stress management of industry employees

8/9/2019 stress management of industry employees

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KOUSTUV BUSINESS SCHOOL, BHUBANESWAR

Stress Management among Bank

Employees of Banks, Bhubaneswar

SUBMITTED BY

SUBRAT KUMAR BEHERA

ROLL NO-08/0R/KBS/PGDM/FT/023

UNDER THE GUIDANCE OF

Prof .Shelly Mohanty (HR) sushant kumar mishra(HR)

KBS, BHUBANESWAR KBS, BHUBANESWAR


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INTERNAL GUIDE CERTIFICATE

This is certify that Mr. SUBRAT KUMAR BEHERA Bearing the

college roll no-08/OR/KBS/PGDM/FT/023 a bonafide Student of

Koustuv business school has executed his all the work Related to

this SUMMER INTERSHIP PROGRAMME entitled Stress

Management among Bank Employees of Bank, Bhubaneswar

complete fairly, originally by hard working.

I wish all the success and prosperity in his life

for future hoping the same will continue.

Prof.Shelly mohanty (HR)

Faculty member,

Koustuv business school,

Bhubaneswar


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DECLARATION

I Mr. SUBRAT KUMAR BEHERA pursuing post graduate diploma

in Management (08-10) from Koustuv Business School under

Koustuv group of institute bearing the college roll no-

08/OR/KBS/PGDM/FT/023. Undertaking the summer

internshipProgramme entitled Stress Management among

Bank Employees of Bank, Bhubaneswar is the original

work of researcher never been submitted to any where else or

for any other purpose.

I declared that all the information given above is true to

the best of my knowledge of belief.

Signature of the researcher

Date:-Place:-


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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 bank. 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, BPOs and lots of other places. In spit 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 toreduce 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, BPOs and other industries

as well as institutes. Stress arises because of unfulfilled wants, lack of job

satisfaction etc. before starting the topic of stress; lets first understand the

importance of human resource.


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Executive Summery

This project gives us a detailed idea of what is stress and also the definition of

stress is been defined. For more detailed study the types of the stress is also defined. By

looking at the starting of the project you will find:

o Introduction to Human resource

o Introduction and Definition of stress

o Stress in biological terms

o What is stress?

o Coping with stress at work place.

o

Stress managemento Workplace stress

o Reducing of stress.

After the theoretical part I have included the research part. My research work

includes two questionnaires.

o Burn out test

o Stress analysis Questionnaire

My research includes the research methodology which contains the information as

follows:

o Research objectives

o Sampling (types and methods of sampling)

o Research instrument

o Data analysis and interpretation

o Employees opinion to reduce stress.

o Research flowchart

o

Time considerationo Limitation of survey

o Advantages and disadvantages of written questionnaire

o Finding


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INDEX

No Content Page no

1 Conceptual Framework 1

1.1 Introduction to HR 1

1.2 Concept of stress 3

1.2.1 Introduction to stress 3

1.2.2 Stress in Biological terms 8

1.2.3 What is stress 9

1.2.4 Coping with stress at workplace 11

1.2.5 Stress Management 15

1.2.6 Workplace stress 18

1.2.7 Reduce your stress 22

2 Research Methodology 27

2.1 Research objective 27

2.2 Sampling 29

2.3 Research instrument 32

2.4 Data analysis and interpretation 36

2.5 Employees opinion about how to reduce stress 48

2.6 Research flowchart 50

2.7 Time consideration 51

2.8 Limitation of the survey 52


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2.8.1 Advantages of Written Questionnaires 52

2.8.2 Disadvantages of Written Questionnaires 53

2.9 Findings 55

3 Bibliography 58

4 Annexure 59


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1. CONCEPTUAL FRAMEWORK

(1.1) INTRODUCTIONTO 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.


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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.


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(1.2) CONCEPT OF STRESS

(1.2.1) INTRODUCTIONTO 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 obviousexcept that it isnot.

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 ofexhilarating, 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 conditionor feeling experienced when a person perceives that

demands exceed the personal and social resources the individual is able to mobilize. In

short, it's what we feel when we think we've lost control of events.


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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

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

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

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

Biological

y 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

y Accent (music).

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

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

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

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

Other

y Stress (game), card game

y Stress (linguistics), phonological use of prominence in language


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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 thetheory 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 ornominal 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:

y upset stomach

y headache

y backache

y insomnia

y anxiety

y depression

y anger


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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 theircompaction (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 Fleads to structural failure due to buckling at lower stress than the

compressive strength.


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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.

(1.2.2) Stress in Biological terms:

Stress is a biological term which refers to the consequences of the failure of a human

or animal body to respond appropriately to emotional or physical threats to the

organism, whether actual or imagined. It includes a state of alarm and adrenaline

production, short-term resistance as a coping mechanism, and exhaustion. It refers to

the inability of a human or animal body to respond. Common stress symptoms include

irritability, muscular tension, inability to concentrate and a variety of physical reactions,such as headaches and accelerated heart rate.

The term "stress" was first used by the endocrinologist Hans Selye in the 1930s to

identify physiological responses in laboratory animals. He later broadened and

popularized the concept to include the perceptions and responses of humans trying to

adapt to the challenges of everyday life. In Selye's terminology, "stress" refers to the

reaction of the organism, and "stressor" to the perceived threat. Stress in certain

circumstances may be experienced positively. Eustress, for example, can be an

adaptive response prompting the activation of internal resources to meet challenges

and achieve goals.

The term is commonly used by laypersons in a metaphorical rather than literal or

biological sense, as a catch-all for any perceived difficulties in life. It also became a

euphemism, a way of referring to problems and eliciting sympathy without being

explicitly confessional, just "stressed out". It covers a huge range of phenomena from

mild irritation to the kind of severe problems that might result in a real breakdown of

health. In popular usage almost any event or situation between these extremes could be

described as stressful.


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(1.2.3) what is Stress?

