which result from interactions between people and their environment that are perceived as straining or exceeding their adaptive capacities and threatening their well being, in addition stress has a wide psychological and physical effect as cardiovascular, musculoskeletal systems, headache, gastrointestinal problems, sleep disturbance and depression (Ghaleb, Thuria 2008). Further researched that health sector has to face usually large amount of stress. Stress among doctors is high, the medical profession is suffering from increased stress, but most of the attention has been focused on junior doctors and their excessive hours of work (Caplan, R P, 1994).

Doctors in the field of medicine have to usually face a lot hurdles and one the most evident factor which originates and impacts directly their personal and professional lives is stress. Low job satisfaction correlated with contemplation of giving up work due to stress, physicians and surgeons were more likely to have lower job satisfaction scores if they felt unable to remain competent in their field of work (Dowell, Anthony 2001). There is a negative correlation between job stress and job performance. Those subjects who had high level of job stress had low job performance. All the factors affected males more than females, in case of certain situation. The kind of stress towards which the doctors are exposed to usually result in such negative factor that places at the life of the innocents which they attend. And such stresses increases the chances of fatal errors lowering job performance (Kazmi Rubina, 2007).

Occupational stress inadvertently consequences low organizational performance (Elovainio et al. 2002), Job stress although has belittling impact on any organization and individual’s performance but can shape dire consequences when related to health care. (Mimura e.t al. 2003). Job stress is considered rising and has become challenge for the employer and because high level stress is results in low productivity, increased absenteeism and collection to other employee problems like alcoholism, drug abuse, hypertension and host of cardiovascular problems (Meneze 2005). Personality factors have shown inclination towards stress, anxiety, and other occupational health outcomes in different areas of medicine, and these factors may contribute to feelings of job dissatisfaction and stress (Michie and Williams 2003).

The importance of stress is highlighted nowadays by the employers to manage and reduce stress through practical guidelines in public sector but not in private organizations (Rolfe 2005). Positive correlation has been shown by the literature between incentives and performance as both are related with satisfaction of employees, however every time the case is not same non monetary incentives like career advancement, prestige, and public recognition can also increase performance because low morale, high turnover, and interdepartmental struggle were baselines of many cases (Giga and Hoel, 2003).

Objectives of the study

Primary ObjectivesAn in depth study about the stress among the employees of Steroidsoft,

Coimbatore. Secondary Objectives

To identify the factors causing stress among the employees. To find out the level and kind of stress among the employees. To study about the effect of stress on employees in Steroidsoft. To recommend the coping strategies to manage stress.

DEFINING STRESS AT WORK

Change in working practices, such as the introduction of new technology or the alternation of new technology or the alternative of targets, my cause stress, or stress may be built into an organizations’ structure. Organizational stress can be measured by absenteeism and quality or work.

ORGANIZATIONAL STRESS:-Stress affects as well as the individual within them. An organization with a high level of

absenteeism, rapid staff turnover, deteriorating industrial and customer relations, a worsening safety record, or poor quality control is suffering from organizational stress.

FOLLOWING THE PAT OF STRESS THROUGH IN ORGANIZATION:-The below chart shows one example of the structure of a department in an organization,

indicating typical causes of stress that may affect stress at certain levels in the structure, and particular.

Causes that are affecting individuals. Stress is contagious; anyone who is not performing well due to increases the amount of pressure on their colleagues, superiors, and subordinates.

The cause may range from unclear or overlapping job descriptions, to lack of communication, to poor working conditions, including “sick building syndrome”.

POTENTIAL SOURCES OF STRESS:There are three categories of potential stressors:

Environmental factor Organization factor Individual factors

Environmental factors:Just as environmental uncertainty influences the design of an organization. Changes in

business cycle create economic uncertainties.

Political uncertainties:If the political system in a country is implemented in an orderly manner, there would not

be any type of stress.

Technological uncertainties:New innovations can make an employee’s skills and experiences obsolete in a very short

period of time. Technological uncertainty therefore is a third type of environmental factor that

can cause stress. Computers, robotics, automation and other forms of technological innovations are threat to many people and cause them stress.

Organization factors:There are no storages of factors within the organization that can cause stress; pressures to

avoid error or complete tasks in a limited time period, work overload are few examples.

Task demands are factors related to a person’s job. They include the design of the individual’s job working conditions, and the physical work layout.

Role demands relate to pressures placed on a person as a function of the particular role he or she plays in the organization. Role overhead is experienced when the employees is expected to do more than time permits.

Role ambiguity is created when role expectations are not clearly understood and employee is not sure what he / she is to do.

Interpersonal demands are pressures created by other employees. Lack of social support from colleagues and poor.

Interpersonal relationships can cause considerable stress, especially among employed with a high social need.

Organizational structure defines the level of differentiation in the organization, the degree of rules and regulations, and where decisions are made. Excessive rules and lack of participation in decision that affect an employee are examples of structural variables that might be potential sources of stress.

