PROJECT REPORT ON OPPORTUNITY ANALYSIS IN CEMENT INDUSTRY IN INDIA

SUBMITTED TO: IIPM,NEW DELHI Towards the Partial Fulfillment for the degree of MBA

FACULTY GUIDANCE:

SUBMITTED BY GOPAL SAXENA

Faculty of MBA

MBA(FULL TIME) BATCH Fw 08-10

SUBJECT:INDUSTRIAL RESEARCH

SUBMISSION DATE:

ABSTRACT

PROJECT TOPIC APPROVAL

TABLE OF CONTENT S.NO CONTENT CERTIFICATE PAGE NO 1

I.

ACKNOWLEGEMENT

II.

TABLE OF CONTENT

III.

OBJECTIVE OF RESEARCH

4-5

SCOPE OF RESEARCH

6-7

INTRODUCTION OF THE TOPIC

8-20

COMPANY PROFILE

21-31

RESEARCH METHDOLOGY

32-34

DATA INTERPRETATION

35-47

6 7

FINDINGS CONCLUSION

48-49 50-56

SUGGESTIONS

57-59

LIMITATIONS

60-62

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BIBLIOGRAPHY

63-65

BJECTIVES OF RESEAR OBJECTIVES OF RESEARCH

OBJECTIVES OF THE STUDY

To explore the sources and effects of job stress on female workers in Private sector banks. To analyze the level of occupational stress among Non-nationalized bank employees. Determine the Sources of job stress. Contributing or enabling factors of job stress. The impact of job-related stress on health-related quality of life. Strategies the women use to cope with job stress. Gather information for use by employers and health agencies about the sources and effects of job stress on female workers. To analyse the frequency of stress related diseases including psychological problems in women executives. To evaluate the progress, goals and success of stress management programs conducted by the organization.

OBJEC OBJECTIVES OF

SCOPE OF RESEARCH

SCOPE OF THE STUDY

The study will be helpful to drawn up further policy on the related fields and act as a secondary data for further research. Bankers are under a great deal of stress and due to many antecedents of stress such as Overload, Role ambiguity, Role conflict, Responsibility for people, Participation, Lack of feedback, Keeping up with rapid technological change. Being in an innovative role, Career development, Organizational structure and climate, and Recent episodic events. One of the affected outcomes of stress is on job performance. This study examines the relationship between job stress and job performance on bank employees of banking sector . The data obtained through questioners was analyzed by statistical test correlation and regression and reliabilities were also confirmed. The results are significant with negative correlation between job stress and job performances and shows that job stress signifincently reduce the performance of an individual. The results suggest that organization should facilitate supportive culture within the working atmosphere of
the organization.

Job stress can lead to poor health and even injury. Workers who are stressed are also more likely to be unhealthy, poorly motivated, less productive and less safe at work. Their organizations are less likely to be successful in a competitive market. Stress can be brought about by pressures at home and at work. Stress at work can be a real problem to the organization as well as for its workers. Good management and good work organization are the best forms of stress prevention. This study is helpful in assessing the extent of stress experienced by the women executives in private banks in india. This study is conducted at lucknow at icici bank to measure the level of stress among women executive and the impact of stress and causes of stress among the female executive INTRODUCTION
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INTRODUCTION OF TOPIC