Stress refers to the strain from the conflict between our external environment and us,

leading to emotional and physical pressure. In our fast paced world, it is impossible to

live without stress, whether you are a student or a working adult. There is both positive

and negative stress, depending on each individuals unique perception of the tension

between the two forces. Not all stress is bad. For example, positive stress, also known

as eustress, can help an individual to function at optimal effectiveness and efficiency.

Hence, it is evident that some form of positive stress can add more color and vibrancy

to our lives. The presence of a deadline, for example, can push us to make the most of

our time and produce greater efficiency. It is important to keep this in mind, as stressmanagement refers to using stress to our advantage, and not on eradicating the

presence of stress in our lives.

On the other hand, negative stress can result in mental and physical strain. The

individual will experience symptoms such as tensions, headaches, irritability and in

extreme cases, heart palpitations. Hence, whilst some stress may be seen as a

motivating force, it is important to manage stress levels so that it does not have an

adverse impact on your health and relationships.

Part of managing your stress levels include learning about how stress can affect you

emotionally and physically, as well as how to identify if you are performing at your

optimal stress level (OSL) or if you are experiencing negative stress. This knowledge

will help you to identify when you need to take a break, or perhaps seek professional

help. It is also your first step towards developing techniques to managing your stress

levels.

Modern day stresses can take the form of monetary needs, or emotional frictions. Competition

at work and an increased workload can also cause greater levels of stress. How do you identify

if you are suffering from excessive stress?


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Psychological symptoms commonly experienced include insomnia, headaches and an

inability to focus. Physical symptoms take the form of heart palpitations, breathlessness,

excessive sweating and stomachaches.

What causes stress? There are many different causes of stress, and that which causes

stress is also known as a stressor. Common lifestyle stressors include performance,

threat, and bereavement stressors, to name a few. Performance stressors are triggered

when an individual is placed in a situation where he feels a need to excel. This could be

during performance appraisals, lunch with the boss, or giving a speech. Threat

stressors are usually when the current situation poses a dangerous threat, such as an

economic downturn, or from an accident. Lastly, bereavement stressors occur when

there is a sense of loss such as the death of a loved one, or a prized possession.

Thus, there are various stressors, and even more varied methods and techniques of

dealing with stress and turning it to our advantages. In order to do so, we must learn to

tell when we have crossed the line from positive to negative stress.

Good stress v/s Bad stress:

Stress has often been misunderstood to be negative, with few people acknowledging

the importance and usefulness of positive stress. In our everyday lives, stress is

everywhere and definitely unavoidable; hence our emphasis should be on differentiating

between what is good stress, and what is bad. This will help us to learn to cope with

negative stress, and harness the power of positive stress to help us achieve more.

There are 4 main categories of stress, namely eustress, distress, hyper stress and hypo

stress. Negative stress can cause many physical and psychological problems, whilst

positive stress can be very helpful for us. Heres how we differentiate between them.


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Eustress:

this is a positive form of stress, which prepares your mind and body for the imminent

challenges that it has perceived. Eustress is a natural physical reaction by your body

which increases blood flow to your muscles, resulting in a higher heart rate. Athletes

before a competition or perhaps a manager before a major presentation would do well

with eustress, allowing them to derive the inspiration and strength that is needed.

Distress

We are familiar with this word, and know that it is a negative form of stress. This occurs

when the mind and body is unable to cope with changes, and usually occurs when there

are deviations from the norm. They can be categorized into acute stress and chronic

stress. Acute stress is intense, but does not last for long. On the other hand, chronic

stress persists over a long period of time. Trigger events for distress can be a change

in job scope or routine that the person is unable to handle or cope with.

Hyper stress

This is another form of negative stress that occurs when the individual is unable to cope

with the workload. Examples include highly stressful jobs, which require longer working

hours than the individual can handle. If you suspect that you are suffering from hyper

stress, you are likely to have sudden emotional breakdowns over insignificant issues,

the proverbial straws that broke the camels back. It is important for you to recognize

that your body needs a break, or you may end up with severe and chronic physical and

psychological reactions.


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Hypo stress

Lastly, hypo stress occurs when a person has nothing to do with his time and feels

constantly bored and unmotivated. This is due to an insufficient amount of stress; hence

some stress is inevitable and helpful to us. Companies should avoid having workers

who experience hypo stress as this will cause productivity and mindfulness to fall. If the

job scope is boring and repetitive, it would be a good idea to implement some form of

job rotation so that there is always something new to learn.

The types of stress are named as eustress and distress. Distress is the most

commonly-referred to type of stress, having negative implications, whereas eustress is

a positive form of stress, usually related to desirable events in person's life. Both can be

equally taxing on the body, and are cumulative in nature, depending on a person's wayof adapting to a change that has caused it.


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(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 thatyou 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


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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.


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(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 disorderssuch 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:


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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

body 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 lymphocytesthe natural killer cells. Laughter also increases the

number of T cells that have suppresser receptors.


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What Laughter Can Do Against Stress And Its Effects?

Laughter lowers blood pressure and reduces hypertension.

It provides good cardiac conditioning especially for those who are unable to perform physical

exercise.

Reduces stress hormones (studies shows, laughter induces reduction of at least four of

neuroendocrine hormonesepinephrine, cortical, dopac, and growth hormone, associated with

stress response).

Laughter cleanses the lungs and body tissues of accumulated stale air as it empties more airthan it takes in. It is beneficial for patients suffering from emphysema and other respiratory

ailments.

It increases muscle flexion, relaxation and fluent blood circulation in body.

Boosts immune function by raising levels of infection-fighting T-cells, disease-fighting proteins

called Gamma-interferon and disease-destroying antibodies called B-cells.

Laughter triggers the release of endorphinsbody's natural painkillers.

Produces a general sense of well-being.