Potential sources Consequences

Organizational leadership represents the managerial style of the organizations senior executive. Some executive officers create a culture characterized by tension, fear, and anxiety. They establish unrealistic pressures to perform in the short-run impose excessively tight controls and routinely fire employees who don’t measure up. This creates a fear in their hearts, which lead to stress.

Organizations go through a cycle. They are established; they grow, become mature, and eventually decline. An organization’s life stage - i.e.Where it is in four stage cycle-creates different problems and pressures for employees. The establishment and decline stage are particularly stressful.

Individual factors:The typical individual only works about 40 hrs a week. The experience and problems that

people encounter in those other 128 non-work hrs each week can spell over to the job.

Family problems:National surveys consistently show that people hold family and discipline, troubles with

children are examples of relationship problems that create stress for employee and that aren’t at the front door when they arrive at work.

Economic problems:Economic problems created by individuals overextending their financial resources are

another set of personal troubles that can create stress for employees and distract their attention from their work.

Causes of Stress

The factors leading to stress among individual are called as stressors. Some of the factors/stressors acting on employees are-

1. Organizational factors-With the growth in organizational stress and complexity, there is increase in organizational factors also which cause stress among employees. Some of such factors are-

a. Discrimination in pay/salary structure b. Strict rules and regulations c. Ineffective communication d. Peer pressure e. Goals conflicts/goals ambiguity f. More of centralized and formal organization structure g. Less promotional opportunities h. Lack of employees participation in decision-making i. Excessive control over the employees by the managers

Organizational Factors: An organization is a grouping of assets, goals, strategies, and policies. In order to create groups to work, organizations generate structure, process and working conditions. In modern organizations, number of factors generates an environment of stress. The altering environmental dynamics, globalization, organizational adjustments like mergers and acquisitions directs towards stress. A number of in-house organizational factors cause worker a stress. Some of the factors are deprived of good working conditions, strained labor management relations, disputed resource allocations, co-employee behavior, organizational design and policies, unpleasant leadership styles of the boss, misunderstandings in organizational communication, bureaucratic controls, improper motivation, job dissatisfaction, and lessattention to merit and seniority. Some of the organizational stressors in are:

i) Working Conditions: Working situation and stress are inversely connected to each other. People working in meager working conditions are subject to greater stress. The factors that lead to additional stress are occupied work areas, dust, heat, noise, polluted air, strong odor due to toxic chemicals, radiation, poor ventilation, unsafe and dangerous conditions, lack of privacy etc.

ii) Organizational Tasks: Organizational tasks are planned to assemble the objectives and goals. Badly designed tasks lead to bigger stress. Task independence, task inter-dependency, task demands, task overload are some of the possible reasons for stress in organizations. Greater the assignment interdependence, greater is the organization required. This needs the workers to adjust themselves with the co workers, superiors, and subordinates, irrespective of their eagerness. They are likely to communicate, coordinate, exchange views, with other people irrespective of caste, creed, gender, religion and political differences. The main reason for the degree of stress is adjustment and poor tolerance.

iii) Administrative Policies and Strategies: Workers stress is linked with definite administrative strategies followed by the organizations. Downsizing, competing pressure, unfair pay structures, rigidity in rules, job rotation and ambiguous policies are some of the reasons for stress in organizations.

iv) Organizational Structure and Design: Organizational structure is planned to smooth the progress of person’s communication in the realization of organizational goals. Some of the aspects of design are specialization, centralization, line and staff relationships, span of control, and organizational communication can relentlessly create stress in organizations. For example, wider span of management compels the executive to manage large number of subordinates. This can lead to bigger stress. Likewise, frequent line and staff conflict lead to obstacles in the work performance. Thus incapability to resolve the conflicts leads to stress.

v) Organization Process and Styles: A number of organizational processes are planned to successfully meet the organizational goals. Communication process, control process, decision making process, promotion process, performance appraisal process, etc. are designed for realizing organizational objectives. All these processes bound the scope of functioning of employees. Inappropriate design of various organizational processes leads to stressed relationships among the workers. They can cause de-motivation and job dissatisfaction. As a result, workers feel strained in adjusting to the method.

vi) Organizational Leaderships: Top management is accountable for the formation of sound organization climate and culture by suitable administrative approach. The climate should be tension free, fearless, and with no worry. Demanding leadership style forms a dictating environment in which employees are under pressure to reach the target. They work under unfriendly relations and stiff controls. This generates bigger work stress to workers. On the other hand, a climate of affectionate and sociability, scope for participation in decision making, non financial motivation and flexibility are encouraged under democratic leadership style. This reduces the stress of the workers. Hence, employees working under demanding leadership styles experience stress than employees working under independent leadership style.

vii) Organizational Life Cycle: Each organization goes through four stages of organizational life cycle; they are birth, growth, maturity and decline. In every stage the structure and the design of organization experience frequent modifications. In addition, human beings are subject to transformation to adjust to the stages in the life cycle. In this procedure, workers are focused to job stress.

viii) Group Dynamics: Groups are there in every organization. Groups occur out of intrinsic desire of human beings and impulsive reactions of people. In organizations both formal groups and informal groups live. A formal group survives in the form of committees, informal group exit among different levels of organization. Groups have a number of functional and dysfunctional results. They provide social support and fulfillment, which is accommodating to give relief to the stress. Simultaneously, they turn out to be the basis of stress also. Lack of cohesiveness, lack of social support, lack of recognition by the group and irreconcilable goals leads to stress.