10

INTRODUCTION
Background Hans Selye first introduced the concept of stress in to the life science in 1936. He defined stress as "The force, pressure, or strain exerted upon a material object or person which resist these forces and attempt to maintain its original state." Stress is ubiquitous in our society. It has become an integral part of everyday living. Researchers on stress make it clear that, to enter in to the complex area of stress, especially in to the area of occupational stress, is very difficult. Stress is an unavoidable consequence of modern living. With the growth of industries, pressure in the urban areas, quantitative growth in population and various problems in day to day life are some of the reasons for increase in stress. Stress is a condition of strain that has a direct bearing on emotions, thought process and physical conditions of a person. Steers (1981) indicate that, "Occupational stress has become an important topic for study of organisational behaviour for several reasons." 1. Stress has harmful psychological and physiological effects on employees, 2. Stress is a major cause of employee turn over and absenteeism, 3. Stress experienced by one employee can affect the safety of other employees, 4. By controlling dysfunctional stress, individual and organisation can be managed more effectively. During the past decade, the banking sector had under gone rapid and striking changes like policy changes due to globalisation and liberalisation, increased competition due to the entrance of more private (corporate) sector banks, downsizing, introduction of new technologies, etc. Due to these changes, the employees in the banking sector is experiencing a high level of stress. The advent of technological revolution in all walks of life coupled with
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globalisation, privatisation policies has drastically changed conventional patterns in all sectors. The banking sector is of no exemption. Globalisation and privatisation led policies compelled the banking sector to reform and adjust to have a competitive edge to cope with multinationals led environment. The advent of technological changes, especially extensive use of computers in the sector has changed the work patterns of the bank employees and has made it inevitable to downsize the work force in the sector. The implications of the above said transformations have affected the social, economical and psychological domains of the bank employees and their relations. Evidence from existing literature states that more than 60% of the bank employees have one or other problem directly or indirectly related to these drastic changes. Along with other sectors the banking sector also leaning towards the policy of appointing contract labours while various compulsive as well as rewarding options such as VRS, etc. All the factors discussed above are prospective attributes to cause occupational stress and related disorders among the employees. Although a lot of studies have been conducted on the psychosocial side of the new policy regime in many sectors, there are only few studies, as far as the banking sector is concerned, while the same sector has been drastically influenced by the new policies. In this juncture, the present study is undertaken to address specific problems of bank employees related to occupational stress. This throw light in to the pathogenesis of various problems related to occupational stress among women executives in private banks. C

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STRESS CYCLE:-

HstsSSS
Where stress comes from

Change Stressors Chemical Stressors Commuting Stressors Decision Stressors

Disease Stressors Emotional Stressors Environmental Stressors Family Stressors Pain Stressors

Phobic Stress Physical Stress Social Stress Work Stress

Stress Overloading

Immediate effects

Behavioral (e.g. over eating and excessive alcohol consumption

Physiological (e.g. heightened muscle tension, elevated blood pressure and rapid heart beat)

Emotional (e.g. heightened anxiety, depression and anger)

Cognitive (e.g. increased distraction and decreased concentration

Long term effects

Behavioral disorders (e.g. obesity and alcoholism)

Medical disorders (e.g. headaches, hypertension and heart disease)

Emotional disorders e.g. chronic anxiety and depression, phobias, personality changes mental illness)

Cognitive disorders (e.g. many problems, obsessive thoughts and sleep disorder).

Over all costs

Decreased Productivity

Decreased Enjoyment

Decreased Intimacy

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INTERPRETATION OF STRESS CYCLE:Stress has a number of immediate effects and, if the stressors are maintained, long-term behavioral physiological, emotional, and cognitive (thinking) effects occur. If these effects hinder adaptation to the environment or create discomfort and distress, they themselves be- come stressors and, as shown by the dotted arrow in tend to perpetuate a cycle of distress, On the other hand, many people have developed ways of coping with stressors so that they are able to respond adaptively. This is the wellness cycle of. Teaching people adaptive ways of handling stress so as to promote the wellness.

CAUSE OF STRESS :There are several factors causing stress. Recently, Desai (1999) classified stressors into three major categories viz., (1) Physiological, (2) Psychological, and (3) Environmental. Physiological Causes: The physiological category includes genetic and congenital factors, life experience, biological rhythms, sleep, posture, diet, fatigue, muscular tension, and disease of adaptation. Physiological Causes: The physiological causes comprised nine elements: Perception, emotion, motivation, and condition and appraisal. Environmental Causes: This category of stressors consists of those factors which originate from the environment like ambient environment, physical events, psychological sub-systems, physiological sub-systems. Social events and biotic events.

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The major job conditions that cause stress for employees include: -

Causes of stress Work load Time pressure Poor quality of supervision Role conflict ambiguity Lack of support Technical changes Job difficulty Poor working condition Strict deadlines Personal problems

SOURCES OF STRESS :Stress is unavoidable and has become an inherent part of human life. As mentioned earlier, it arises as a result of the imbalance between the demands placed on an individual and his/her capacity to meet those demands. For instance, if the demands are below his/her capacity, then the individual may feel bored and disinterested. Conversely, if demands are above his/her capacity, then the individual may feel overwhelmed and thus feel the pressure. One way to handle such a situation is find a balance between the demands and capacities. An individual must, therefore, try to reduce demands from the environment and simultaneously increase his/her internal capacity. To achieve this balance people must identify the sources of stress. There are various sources of stress
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both at home and at work. The common ones can be classified into internal and external stress.