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(1.2.6) Workplace Stress

Workplace stress is the harmful physical and emotional response that occurs when

there is a poor match between job demands and the capabilities, resources, or needs of

the worker. Stress-related disorders encompass a broad array of conditions, including

psychological disorders (e.g., depression, anxiety, post-traumatic stress disorder) and

other types of emotional strain (e.g., dissatisfaction, fatigue, tension, etc.), maladaptive

behaviors (e.g., aggression, substance abuse), and cognitive impairment (e.g.,

concentration and memory problems). In turn, these conditions may lead to poor work

performance or even injury. Job stress is also associated with various biological

reactions that may lead ultimately to compromised health, such as cardiovascular

disease.

Stress is a prevalent and costly problem in today's workplace. About one-third of

workers report high levels of stress. One-quarter of employees view their jobs as the

number one stressor in their lives. Three-quarters of employees believe the worker has

more on-the-job stress than a generation ago. Evidence also suggests that stress is the

major cause of turnover in organizations.

Health and Healthcare Utilization

Problems at work are more strongly associated with health complaints than are any

other life stressor-more so than even financial problems or family problems. Many

studies suggest that psychologically demanding jobs that allow employees little control

over the work process increase the risk of cardiovascular disease. On the basis of

research by the National Institute for Occupational Safety and Health and many other

organizations, it is widely believed that job stress increases the risk for development of

back and upper-extremity musculoskeletal disorders. High levels of stress areassociated with substantial increases in health service utilization. Workers who report

experiencing stress at work also show excessive health care utilization. In a 1998 study

of 46,000 workers, health care costs were nearly 50% greater for workers reporting high

levels of stress in comparison to low risk workers. The increment rose to nearly 150%,

an increase of more than $1,700 per person annually, for workers reporting high levels


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of both stress and depression. Additionally, periods of disability due to job stress tend to

be much longer than disability periods for other occupational injuries and illnesses.

Causes of Workplace Stress

Job stress results from the interaction of the worker and the conditions of work. Views

differ on the importance of worker characteristics versus working conditions as the

primary cause of job stress. The differing viewpoints suggest different ways to prevent

stress at work. According to one school of thought, differences in individual

characteristics such as personality and coping skills are most important in predicting

whether certain job conditions will result in stress-in other words, what is stressful for

one person may not be a problem for someone else. This viewpoint leads to prevention

strategies that focus on workers and ways to help them cope with demanding job

conditions. Although the importance of individual differences cannot be ignored,

scientific evidence suggests that certain working conditions are stressful to most people.

Such evidence argues for a greater emphasis on working conditions as the key source

of job stress, and for job redesign as a primary prevention strategy. Personal interview

surveys of working conditions, including conditions recognized as risk factors for job

stress, were conducted in Member States of the European Union in 1990, 1995, and

2000. Results showed a trend across these periods suggestive of increasing workintensity. In 1990, the percentage of workers reporting that they worked at high speeds

at least one-fourth of their working time was 48%, increasing to 54% in 1995 and to

56% in 2000. Similarly, 50% of workers reported they work against tight deadlines at

least one-fourth of their working time in 1990, increasing to 56% in 1995 and 60 % in

2000. However, no change was noted in the period 19952000 (data not collected in

1990) in the percentage of workers reporting sufficient time to complete tasks. A

substantial percentage of Americans work very long hours. By one estimate, more than

26% of men and more than 11% of women worked 50 hours per week or more in 2000.

These figures represent a considerable increase over the previous three decades,

especially for women. According to the Department of Labor, there has been an upward

trend in hours worked among employed women, an increase in extended work weeks


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(>40 hours) by men, and a considerable increase in combined working hours among

working couples, particularly couples with young children.

Signs of Workplace Stress

Mood and sleep disturbances, upset stomach and headache, and disturbed

relationships with family; friends and girlfriends or boyfriends are examples of stress-

related problems. The effects of job stress on chronic diseases are more difficult to see

because chronic diseases take a long time to develop and can be influenced by many

factors other than stress. Nonetheless, evidence is rapidly accumulating to suggest that

stress plays an important role in several types of chronic health problems-especially

cardiovascular disease, musculoskeletal disorders, and psychological disorders.

Prevention

A combination of organizational change and stress management is often the most

useful approach for preventing stress at work.

How to Change the Organization to Prevent Job Stress

y Ensure that the workload is in line with workers' capabilities and resources.

y Design jobs to provide meaning, stimulation, and opportunities for workers to use their

skills.

y Clearly define workers' roles and responsibilities.

y Give workers opportunities to participate in decisions and actions affecting their jobs.

y Improve communications-reduce uncertainty about career development and future

employment prospects.

y Provide opportunities for social interaction among workers.

y Establish work schedules that are compatible with demands and responsibilities outside

the job.

y Discrimination inside the workplace. (e.g. nationality and language )

St. Paul Fire and Marine Insurance Company conducted several studies on the effects

of stress prevention programs in hospital settings. Program activities included (1)

employee and management education on job stress, (2) changes in hospital policies


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and procedures to reduce organizational sources of stress, and (3) establishment of

employee assistance programs. In one study, the frequency of medication errors

declined by 50% after prevention activities was implemented in a 700-bed hospital. In a

second study, there was a 70% reduction in malpractice claims in 22 hospitals that

implemented stress prevention activities. In contrast, there was no reduction in claims in

a matched group of 22 hospitals that did not implement stress prevention activities.


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(1.2.7) Reduce your stress

1. Job analysis: - We have all experienced that appalling sense of having far too much work to

do and too little time to do it in. We can choose to ignore this, and work unreasonably long

hours to stay on top of our workload. The risks here are that we become exhausted, that we

have so much to do that we do a poor quality job and that we neglect other areas of our life.

Each of these can lead to intense stress.

The alternative is to work more intelligently, by focusing on the things that are important for job

success and reducing the time we spend on low priority tasks. Job Analysis is the first step in

doing this.

The first of the action-oriented skills that we look at is Job Analysis. Job Analysis is a key

technique for managing job overload an important source of stress.

To do an excellent job, you need to fully understand what is expected of you. While this may

seem obvious, in the hurly-burly of a new, fast-moving, high-pressure role, it is oftentimes

something that is easy to overlook.