2. Job concerning factors-Certain factors related to job which cause stress among employees are as follows-

a. Monotonous nature of job b. Unsafe and unhealthy working conditions c. Lack of confidentiality d. Crowding

3. Extra-organizational factors-There are certain issues outside the organization which lead to stress among employees. In today’s modern and technology savvy world, stress has increased. Inflation, technological change, social responsibilities and rapid social changes are other extra-organizational factors causing stress.

4. Intra-organizational factor1) Stress is a psychological state and body uneasiness. Stress is a general experience. Every

person experiences stress at various situations. Workers faces stress in the procedure of congregating the targets and working for extended hours. When an individual experiences a control inhibiting the achievement of wishes and order for achievement, it leads to possible stress.

There are various intra organizational factors of stress they are:

1. Individual factors 2.Family Problems3.Economics Problems4.Life Styles5.RoleDemands

1. Individual Factors: There are some individual factors, which are the basis of stress such as personality and individual differences, family problems, economic problems, life styles and role demands.

i) Personality and individual differences: Person’s basic nature is the main reason for potential stress. Introversion, extroversion, masculinity, rigidity, locus of control, personal life, demographic differences such as age, health, education and occupation are some of the reasons causing stress in individuals. Person’s age, health problem, education, nature of occupation and the level of satisfaction are also some of the main determinants of individual stress factors.

2. Family Problems: Family matter influences the individual’s life a lot. Healthy marital relations, marital regulation, early, hale and hearty children may lead to cheerful life. They have the benefit of enjoying the life and grown to be positive in their attitudes. As a result they do not have much stress. On the other hand, meager marital relationships, irritating wife, family separations, extra marital relationships, disturbing children, poor settlement of family members, aging parents, dual working couple, death of spouse or other close family member are some of the reasons for greater stress in the personal life of a person..

3. Economic Problems: economic complexities are the main reason of stress. Mis -management of individual finances, heavy family expenditure, and constant demand for money, poor incoming earning capacity and slow financial growth in the job are some of the economic cause for stress. For example, an increasing family expenditure, increased expenditure on children education and health create heavy demand for income. This creates greater stress in the person’s life.

4. Life Styles: Life Styles of individuals may be one of the causes of stress. It can be due to sedentary life style, persons facing exceptional situations may be forced to change their attitude, emotions and behavior. These are the life disturbances which are usually the causes of potentialstress of a person.

5. Role Demands: Persons play numerous roles in their private life and organizations. In their personal life, they have the roles of family head, husband, father, brother and son. In

social life they play the roles of club members, informal community group members, members of recreation groups, religious groups and a number of other social groups. In the same way in organizations, employees play the role of superior, subordinate, co-worker, union leader, informal group leaders etc. By the way, all these roles are performed concurrently. Therefore, they become the basis of anxiety and emotion. Another possible reason is role conflict. It arises due to the role sensitivity, role ambiguity, role overload and role overlapping. Role ambiguity and stress are absolutely associated to each other.

Stress Management in Work Place: -There is no doubt that stress is one on of the leading factors in illness and absenteeism among employees. Besides lowering a person's immune response, stress makes us want to avoid whatever is causing it. If there is stress at work, workers who feel mildly off will feel even worse and resist coming to work. This costs many hours of productivity, especially when key personnel or production workers are absent-in fact, it's estimated that $300 billion is lost on stress-caused illnesses and absenteeism. 

A workplace that supports stress management through workplace wellness programs not only helps their employees to handle pressure better and stay healthier during times of stress, it also sends a message that their company cares about them. This provides emotional support as well as physical support for fighting the effects of stress. 

How a Workplace Wellness Program Can helps when your employees are stressed, very likely there is one primary cause and several secondary causes. For instance, a worker may suffer stress due to poor interpersonal relationships with other workers and problems communicating. Addressing stress will help the worker feel better and regain connections to other workers, thereby reducing the stress in those areas. Although a workplace wellness program can't de-stress everything a worker faces-like layoffs, cutbacks, firings, etc.-it can help with the physical effects of stress and help the worker cope when getting the pink slip.