Internal Stress:Human beings have a tendency to worry about actions that may or may not take place. Internal stress generally happens when individuals worry about things outside their control. The personality of an individual plays a vital role in stress management. Every individual can be categorized into Type A and Type B personalities. An individual of Type A personality has a continual sense of urgency and has an excessive competitive drive. He/she is always in a hurry and is impatient. People with Type A personality are obsessive about winning and do not have the ability to spend leisure time productively. These people are likely to be under stress even in minor situations. People with Type B personality never sense the urgency of time. They work at their own pace, with no need to prove their achievements. These people are less likely to be under stress. Studies suggest that people with Type A personality are at greater risk of getting heart attacks than people with Type B personality.

External Stress:This type of stress is the result of environmental influence on an individual. External stress is a result of stress from the environment. This can be stress from family, work, peers, and friends. Physical conditions such as poor lighting, loud noise, poor seating arrangements, and extreme workplace temperatures (a too hot or too cold cabin) are also stressors. Even the climate where one resides can be a significant contributor to ones stress level. In particular, living in extreme climates can heighten an individuals stress level. Temperature extremes and the amount of sunshine that exists on a daily, weekly, or monthly basis can affect the level of stress experienced.

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TYPES OF STRESS:Types of stress that are personal and work related are discussed below. Personal stress: This is extra-organizational stress. Individuals play many roles in life like that of a father, brother, friend or mother, wife, sister, etc. In this process, various factors cause stress. Family stress: Family stress may arise from conflict of ideas or relationships with spouse, children, siblings, parents. This stress may also be caused by the ill-health of a family member, financial problems, a divorce, or the death of a dear one. Health related stress: This may be a result of undetected or neglected health problems. For example, a person may neglect minor ill health, which over a period may develop into a serious health problem that may require immediate attention. Often people ignore health and give importance to work. This results in loss of health and in stress. Society related stress: Society related stress occurs due to the influence of the society on an individual. Here friends, colleagues, and neighbors are the influencing factors. For example attending a community meeting after a long workday may seem very stressful. Work-relatedstress:Work-related environment and stress relates to the working

policies of the organization. Work related stress can

be further classified into organizational stress and job stress. 1. Organizational stress: The stress resulting from the conflict of organizational goals with personal goals is called organizational or work place stress.it includes: Lack of organization skill Delegation of responsibility without sufficient
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 Long work hours: 2. Job stress: Job Insecurity: Difficult clients/ Subordinates/ Superiors/ Colleagues Personal Inadequacy Role conflicts Setting high goals

EFFECTS OF STRESS:Exhibit 1 Effects of Stress on an Individual Physical problems: Increased heart rate and blood pressure Sudden increase or decrease in weight (change in appetite) Frequent headaches, fatigue, and respiratory problems Nervous weakness ( biting nails, too much sweating) Insomnia Reduced immunity to common colds and flu Ulcers and weak digestive system Psychological problems : Difficulty in concentrating Unable to spend leisure time productively Always anxious Bad decision making Mood swings Increased usage of food, cigarettes, alcohol and drugs Developing fears and phobias Feeling out of control and confused Behavioural problems: - Burnout - Rustout

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Effects on Environment
Stress affects not only the individual but also his/her environment. It has an affect on the Individual Family Work Society

Effect of stress on family

A stressed individual can play havoc with family life. He/she may indulge in self-destructive behavior absent-minded neglect duties less time devotion to family anger and conflicts

Effect of stress on work: Absenteeism Accidents Low performance level

Effect on society:Stress has an effect on society as well. It makes people feel isolated, irritated, unfriendly. affects the interpersonal relations of the person
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STRATEGIES FOR COPING WITH STRESS

After understanding the sources of stress and the effects of stress on individuals, let us discuss some strategies to fight stress.