By understanding the priorities in your job, and what constitutes success within it, you can focus

on these activities and minimize work on other tasks as much as possible. This helps you get

the greatest return from the work you do, and keep your workload under control.

Job Analysis is a useful technique for getting a firm grip on what really is important in your job

so that you are able to perform excellently. It helps you to cut through clutter and distraction to

get to the heart of what you need to do.

2. Rational & positive thinking: -

You are thinking negatively when you fear the future, put yourself down, criticize yourself for

errors, doubt your abilities, or expect failure. Negative thinking damages confidence, harms

performance and paralyzes mental skills.


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Unfortunately, negative thoughts tend to flit into our consciousness, do their damage and flit

back out again, with their significance having barely been noticed. Since we barely realize that

they were there, we do not challenge them properly, which means that they can be completely

incorrect and wrong.

Thought Awareness is the process by which you observe your thoughts and become aware of

what is going through your head.

One approach to it is to observe your "stream of consciousness" as you think about the thing

you're trying to achieve which is stressful. Do not suppress any thoughts. Instead, just let them

run their course while you watch them, and write them down on our free worksheet as they

occur. Then let them go.

Another more general approach to Thought Awareness comes with logging stress in your Stress

Diary. When you analyze your diary at the end of the period, you should be able to see the most

common and the most damaging thoughts. Tackle these as a priority using the techniques

below.

Here are some typical negative thoughts you might experience when preparing to give a major

presentation:

y Fear about the quality of your performance or of problems that may interfere with it;

y Worry about how the audience (especially important people in it like your boss) or the

press may react to you;

y Dwelling on the negative consequences of a poor performance; or

y Self-criticism over a less-than-perfect rehearsal.

Thought awareness is the first step in the process of managing negative thoughts, as youcannot manage thoughts that you are unaware of.

Rational Thinking

The next step in dealing with negative thinking is to challenge the negative thoughts that you

identified using the Thought Awareness technique. Look at every thought you wrote down and


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challenge it rationally. Ask yourself whether the thought is reasonable. What evidence is there

for and against the thought? Would your colleagues and mentors agree or disagree with it?

Looking at the examples, the following challenges could be made to the negative thoughts we

identified earlier:

y Feelings of inadequacy:Have you trained yourself as well as you reasonably should

have? Do you have the experience and resources you need to make the presentation?

Have you planned, prepared and rehearsed enough? If you have done all of these,

you've done as much as you can to give a good performance.

y Worries about performance during rehearsal: If some of your practice was less than

perfect, then remind yourself that the purpose of the practice is to identify areas for

improvement, so that these can be sorted out before the performance.

y Problems with issues outside your control:Have you identified the risks of these

things happening, and have you taken steps to reduce the likelihood of them happening

or their impact if they do? What will you do if they occur? And what do you need others

to do for you?

y Worry about other people's reactions:If you have prepared well, and you do the best

you can, then you should be satisfied. If you perform as well as you reasonably can,

then fair people are likely to respond well. If people are not fair, the best thing to do is

ignore their comments and rise above them.

Tip:

Don't make the mistake of generalizing a single incident. OK, you made a mistake at work, but

that doesn't mean you're bad at your job.

Similarly, make sure you take the long view about incidents that you're finding stressful. Just

because you're finding these new responsibilities stressful now, doesn't mean that they willALWAYS be so for you in the future.


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Tip:

If you find it difficult to look at your negative thoughts objectively, imagine that you are your best

friend or a respected coach or mentor. Look at the list of negative thoughts and imagine the

negative thoughts were written by someone you were giving objective advice to. Then, think

how you would challenge these thoughts.

When you challenge negative thoughts rationally, you should be able to see quickly whether the

thoughts are wrong or whether they have some substance to them. Where there is some

substance, take appropriate action. However, make sure that your negative thoughts are

genuinely important to achieving your goals, and don't just reflect a lack of experience, which

everyone has to go through at some stage.

Po

sitiveT

hin

kin

g & Oppo

rtun

ity Seekin

g

By now, you should already be feeling more positive. The final step is to prepare rational,

positive thoughts and affirmations to counter any remaining negativity. It can also be useful to

look at the situation and see if there are any useful opportunities that are offered by it.

By basing your affirmations on the clear, rational assessments of facts that you made using

Rational Thinking, you can use them to undo the damage that negative thinking may have done

to your self-confidence.

Tip:

Your affirmations will be strongest if they are specific, are expressed in the present tense and

have strong emotional content.

Continuing the examples above, positive affirmations might be:

y Problems during practice: "I have learned from my rehearsals. This has put me in a

position where I can deliver a great performance. I am going to perform well and enjoy

the event."

y Worries about performance: "I have prepared well and rehearsed thoroughly. I am well

positioned to give an excellent performance."


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y Problems issues outside your control: "I have thought through everything that might

reasonably happen and have planned how I can handle all likely contingencies. I am

very well placed to react flexibly to events."

y

Wo

rry abo

uto

ther peo

ple's reaction:

"Fair people will react well to a goodperformance. I will rise above any unfair criticism in a mature and professional way."

If appropriate, write these affirmations down on your worksheet so that you can use them when

you need them.

As well as allowing you to structure useful affirmations, part of Positive Thinking is to look at

opportunities that the situation might offer to you. In the examples above, successfully

overcoming the situations causing the original negative thinking will open up opportunities. You

will acquire new skills, you will be seen as someone who can handle difficult challenges, andyou may open up new career opportunities.

Make sure that identifying these opportunities and focusing on them is part of your positive

thinking.


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2. Research Methodology

(2.1) Research Objective: -

Stress is a dynamic condition in witch an individual is confronted with an opportunity,

demand or resource related to what the individual desires and for which the outcome is

perceived to be both uncertain and important. This is a complicated definition.

Stress is not necessarily bad in and of itself. Although stress is typically discussed in a

negative context, it also has a positive value. Its an opportunity when it offers potential gain.