A healthy employee will have enough energy to move on and find another job but the unhealthy employee may suffer even more physical maladies from stress and plunge into depression. An employee who is watching others get fired or laid off will always be thinking, "When am I going to get the axe?" There are several steps you can take to reduce job stress.Get a clear job description to avoid miscommunications that cause stress, and to make sure you are doing tasks within your sphere of responsibility only. Get a new job. While this is not always an ideal solution, sometimes it's the only one-a workplace wellness program will help with the stress of this change. Find supportive agencies and programs to help you either deal with the stress-such as the workplace wellness program-or find a new position. Isolation is destructive. 

Change positions within the company. Perhaps your training is not in the field where you are working, or you are being asked by a supervisor to do things far outside work hours and described responsibilities. If you like the company you work for but hate you job, this may be the answer. 

See if your company has an employee assistance program, which is sometimes part of a workplace wellness program, if there are layoffs and firings going on around you. If so, use these services even if you have been told you will remain at the company-things change daily in the business world.

Need of Stress Management: -

In the past decade, the news headlines have definitely made it clear that the need for stress management should be one of the top agendas in modern day society. The rages alone such as Road Rage and the trends of violent acts in life today prove a lot of it well.

Living today is a lot tougher than it was even in the days of the great depression. It's been coming out in many ways such as all time occurrences of stomach and intestinal ulcers. Others find sleep disorders and wind up zombies during their busy days. Insomnia is growing in leaps and bounds.

Today stress management is important in everyone's lives. It's necessary for long happy lives with less trouble that will come about. There are many ways to deal with stress ranging from the dealing with the causes of stress to simply burning off its effects.

MACRO-LEVEL ORGANIZATIONAL STRESSORS:POLICIES Unfair, arbitrary performance reviews. Rotating works shifts. Inflexible rules. Unrealistic job descriptions.STRUCTURES Centralization; Lack of participation in decision making. Little opportunity for advancement.

A great amount of formalization. JOB Interdependence of departments. STRESS Line-Staff conflicts.PHYSICAL CONDITIONS Crowding & lack of privacy. Air pollution. Safety hazards. Inadequate lighting. Excessive, heat or cold.PROCESS Poor communication. Poor / inadequate feedback about performance. Inaccurate / ambiguous measurement of performance. Unfair control systems. Inadequate information.

GROUP STRESSORS:The group can also be a potential source of stress. Group stressors can be categorized into

three areas.1. Lack of groups cohesiveness:-

“Cohesiveness” or “togetherness” is a very important to employees, especially at the lower levels of the organizations. If the employee is denied the opportunity for this cohesiveness because of the task design, because the supervisor does things to prohibit or limit it, or because the other members of the group shut the person out, this can be very stress producing.

2. Lack of social support:-Employees are greatly affected by the support of one or more member of a cohesive group. By sharing their problems & joys with others, they are much better off. It this type of social support is lacking for an individual, it can be very stressful.

3. Intra-Individual, interpersonal & inter-group conflict:-Conflict is very closely conceptually or hostile acts between associated with in compatible or hostile acts between intra-individual dimensions, such as personal goals or motivational needs / values, between individuals within a group, & between groups.

INDIVIDUAL STRESSORS:In a sense, the other stressors (Extra organizational, organizational, & Group stressors) all

eventually get down to the individual level. For example, role conflict, ambiguity, self-efficacy & psychological hardiness may all affect the level of stress someone experiences.

CONSEQUENCES OF STRESS

The effect of stress is closely linked to individual personality. The same level of stress affects different people in different ways & each person has different ways of coping. Recognizing these personality types means that more focused help can be given.

Stress shows itself number of ways. For instance, individual who is experiencing high level of stress may develop high blood pressure, ulcers, irritability, difficulty in making routine decisions, loss of appetite, accident proneness, and the like. These can be subsumed under three categories:

Individual consequences Organizational consequence Burnout

Individual consequences:Individual consequences of stress are those, which affect the individual directly. Due to

this the organization may suffer directly or indirectly, but it is the individual who has to pays for it. Individual consequences of stress are broadly divided into behavioral, psychological and medical.

Behavioral consequences of stress are responses that may harm the person under stress or others. Behaviorally related stress symptoms include changes in productivity, turnover, as well as changes in eating habits, increased smoking or consumption of alcohol, paid speech, and sleep disorders.

Psychological consequences of stress replace to an individual mental health and well-being from or felling depressed. Job related stress could cause dissatisfaction;in fact it has most psychological effect on the individual and lead to tension, anxiety irritability, and boredom.

Medical consequences of stress affect a person’s well being. According to a research conducted, it revealed that stress could create changes in metabolism, increase heart and breathing rates, increases blood pressure bring out headaches and induce heart attacks.

Organizational consequences:Organizational consequences of stress have direct affect on the organizations. These

include decline in performance, withdrawal and negative changes in attitude.

Decline in performance can translate into poor quality work or a drop in productivity. Promotions and other organizational benefits get affected due to this.