Stress coping strategies Individual coping strategy Organizational coping strategy

ORGANIZATIONAL COPING STRATEGY: Prioritize work Delegate work Supportive organizational climate Job enrichment Proper communication channel

INDIVIDUAL COPING STRATEGIES: Laughter Exercise Relaxation Diet Sleep Meditation

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 Yoga Work-home transition Cognitive therapy Maintaining work-life balance

STRESS MANAGEMENT:Action Points:DO: Identify sources of stress and their effects on you. Adopt a de-stressing routine like going for a solitary walk at the end of the day. Spend time with family, friends. Make time for vacations. Practice relaxation methods like deep breathing, meditation, and yoga. Sleep for at least 6-8 hours. Plan, prioritize, and delegate work. Try to maintain a work-life balance. DONT: Ignore symptoms like frequent headaches, coughs, and colds. Take on too may responsibilities or demands that are outside your capabilities. Use drugs, tobacco, alcohol to handle stress. Use self-medication. Wait for deadlines to approach. Set unrealistic goals.

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individual dealing with a demanding situation

adaptive behaviour defensive behaviour

unable to cope

anxiety

stress symptoms

maladaptive behaviour

Figure : stress mechanism Stress management is required when an individual is unable to cope with the demanding environment.This generates anxiety and produces defensive behaviour and stress symptoms and if proper actions are taken then it result in adaptive behaviour otherwise maladaptive behavior

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COMPANY PROFILE ICICI BANK LTD.

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COMPANY PROFILE
Type Founded Private, BSE & NSE, NYSE 1955 (as Industrial credit and Investment corporation of India)

Headquarter ICICI Bank Ltd., ICICI Bank Towers, Bandra Kurla Mumbai, India Key people N Vaghul, K.V. Kamath, Chanda Kochhar, V Vaidyanathan, Madhabi Puri Industry Banking Insurance Capital Markets and allied industries Products Revenue Loans, Credit Cards, Savings, Investment vehicles, Insurance etc. USD 5.79 billion

Total assets Rs. 3,997.95 billion (US$ 100 billion) at March 31, 2008.