Consider for example, the superior performance that an athlete or stage performer gives in

clutch situations. Such individuals often use stress positively to rise to the occasion and

perform at or near their maximum. Similarly, many professionals see the pressures of heavy

workloads and deadlines as positive challenges that enhance the quality of their work and the

satisfaction the get from their job.

But it is different in the case of bank employees. The bank employees are the people

who also have to achieve the certain target and so for the non achievement of target the

employees remain stressed and tensed. The employees who have the simple table work also

have to face the problem of stress. Due to recession the banking sector is also facing the

problem of employee cut-offs and so the work load of the existing employees increases and the

feel stressed.

The types of stress are named as eustress and distress. Distress is the most

commonly-referred to type of stress, having negative implications, whereas eustress is a

positive form of stress, usually related to desirable events in person's life. Both can be equally

taxing on the body, and are cumulative in nature, depending on a person's way of adapting to a

change that has caused it. 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,


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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.

This research is to carry out the study that how much stressed the employees of the

banks are and how do their stress affect their work life, social life, output etc. so a sample of14

to 15 employees are selected from all the three banks for the research of stress among them.


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(2.2) Sampling

Sample: I have taken the sample of 35 employees from three different banks of

Bhavnagar. All the employees were of the same designations.

Reason:As we find the employees of the bank to be more stressful as more and more

employees are taking VRS and are dismissed because of inflation. I have selected only

those three banks which are affiliated to the public and are specialized in consumer

needs fulfillment.

It is incumbent on the researcher to clearly define the target population. There

are no strict rules to follow, and the researcher must rely on logic and judgment. The

population is defined in keeping with the objectives of the study.

Sometimes, the entire population will be sufficiently small, and the researcher

can include the entire population in the study. This type of research is called a census

study because data is gathered on every member of the population.

Usually, the population is too large for the researcher to attempt to survey all

of its members. A small, but carefully chosen sample can be used to represent the

population. The sample reflects the characteristics of the population from which it is

drawn.

Sampling methods are classified as eitherprobabilityornon probability. In

probability samples, each member of the population has a known non-zero probability of

being selected. Probability methods include random sampling, systematic sampling, and

stratified sampling. In non probability sampling, members are selected from the

population in some nonrandom manner. These include convenience sampling,

judgment sampling, quota sampling, and snowball sampling. The advantage of

probability sampling is that sampling errorcan be calculated. Sampling error is the

degree to which a sample might differ from the population. When inferring to the


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population, results are reported plus or minus the sampling error. In non probability

sampling, the degree to which the sample differs from the population remains unknown.

Random sampling is the purest form of probability sampling. Each member

of the population has an equal and known chance of being selected. When

there are very large populations, it is often difficult or impossible to identify

every member of the population, so the pool of available subjects becomes

biased.

Systematic sampling is often used instead of random sampling. It is also

called an Nth name selection technique. After the required sample size has

been calculated, every Nth record is selected from a list of population

members. As long as the list does not contain any hidden order, this

sampling method is as good as the random sampling method. Its only

advantage over the random sampling technique is simplicity. Systematic

sampling is frequently used to select a specified number of records from a

computer file.

Stratified sampling is commonly used probability method that is superior to

random sampling because it reduces sampling error. A stratum is a subset

of the population that shares at least one common characteristic. The

researcher first identifies the relevant stratums and their actual

representation in the population. Random sampling is then used to select

subjects from each stratum until the number of subjects in that stratum is

proportional to its frequency in the population. Stratified sampling is often

used when one or more of the stratums in the population have a low

incidence relative to the other stratums.

Convenience sampling is used in exploratory research where the

researcher is interested in getting an inexpensive approximation of the truth.

As the name implies, the sample is selected because they are convenient.

This non-probability method is often used during preliminary research


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efforts to get a gross estimate of the results, without incurring the cost or

time required to select a random sample.

Judgment sampling is a common non-probability method. The researcher

selects the sample based on judgment. This is usually and extension of

convenience sampling. For example, a researcher may decide to draw the

entire sample from one "representative" city, even though the population

includes all cities. When using this method, the researcher must be

confident that the chosen sample is truly representative of the entire

population.

Quota sampling is the non-probability equivalent of stratified sampling. Like

stratified sampling, the researcher first identifies the stratums and their

proportions as they are represented in the population. Then convenience or

judgment sampling is used to select the required number of subjects from

each stratum. This differs from stratified sampling, where the stratums are

filled by random sampling.

Snowball sampling is a special non-probability method used when the

desired sample characteristic is rare. It may be extremely difficult or cost

prohibitive to locate respondents in these situations. Snowball sampling

relies on referrals from initial subjects to generate additional subjects. While

this technique can dramatically lower search costs, it comes at the expense

of introducing bias because the technique itself reduces the likelihood that

the sample will represent a good cross section from the population.


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(2.3) Research Instrument: -

Checking Yourself for Burnout

Burnout occurs when passionate, committed people become deeply disillusioned with ajob or career from which they have previously derived much of their identity andmeaning. It comes as the things that inspire passion and enthusiasm are stripped away,and tedious or unpleasant things crowd in. This tool can help you check yourself forburnout.

Introduction:

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

Using the Tool:

y Work through the table on paper and calculate values manually.y Fill in values appropriately on the sheet. This will automatically calculate scores for you

and interpret these scores, showing the score and interpretation in row 30.

If you choose to use the manual method, then calculate the total of the scores asdescribed in the instructions (note that this uses a slightly different scoring method fromthe spreadsheet). Apply the score to the scoring table underneath to get theinterpretation.

Checking Yourself for Burnout

Questionnaire


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No Questions Not at

all

Rarely Sometimes Often Very

often

1 Do you feel run down and

drained of physical oremotional energy?

2 Do you find that you are prone

to negative thinking about

your job?

3 Do you find that you are

harder and less sympathetic

with people than perhaps they

deserve?