Withdrawal behavior also can result from stress. Significant form of withdrawal behavior is absenteeism.

One main affect of employee stress is directly related to attitudes. Job satisfaction, morale and organizational commitment can all suffer, along with motivation to perform at higher levels.

Burnout:-A final consequence of stress has implementation for both people and organizations.

Burnout is a general feeling of exhaustion that develops when an individual simultaneously experiences too much pressure and few sources of satisfaction.

FACTS ABOUT STRESS

Number Reason of Stress Percentage 1 Lack of job security 90%2 Overworked 86%3 Financial problem 84%4 Salary not match with responsibility 80%5 Unreasonable demand for performance 72%6 Conflict between job and family responsibilities 70%7 Long hours 50%8 Change in family 42%9 Office policies and conflicts 20%10 No participation in decision 15%

Stress can affect both your body and your mind. People under large amounts of stress can become tired, sick, and unable to concentrate or think clearly. Sometimes, they even suffer mental breakdowns. These can be subsumed under three general categories:

1) Physiological Symptoms2) Psychological Symptoms3) Behavioral Symptoms

1) Physiological Symptoms: -

Stress can create changes in metabolism, increase heart and breathing rates, increase blood pressure, bring on headaches, and induce heart attacks.

2) Psychological Symptoms: -

Psychological states- for instance, tension, anxiety, irritability, boredom, and procrastination.

3) Behavioral Symptoms: -

Behavior related stress symptoms include changes in productivity absence, and turnover, as well as changes in eating habits, increased smoking or consumption of alcohol, rapid speech, fidgeting, and sleep disorders.

MANAGING STRESS

Management may consider being “a positive stimulus that keeps the adrenaline running” is very likely to be seen as “excessive pressure” by the employee.

There are two approaches towards managing stress:-

1) Individual Approaches2) Organization Approaches

1) Individual Approaches: -

An employee can take personal responsibility for reducing his or her stress level. Individual strategies that have proven effective include implementing time management techniques, increasing physical exercise, relaxation training, and expanding the social support network.

(a) Time management Techniques: -

It includes some time management principles. Principles are:-

(1) Making daily lists of activities to be accomplished.

(2) Prioritizing activities by importance and urgency.

(3) Scheduling activities according to the priorities set.

(4) Knowing your daily cycle and handling the most demanding part of job.

(b) Physical Exercise: -

Such as aerobics, walking, jogging, swimming, and ridding a bicycle have long been recommended by physicians as a way to deal with excessive stress levels. These forms of physical exercise increase heart capacity, lower the at-rest heart rate, provide a mental diversion from work pressures, and offer a means to “let off steam”.

(c) Relaxation Techniques: -

Such as meditation, hypnosis, and biofeedback. The objective is to reach a state of deep relaxation, in which one feels physically relaxed, somewhat detached from the immediate environment, and detached from body sensations. Deep relaxation for 15 or 20 minutes a day releases tension and provides a person with a pronounced sense of peacefulness. Importantly, significant changes in heart rate, blood pressure, and other physiological factors result from achieving the condition of deep relaxation.

(d) Social Support Network:-

It includes friends, family, or work colleagues. Expanding your social support network therefore can be means for tension reduction. It provides you with someone to hear your problems and to offer more objective perspective on situations.

2) Organizational Approaches: -

Several of the factors that cause stress particularly task and role demands and organizational structure are controlled by management. As such, they can be modified or changed. Strategies that management might want to consider include improved personnel selection and job placement, training, use of realistic goal setting, redesigning of jobs, increased employee involvement, improved organizational communication, offering employee sabbaticals, and establishment of corporate wellness programs.

(a) Selection and Placement:-

Certain jobs are more stressful than other. Individuals differ in their response to stress situation. Individuals with little experience or an external locus of control tend to be more prone to stress. Selection and placement decisions should take these facts into consideration. Management should not restrict hiring to only experienced individual with an internal locus, but such individuals may adapt better to high stress jobs and perform those jobs more effectively.

(b) Training: -

It can increase an individual’s self-efficacy and thus lessen job strain.

(c) Goal Setting:-

Based on an extensive amount of research concluded that individuals perform better when they have specific and challenging goals and receive feedback on how well they are progressing towards these goals. The uses of goals reduce stress as well as provide motivation. Specific goals that are perceived as attainable clarify performance expectation. In addition, goal feedback reduces uncertainties about actual job performance. The result is less employee frustration, role ambiguity, and stress.

(d) Redesigning Jobs: -

To give employees more responsibility, more meaningful work, more autonomy, and increased feedback can reduce stress because these factors give the employee greater control over work activities and lessen dependence on others. The right redesign, then, for employees with a low need for growth might be less responsibility and increased specialization. If individuals prefer structure and routine, reducing skill variety should also reduce uncertainties and stress levels.

(e) Increasing Employee Involvement: -

By giving employees a voice in the decision that directly affect their job performances, management can increase employee control and reduce this role stress. So managers should consider increasing employee involvement in decision making.

(d) Organizational Communication: -

Increasing formal organizational communication with employees reduces uncertainty by lessening role ambiguity and role conflict. Given the importance that perceptions play in moderating the stress-response relationship, management can also use effective communications as a means to shape employee perceptions. Employees categorize as demands, threats, or opportunities are merely an interpretation, and that interpretation can be affected by the symbols and actions communicated by management

(f) Sabbaticals: -

Ranging in length from a few weeks to several months allows employees to travel, relax, or pursue personal projects that consume time beyond normal vacation weeks. Proponents argue that these sabbaticals can revive and rejuvenate workers who might be headed for burnout.

(g) Wellness Programs: -

These programs focus on the employee’s total physical and mental condition. Provide workshop to help people quit smoking, control alcohol use, lose weight, eat better, and develop a regular exercise program. The assumption underlying most wellness programs is that employees need to take personal responsibility for their physical and mental health. Organizations, of course, are not altruistic. They expect a payoff from their investment in wellness programs. Most of the firms that have introduced wellness programs have found significant benefits.

Individual coping strategies:Many strategies for helping individuals manage stress have been proposed.

Individual coping strategies are used when an employee under stress exhibits undesirable behavior on the jobs such as performance, strained relationship with co-workers, absenteeism alcoholism and the like. Employees under stress require help in overcoming its negative effects. The strategies used are:

Exercise:-One method by which individual can manage their stress is through exercise.

People who exercise regularly are known to less likely to have heart attacks than inactive people are. Research also has suggested that people who exercise regularly feel less tension and stress are more conflict and slow greater optimism.

Relaxation:-A related method individual can manage stress is relaxation. Copying with

stress require adaptation. Proper relaxation is an effective way to adopt.Relaxation can take many forms. One way to relax is to take regular vacations; people can also relax while on the job (i.e. take regular breaks during their normal workday). A popular way of resting is to sit quietly with closed eyes for ten minutes every afternoon.

Time management:-Time management is an often recommended method for managing stress, the

idea is that many daily pressures can be eased or eliminated if a person does a better job of managing time. One popular approach to time management is to make a list, every morning or the thins to be done that day. Then you group the items on the list into three categories: critical activities that must be performed, important

activities that should be performed, and optimal or trivial things that can be delegated or postponed, then of more of the important things done every day.

ROLE MANAGEMENT:-Some what related to time management in which the individual actively

works to avoid overload, ambiguity and conflict.

SUPPORT GROUPS:-This method of managing stress is to develop and maintain support group. A

support group is simply a group of family member or friends with whom a person can spend time. Supportive family and friends can help people deal with normal stress on an ongoing basis. Support groups can be particularly useful during times of crisis.

BEHAVIORAL SELF-CONTROL:-In ultimate analysis, effective management if stress presupposes exercise of

self-control on the part of an employee. By consciously analyzing the cause and consequences of their own behavior, the employees can achieve self-control. They can further develop awareness of their own limits of tolerance and learn to anticipate their own responses to various stressful situations. The strategy involves increasing an individual’s control over the situations rather than being solely controlled by them.

COGNITIVE THERAPY:-The cognitive therapy techniques such as Elli’s rational emotive model and

Meichenbaum’s cognitive strategy fir modification have been used as an individual strategy for reducing job stress.

COUNSELING:Personal counseling help employees understand and appreciate a diverse

workforce, the holistic approach adopted by the counselor gives him a comprehensive view of the employee as client and enable him to deal the issues of work related problems in a larger context with his awareness of the inter-relationship among problems in adjustment with self, other and environment and that a work concern will effect personal life and vice-versa, the employee would receive help regarding the problem in all life.

One of the advantage of the individual interventions is the individual can use these skills to improve the quality of life in offer domains like family, social support and self, thus reducing the negative carry of experiences in these domains into the work life which might affect his occupation mental health.

ORGANIZATIONAL STRATEGIES:-

The most effective way of managing stress calls for adopting stressors and prevent occurrence of potential stressors.’

Two basic organizational strategies for helping employees manage stress are institutional programs and collateral programs.

Work Design Stress Management programsWork schedules Health promotions programsCulture Other programsSupervision

Institutional programs:-Institutional programs for managing stress are undertaken to established

organizational mechanism for example, a properly designed job and word schedules can help ease stress. Shift work in particular can constantly have to adjust their sleep and relaxation patterns. Thus, the design of work schedules should be a focused of organizational efforts to reduce stress.

The organization’s culture can also used to help to manage stress. The organization should strive to foster a culture that reinforces a healthy mix of work and nonworking activities.

Finally, supervision can play an important institutional role in overload. In managing stress. A supervisor is a potential manager source of overload. If made aware of their potential for assigning stressful amounts of work, supervisors can do a better job keeping workloads reasonable.