4 Do you find yourself getting

easily irritated by small

problems, or by your co-

workers and team?

5 Do you feel misunderstood or

unappreciated by your co-

workers?

6 Do you feel that you have no-

one to talk to?

7 Do you feel that you are

achieving less than you

should?

8 Do you feel under an

unpleasant level of pressure

to succeed?

9 Do you feel that you are not

getting what you want out of

your job?

10 Do you feel that you are in the

wrong organization or the

wrong profession?

11 Are you becoming frustrated

with parts of your job?


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Inst

ructi

ons: For each question, put an 'X' in the column that most applies. Put one 'X' only in each row.

Please write the total number of x at the space given at the bottom of each column

Answer Number Weight Weighted Total

Not at all 0

Rarely 1

Sometimes 2

Often 3

12 Do you feel that organizational

politics or bureaucracy

frustrate your ability to do a

good job?

Do you feel that there is morework to do than you practically

have the ability to do?

14 Do you feel that you do not

have time to do many of the

things that are important to

doing a good quality job?

15 Do you find that you do not

have time to plan as much as

you would like to?

Total


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Very often 4

No Questions Yes No

1 Are you satisfied with the performance you give at your work?

2 Do you think that you are suffering from depression?

3 Do you worry about your colleague's opinion about you?

4 Do you discuss your problem with your spouse or friend or anyother close to you?

5 Do you work more than 8 hours?

6 You have an important function at your home and your boss asks

to give a 4 hour over time, what will be your response?

7 Do you regularly spend time for entertainment?

8 Is your social life balanced?

9 Do you plan your work before doing?

10 Do you fear about the quality of your performance?

>=

-1 No sign of burnout here!

5 Little sign of burnout here, unless some factors are particularly severe

18 Be careful - you may be at risk of burnout, particularly if several scores are high

35 You are at severe risk of burnout - do something about this urgently

45 You are at very severe risk of burnout - do something about this urgently


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11 Are you a heart patient?

12 Do you get tensed at your non achievement of your target?

13 Do you feeling stress some times?

If the answer of the above question is Yes then answer the

following:

a) Is the reason of your stress your work load?

b) Are you stressed because of your family problems?

c) Do you get stressed when your boss scolds You?

d) Do you try to find any solution for the problem of your stress?

e) (IF YES) Do you practice yoga or any other ayurvedic therapy for

reducing stress?

To make the survey report more clear the above questionnaire was also filled. As a

result the employees have given proper response and the report of the questionnaire is

presented in the project.

(2.4) Data analysis andInterpretation

The project report shows the information of the level of stress which the

employees are facing as the period of recession is going the employee cut-off and

turnover ratios are found to be high so the workload for the existing employees are high.

So they are facing the problem of work overload and thus they get stressed.

Lets have a watch on the basic data of the survey:

The report of a bank


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>= response

-1 No sign of burnout here! 0

5 Little sign of burnout here, unless some factors are particularly severe 6

18 Be careful - you may be at risk of burnout, particularly if several scoresare high

8

35 You are at severe risk of burnout - do something about this urgently 0

45 You are at very severe risk of burnout - do something about this

urgently

0

The Report of a Bank

>= response



18 Be careful - you may be at risk of burnout, particularly if several scores

are high

10


no signof burnoutlittle signofburnoutBe careful

severe risk

Very high


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urgently

0

The report of a Bank

>= response




are high

3



urgently

0

No sign

Little sign

Be careful

Severe

riskVery high


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It is seen from the above data that the employees working in the banks are at the risk of two

levels that is a little sign of burn out and be careful. Taking a look on the data of all the three

banks, it is seen that the employees working in SBS are found less stressed out compared to

other banks. This can be because its a public sector. If all the graphs are compared, it is seen

that the ratio of stressed employees in AXIS banks are high as compared to all the other banks.

Lets have a look on the overall result of the survey

>= response




are high

21



urgently

0

No sign

little sign

be careful

Severe risk

Very high


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From the above graph it can be seen that maximum employees of all the banks are at a

moderate level of risk of burnout while the employees who were found with a little sign of

burnout is less. So the ratio of little sign of burnout and moderate level of burnout is 2:3.

1. Are you satisfied with the performance you give at your work?

Yes No No response

27 8 0

no sign

little sign

Be carefull

severe risk

Very high


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From the diagram it is clear that 77 % of the employees are satisfied withthe performance they give in the work while 23 % of the employees are not

satisfied.

2. Do you think that you are suffering from depression?

20

% of

the

emp

Yes No No response

7 28 0

Yes

No

No response

Yes

No

No response


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loyee feel that they are suffering from depression while 80 % of the employee feel that

that they are free from the depression

3. Do you worry about your colleague's opinion about you?

Yes No No response

9 26 0

26% of the employees worry about their colleagues opinion about them while 74% of

the employees are not concern with the opinion about their colleague.

Yes

No

No response


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4. Do you discuss your problem with your spouse or friendor any other close to

you?

Yes No No response

32 3 0

91% of the employees of the bank discuss their problem and share their feelings with

their spouse or friends or others while 9 % of the employee is not concerned with it.

Yes

No

No response


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5. Do you work more than 8 hours?

89% of the employees work for more than 8 hours which is the starting point of the

stress while 11 % of the employees dont work for more than 8 hours.

6. You have an important function at your home and your boss asks to give a 4

hourover time, what will be your response?

Yes No No

response

14 19 2

Yes No No response

31 4 0

Yes

No

No response


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40 % of the employees are proved to be work dedicated and they are ready to miss the

important function at their house while 54 % of the employees said no and 6 % of the

employee did not gave any answer.

7. Do you regularly spend time for entertainment?

yes no No response

20 15 0

57% of the employee spent regular time on entertainment which helps us to remain

stress free while 43 % of the employees dont do that.

Yes

No

No response

Yes

No

No

response


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8. Is your social life balanced?

54 % of the employees find their social life to be balanced while 40 % of the employees

dont have their social life balanced. 6% of the employees remain silent.