COLLATERAL PROGRAMS:In addition to their institutional efforts aimed at reducing stress, many

organizations are turning to collateral programs. A collateral stress program in an organizational program specifically created to help employees deal with stress. The organizations have adopted stress management programs, health promotion programs and other kinds of programs for this purpose.

(1.2.4) Coping with Stress at Work place

With the rapid advancement of technology, the stresses faced at work have also

increased. Many people dread going to work, hence the term “Monday Blues”.

What is the reason for this? There is partly the fear from being retrenched in bad

times, leading to greater job insecurity on the part of those who remain.

Undoubtedly, occupational stress is one of the most commonly cited stressors

faced by people all over the world.

Stress refers to the pressure and reactions to our environment which results in

psychological and physical reactions. Whilst some stress is good for motivation

and increasing efficiency, too much stress can result in negative impacts such as

reduced effectiveness and efficiency. More and more people are feeling isolated

and disrespected at work, and this has led to greater occupational stress. Many

companies have taken to consulting experts and professionals on ways to increase

connectedness and motivation of their employees.

Some companies organize parties and make their employees feel valued at work.

These are measures to motivate employees and help them to feel secure at their

jobs, translating into greater productivity. However, not all companies have such

measures in place, and some have not gotten it quite right. Hence, it is up to you to

make sure that you can cope with stress at your workplace, and use it to help you

work better. Here are 3 simple steps to help you with coping with stress in the

workplace.

Step 1: Raising Awareness

Help yourself to identify when you are facing rising levels of stress, tipping the

scales from positive to negative. This is important, as being able to identify signs

of being stressed can help you to take steps to ensure that your overall quality of

life does not drop. If left unacknowledged, the problem will only snowball, leading

to disastrous consequences to your health and overall wellbeing.

You can identify if you are feeling stressed by checking if you have any physical

or psychological reactions, such as excessive sweating or heart palpitations, or the

onset of headaches, irritability or the need to escape. If you experience any of these

reactions, identify if you are feeling any overwhelming negative emotions, and if

you are constantly worried.

Step 2: Identify the Cause

You need to be able to analyze the situation and identify what is causing the rise in

stress. These stressors can be external and internal. External stressors refer to

things beyond your control, such as the environment or your colleagues at work.

Internal stressors refer to your own thinking and attitude. Often, we only start

reacting to stress when a combination of stressors working together exceeds our

ability to cope.

Keep a diary or a list of events that have caused you to feel strong negative

emotions, or that are likely stressors. This will help you to identify the causes of

your stress. Whilst it is not always possible to eradicate them, we can change the

way that we cope with it.

Step 3: Coping with Stress

In order to deal with the situation that is causing you stress, you need to calm your

mind and body so as to stave off the reactions and cope with it in a positive way.

This can be through different methods, such as taking time off. If a situation is

triggering your stress and you are unable to calm down, remove yourself from it.

Go outside and take a walk to calm down. Alternatively, you can try implementing

relaxation techniques such as deep breathing. If it is an internal stressor, stop your

thought process until you are able to deal with it logically.

The key to making these 3 steps work for you is to practice them. These are not

instantaneous solutions, and you need to condition your mind and practice them so

that you can implement it when you are feeling stressed.

(1.2.5) Stress Management

Stress management is the need of the hour. However hard we try to go beyond a

stress situation, life seems to find new ways of stressing us out and plaguing us

with anxiety attacks. Moreover, be it our anxiety, mind-body exhaustion or our

erring attitudes, we tend to overlook causes of stress and the conditions triggered

by those. In such unsettling moments we often forget that stressors, if not

escapable, are fairly manageable and treatable.

Stress, either quick or constant, can induce risky body-mind disorders. Immediate

disorders such as dizzy spells, anxiety attacks, tension, sleeplessness, nervousness

and muscle cramps can all result in chronic health problems. They may also affect

our immune, cardiovascular and nervous systems and lead individuals to habitual

addictions, which are inter-linked with stress.

Like "stress reactions", "relaxation responses" and stress management

techniques are some of the body's important built-in response systems. As a

relaxation response the body tries to get back balance in its homeostasis. Some

hormones released during the 'fight or flight' situation prompt the body to replace

the lost carbohydrates and fats, and restore the energy level. The knotted nerves,

tightened muscles and an exhausted mind crave for looseness. Unfortunately,

today, we don't get relaxing and soothing situations without asking. To be relaxed

we have to strive to create such situations.

Recognizing a stressor:

It is important to recognize whether you are under stress or out of it. Many times,

even if we are under the influence of a stressful condition and our body reacts to it

internally as well as externally, we fail to realize that we are reacting under stress.

This also happens when the causes of stress are there long enough for us to get

habituated to them. The body constantly tries to tell us through symptoms such as

rapid palpitation, dizzy spells, tight muscles or various bodies’ aches that

something is wrong. It is important to remain attentive to such symptoms and to

learn to cope with the situations. We cope better with stressful situation, when we

encounter them voluntarily. In cases of relocation, promotion or layoff,

adventurous sports or having a baby, we tend to respond positively under stress.

But, when we are compelled into such situations against our will or knowledge,

more often than not, we wilt at the face of unknown and imagined threats. For

instance, stress may mount when one is coerced into undertaking some work

against one’s will.

Laughter:

Adopting a humorous view towards life's situations can take the edge off everyday

stressors. Not being too serious or in a constant alert mode helps maintain the

equanimity of mind and promote clear thinking. Being able to laugh stressaway is

the smartest way to ward off its effects.

A sense of humor also allows us to perceive and appreciate the incongruities of life

and provides moments of delight. The emotions we experience directly affect our

immune system. The positive emotions can create neurochemical changes that

buffer the immunosuppressive effects of stress.

During stress, the adrenal gland releases corticosteroids, which are converted to

cortical in the blood stream. These have an immunosuppressive effect. Dr. Lee

Berk and fellow researcher Dr. Stanley Tan at Loma Linda University School of

Medicine have produced carefully controlled studies showing that the experience

of laughter lowers serum cortical levels, increases the amount and activity of T

lymphocytes—the natural killer cells. Laughter also increases the number of T

cells that have suppresser receptors.

Research Methodology

RESEARCH:-

Research as a scientific and systematic search for pertinent information on a specific topic. In fact, research is an art of scientific investigation.

Types of Research

1.Descriptive vs. Analytical:-

Descriptive research includes surveys and fact-findings enquiries of different kinds. Major purpose is description of the state of affairs as it exists at present.

Under analytical the researcher has to use facts or information already available, and analyze these to make a critical evaluation of the material.

RESEARCH DESIGN:-

Exploratory & descriptive

Research approach:-

Survey approach

Research instrument:-

A structured questionnaire was prepared, which was administrated as a schedule, which mainly incorporated rating scale.

CONTACT METHOD:-

Personal Interview of all the respondents was carried out.

DATA COLLECTION TECHNIQUE:- PRIMARY DATA

Questionnaire

Personal interview

OBSERVATIONSFINDINGS:

The finding of the present revealed the following.The employees have a moderate bonding with their superiors and colleagues.The environment makes the employee too boredom.There is in significance relationship between stress & demography factors i.e. age,

experience & designation.The following dimensions of personal policies & practices of the organization have

contributed to stress among employees.The organization falls a very tall structure of stress among hierarchy & this is one of

the reasons for employees being stressed.The employees facing more stress on their deadlines.The employees working in the plant gave a positive response in answering the

questionnaire.

SUGGESTIONS:A Small percentage of the employees did have high stress. Person facing stress at the

organizational level of lot of psychological problems in the form of decreased motivation, absenteeism low productivity targets not being achieving etc. as a remedy for the above said employees facing stress are advised to attend stress management courses which will help them to build coping strategies and cause out their stress. The stress management cause comprise of a package program consisting of:

Relaxation Positive outlook towards works / responsibilities Inter personal skill development Protection yoga cum meditation Time management At the individual level the employees could practice a relaxing holiday (where in

quality time is spent with the family) every fortnight or month Realize excessive use of tea / coffee cigarette is not answer to stress Try to get 6-7 hrs of continuous sleep per day The working environment should be improved to make the staff member feel

happier. The organization should take extra care related to government like electricity ,

water facility, drainage, etc.,

CONCLUSION

It is vital that stress management techniques are implemented into our daily lives. As mentioned earlier, some stress is good, but we need to find that optimal level of stress, which will motivate but not overwhelm us. Coping with stress is an individualized task and one method over another may not be superior, so find what works for you and master it. A person that is stressed takes so much away from his or her health and performance levels. Reducing stress could be as simple has adding exercise to you day or making new friends. To make the most of your life, limit your stress and of course for that stress that you cannot diminish, learn to manage it.

Take a walk, go dancing, stretch, take deep breathes, laugh, play a game, see a movie, express affection, share feelings, sing, paint, write, make new friends, tackle problems head on, give thanks, let go, and laugh some more..

By taking control of your thoughts, emotions, and environment you are controlling your life instead of letting stress control you!

Remember what is truly important in life- Your Happiness!

(OR)

CONCLUSION

A study to find out whether the employees are facing more stress in the organization. The study

was carried out by selecting 100 members working in the office. The research was done in the

around Steroidsoft at Coimbatore.

The data was collected through questionnaire. The data collected was analyzed based on pre-

determine objectives. The analysis helped to come out with the mentioned findings and

suggestions.

All suggestions are given to regional administrative and facility manager. Hoping that

they would incorporate my suggestions, which will raise the satisfaction of the employees.