9. Do you plan your work before doing?

Yes No No response

19 14 2

Yes No No response

31 4 0

Yes

No

No response


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It is a good habit to plan the work you do. 89 % of the employees plan their work before

doing while 11 % of the employees dont plan their work.

10. Do you fear about the quality of your performance?

63% of the employees fear the quality of performance which they give while 37 % of the

employees dont fear the quality of their work.

Yes No No response

22 13 0

Yes

No

No response

Yes

No

No response


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11. Are you a heart patient?

Here 3 % of the employees are heart patient which is partially the result of stress.

12. Do you get tensed at yournon achievement of your target?

Yes No No response

25 10 0

Yes No No response

1 34 0

Yes No No response

Yes

No

No response


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71% of the employees get tensed at the non achievement of the target while 29 % of

the employees work casually.

13. Do you feeling stress some times?

Yes No No response

28 6 1

80% of the employees feel stressed sometimes while 17 % of the employees are not

feeling stressed. 3 % of the employees did not respond.

Yes

No

No response


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If the answerof the above question is Yes then answer the following:

a) Is the reasonof your stress your work load?

57% of the employees find themselves to be stressed by their work over load. 26 % of

the employees are not stressed because of the work overload. 17 % of the employees

did not answer.

b) Are you stressed because of your family problems?

Yes No No response

20 9 6

Yes No No response

14 14 7

Yes

No

Noresponse


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40 % of the employees are stressed because of their family problems 40% by other

problems while 20% of the employees did not responded.

c) Do you get stressed when your boss scolds you?

20% of the employee did not responded when they were asked weather their get

stressed because of the scolding of their boss. 51% of the employees dont get stress

because of the scolding of their boss. 29 % of the employees get stressed because of

the scolding of their boss.

Yes No No response

10 18 7

Yes

No

No response

Yes

No

No response


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d) Do you try to find any solution for the problem of your stress?

Yes No No response

24 6 5

69 % of the employees try to find the solution of their stress.

e) (IF YES) Do you practice yoga or any other ayurvedic therapy for reducing

stress?

Yes No No response

11 18 6

Yes

No

No response


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31% of the employees try the yoga and other ayurvedic techniques to

reduce their stress while 51 % of the employees use other techniques to

reduce stress.

Yes

No

No response


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2.5) Employees opinion about how to reduce

stress

This project consist of the information about the employees undergoing from

stress who working in the banks. So considering this factor this topic becomes one of

the most important part of the project as it consists of the opinion of the employees who

work in the banks. In short it was a direct interview of the employees who gave their

opinion about how to reduce stress. The response of employees in the major banks of

Bhubaneswar like State Bank of India, Bhubaneswar, The AXIS Bank, and The HDFC

bank was marvelous and they have given their valuable opinion about reducing stress

as a result of the last question included in the questionnaire 2. So the opinion if the

employees were as follows:

Just smile awayAn employee- HDFC Bank

Just believe in your self and just do what your heart wantsAn employee- HDFC

Bank

-Talking to family members, - WatchingTVor listening good music, - Going

for a walk or long driveAn employee- HDFC Bank

Believe in GodAn employee- HDFC Bank

Respect yourself and give time to yourselfAn employee- HDFC Bank

Working in environment welfares, lot of positive attitude. Positive attitude is only

that reduces stress and achieves success. Most of the people frustrate due to

lack of positivity and stress level climbs up due to that. So get positive attitude

about work, about life, and forget the stressAn employee- AXIS Bank

We should do such activities from which we get happiness and also make others

happy. Pass your time with your close friends and relatives.An employee- AXIS

Bank

Play and watch cricketAn employee- AXIS Bank

Listen music and spend time with familyAn employee- SBI Bank


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Get adjusted with others, Find and spend time for prayer, Study the scriptures,

See oneness in all, All are manifested of the supreme GODAn employee- SBI

Bank

These opinions are seemed to be valuable and effective as one of the

effective things has been noticed that the employeeswho have got less than 18 marks

in the Burnout test have given their opinions about reducing the stress.

It is also noticed that in the AXIS bank Bhubaneswar in the time of afternoon

slow instrumental music are been played so that the employees can work stress free.

This is one of the positive things which are seen in the organization who is caring for

their employees. This will help the organization to boost up the productivity.

From the certain sample of employees selected for the research, only 10

employees have given their opinion how to reduce stress. So we can understand that

how overloaded the employees of the bank are.


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(2.6) Research Flowchart

Questionnaire research design proceeds in an orderly and specific

manner. Each item in the flow chart depends upon the successfulcompletion of all the previous items. Therefore, it is important not to skip a

single step. Notice that there are two feedback loops in the flow chart to

allow revisions to the methodology and instruments.

Design Methodology

Determine Feasibility

Develop Instruments

Select Sample

Conduct Pilot Test

Revise Instruments

Conduct Research

Analyze Data

Prepare Report


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(2.7) Time Considerations

Many researchers underestimate the time required to complete a research

project. The following form may be used as an initial checklist in developing time

estimates. The best advice is to be generous with your time estimates. Things almost

always take longer than we think they should.

This checklist contains two time estimates for each task. The first one (Hours)

is your best estimate of the actual number of hours required to complete the task. The

second one (Duration) is the amount of time that will pass until the task is completed.

Sometimes these are the same and sometimes they are different. Most researchers and

business-people have to divide their time among many projects. They simply cannot

give all their time to any one project. For example, my estimate of goal clarification may

be four hours, but other commitments allow me to spend only two hours a day on this

study. My "hours" estimate is four hours, and my "duration" estimate is two days.

To arrive at your final time estimates, add the individual estimates. The hours

estimate is used for budget planning and the duration estimate is used to develop a

project time line.


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(2.8) Limitationof the survey

The questionnaires were filled be 35 employees working in the three major Banks of

Bhubaneswar i.e. Axis Bank, HDFC Bank and SBI Bank. So the scope of sample

findings was less.

The questionnaire was filled by 35 employees of different designations. So the point of

view of employees differs as per their designations.

The employees from whom the questionnaires are filled are in a heavy workload so

some of the questionnaires filled by the employees who are in stress cannot be called

reasonable.

The responses of the employees cannot be accurate as the problem of language and

understanding arises. (These problems are not in all cases.)

One of the other problems of questionnaire is the cost. Some times it may be possible

that even by spending so much the result may not be reasonable.

Many a times the employees may not be really conscious or may not be bothered

about the questionnaire. This may create a problem in the research.

(2.8.1) Advantages of WrittenQuestionnaires

Questionnaires are very cost effective when compared to face-to-face

interviews. This is especially true for studies involving large sample sizes

and large geographic areas. Written questionnaires become even more cost

effective as the number of research questions increases.

Questionnaires are easy to analyze. Data entry and tabulation for nearly

all surveys can be easily done with many computer software packages.


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Questionnaires are familiar to most people. Nearly everyone has had

some experience completing questionnaires and they generally do not

make people apprehensive.

Questionnaires reduce bias. There is uniform question presentation and

no middle-man bias. The researcher's own opinions will not influence the

respondent to answer questions in a certain manner. There are no verbal or

visual clues to influence the respondent.

Questionnaires are less intrusive than telephone or face-to-face surveys.

When a respondent receives a questionnaire in the mail, he is free tocomplete the questionnaire on his own time-table. Unlike other research

methods, the respondent is not interrupted by the research instrument.

(2.8.2) Disadvantages of WrittenQuestionnaires

One major disadvantage of written questionnaires is the possibility of low

response rates. Low response is the curse of statistical analysis. It candramatically lower our confidence in the results. Response rates vary

widely from one questionnaire to another (10% - 90%), however, well-

designed studies consistently produce high response rates.

Another disadvantage of questionnaires is the inability to probe

responses. Questionnaires are structured instruments. They allow little

flexibility to the respondent with respect to response format. In essence,they often lose the "flavor of the response" (i.e., respondents often want to

qualify their answers). By allowing frequent space for comments, the

researcher can partially overcome this disadvantage. Comments are

among the most helpful of all the information on the questionnaire, and


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they usually provide insightful information that would have otherwise been

lost.

Nearly ninety percent of all communication is visual. Gestures and othervisual cues are not available with written questionnaires. The lack of

personal contact will have different effects depending on the type of

information being requested. A questionnaire requesting factual

information will probably not be affected by the lack of personal contact. A

questionnaire probing sensitive issues or attitudes may be severely

affected.

When returned questionnaires arrive in the mail, it's natural to assume that

the respondent is the same person you sent the questionnaire to. This

may not actually be the case. Many times business questionnaires get

handed to other employees for completion. Housewives sometimes

respond for their husbands. Kids respond as a prank. For a variety of

reasons, the respondent may not be who you think it is. It is a confounding

error inherent in questionnaires.

Finally, questionnaires are simply not suited for some people. For

example, a written survey to a group of poorly educated people might not

work because of reading skill problems. More frequently, people are

turned off by written questionnaires because of misuse.


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(2.9) Findings

It is analyzed from the questionnaire filled by the employees that the employees

who have scored more than 20 marks in the burnout test are not satisfied with the performance

which they give in the organization. Thus it is proved that the employees who are desired to give

better performance than their original performance are found more stressful than the others.

While at the same time the employ that have scored less than 20 marks in the burnout test are

satisfied with the performance. From the sample of 35 bank employees who have been

surveyed, one is found to be a heart patient. This can be because of high level of stress.

Very rare of the employee are to be found suffering from depression. It is proved

from the survey that the employees who have scored more than 25 marks in the burnout test

are concern about the opinion of their colleagues. And the employees who got less than 25

marks do not mind about their colleagues opinion. Thus it is proved that the colleagues opinion

also play a lead role in the increase and decrease of the stress level. Those who mind about

their colleagues opinion are found to be more stressful.

The employees who have scored 28-29 marks in the burnout test dont believe in

sharing their problems with their spouse or friend or any closed one. Thus we can say that

sharing your problems with your spouse or close friends is a better idea to reduce stress.

In the second questionnaire one of the question was You have an important

function at your home and your boss asks to give a 4 hour over time what will be your responseYes or No? the employees have given their opinion as per their mood.

While considering the point of view of entertainment it depends upon the mood of

the employees. The entertainment is considered one of the most ultimate solutions to reduce


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stress. Most of the employees do not spend regular time in entertainment. This may be because

they may not be getting time for entertainment or they may not be interested in the same.

One of the questions was asked that were their social life balanced? It is observed

that the employees who have scored above 20 marks in the burnout test did not have their

social life balanced. Thus we can conclude that the employees who are above 20 dont have

their social life balanced. Thus it is proved that stress may affect our social life also.

The employees were asked weather they plan their work or not, moderate answers

were given. The employees scoring more than 25 marks were not found their work planned.

Thus the employees who plan their work have scored below 25 marks in the burnout test except

some cases as there are always some drawbacks in making plan. Failure of a plan may also

lead a person to stress. Thus we can conclude that planning of the work may help to reduce

stress level.

Most of the employees who have scored more than 20 marks fear about their

quality of work they give. This aspect is not dependent of the burnout level. This aspect

depends upon the dedication of work. So it is meaningless to compare this question with the

burnout test.

A question was asked that weather you get stressed at the non-achievement of

their target? All the employees have responded positively. But this is not concern with the

burnout score. From this we can conclude that all the employees are given achievable target

and naturally by the non-achievement of the target all the employees may get stressed. One of

the other possibilities is that the employees have responded positively to show themselves to be

good.

The employees having more than 10 marks in the burnout test says that they are

under stress. Out of 35 employees of the sample 20 of the employees accepted that the reason


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for their stress is workload. 10 employees are not stressed because of the workload but

because of their family problem. 5 of the employees are not suffering fr

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