OVERVIEW ICICI Bank (formerly Industrial Credit and Investment Corporation of India). ICICI Limited was established in 1955 by the World Bank, the Government of India and the Indian Industry, for the promotion of industrial development in India by giving project and corporate finance to the industries in India. ICICI Bank has grown from a development bank to a financial conglomerate and has become one of the largest public financial institutions in India. ICICI Bank has financed all the major sectors of the economy, covering 6,848 companies and 16,851 projects. As of March 31, 2000, ICICI had disbursed a total of Rs.1,13,070 crores, since inception.
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ICICI Bank Fact Files: Total assets: Rs.146,214 crore (December 31, 2004) Network: 530 branches ATMs: Over 1,880 Abroad Subsidiaries: United Kingdom and Canada Abroad branches: Singapore and Bahrain Representative offices: United States, China, United Arab Emirates, and Bangladesh and South Africa. ICICI Bank is India's second-largest bank with total assets of about Rs. 2,513.89 bn (US$ 56.3 bn) at March 31, 2006 and profit after tax of Rs. 25.40 bn (US$ 569 mn) for the year ended March 31, 2006 (Rs. 20.05 bn (US$ 449 mn) for the year ended March 31, 2005). ICICI Bank has a network of about 614 branches and extension counters and over 2,200 ATMs. ICICI Bank offers a wide range of banking products and financial services to corporate and retail customers through a variety of delivery channels and through its specialized subsidiaries and affiliates in the areas of investment banking, life and non-life insurance, venture capital and asset management. ICICI Bank set up its international banking group in fiscal 2002 to cater to the cross border needs of clients and leverage on its domestic banking strengths to offer products internationally. ICICI Bank Industrial Credit and Investment Corporation of India is India's largest private sector bank in market capitalization and second largest overall in terms of assets. Bank has total assets of about USD 100 billion (at the end of March 2008), a network of over 1,491 branches, 22 regional offices and 49 regional processing centers, about 4,485 ATMs (at the end of September 2008), and 24 million customers (at the end of July 2007). ICICI Bank offers a wide range of banking products and financial services to corporate and retail
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customers through a variety of delivery channels and specialized subsidiaries and affiliates in the areas of investment banking, life and non-life insurance, venture capital and asset management. (These data are dynamic.) ICICI Bank is also the largest issuer of credit cards in India. ICICI Bank has got its equity shares listed on the stock exchanges at Kolkata and Vadodara, Mumbai and the National Stock Exchange of India Limited, and its ADRs on the New York Stock Exchange (NYSE). The Bank is expanding in overseas markets and has the largest international balance sheet among Indian banks. ICICI Bank now has wholly-owned subsidiaries, branches and representatives offices in 18 countries, including an offshore unit in Mumbai. This includes wholly owned subsidiaries in Canada, Russia and the UK (the subsidiary through which the hisave savings brand is operated), offshore banking units in Bahrain and Singapore, an advisory branch in Dubai, branches in Belgium, Hong Kong and Sri Lanka, and representative offices in Bangladesh, China, Malaysia, Indonesia, South Africa, Thailand, the United Arab Emirates and USA. Overseas, the Bank is targeting the NRI (NonResident Indian) population in particular. ICICI reported a 1.15% rise in net profit to Rs. 1,014.21 crore on a 1.29% increase in total income to Rs. 9,712.31 crore in Q2 September 2008 over Q2 September 2007. The bank's current and savings account (CASA) ratio increased to 30% in 2008 from 25% in 2007. ICICI Bank currently has subsidiaries in the United Kingdom, Russia and Canada, branches in Singapore, Bahrain, Hong Kong, Sri Lanka and Dubai International Finance Center and representative offices in the United States, United Arab Emirates, China, South Africa and Bangladesh. Our UK subsidiary has established a branch in Belgium. ICICI Bank is the most valuable bank in India in terms of market capitalization.
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ICICI Bank's equity shares are listed in India on the Bombay Stock Exchange and the National Stock Exchange of India Limited and its American Depositary Receipts (ADRs) are listed on the New York Stock Exchange (NYSE). ICICI Bank has formulated a Code of Business Conduct and Ethics for its Directors and employees. At June 5, 2006, ICICI Bank, with free float market capitalization of about Rs. 480.00 billion (US$ 10.8 billion) ranked third amongst all the companies listed on the Indian stock exchanges. ICICI Bank was originally promoted in 1994 by ICICI Limited, an Indian financial Institution, and was its wholly owned subsidiary. ICICI's shareholding in ICICI Bank was reduced to 46% through a public offering of shares in India in fiscal 1998, an equity offering in the form of ADRs listed on the NYSE in fiscal 2000, ICICI Bank's acquisition of Bank of Madura Limited in an all-stock amalgamation in fiscal 2001, and secondary market sales by ICICI to institutional investors in fiscal 2001 and fiscal 2002. ICICI was formed in 1955 at the initiative of The World Bank, the Government of India and representatives of Indian industry.

The principal objective was to create a development financial institution for Providing medium-term and long-term project financing to Indian businesses. In the 1990s, ICICI transformed its business from a development financial institution offering only project finance to a diversified financial service group offering a wide variety of products and services, both directly and through a number of subsidiaries and affiliates like ICICI Bank. In 1999, ICICI become the first Indian company and the first bank or financial institution from nonJapan Asia to be listed on the NYSE.

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In October 2001, the Boards of Directors of ICICI and ICICI Bank approved the merger of ICICI and two of its wholly owned retail finance subsidiaries, ICICI Personal Financial Services Limited and ICICI Capital Services Limited, with ICICI Bank. The merger was approved by shareholders of ICICI and ICICI Bank in January 2002, by the High Court of Gujarat at Ahmadabad in March 2002, and by the High Court of Judicature at Mumbai and the Reserve Bank of India in April 2002. Consequent to the merger, the ICICI group's financing and banking Operations, both wholesale and retail, have been integrated in a single entity. Free float holding excludes all promoter holdings, strategic investments and Cross holdings among public sector entities.

BUSINESS OBJECTIVES Vision To be the leading provider of financial services in India and a major global bank. Mission We will leverage our people, technology, speed and financial capital to: be the banker of first choice for our customers by delivering high quality, world-class service. Expand the frontiers of our business globally. Play a proactive role in the full realisation of Indias potential. maintain a healthy financial profile and diversify our earnings across businesses and geographies. Maintain high standards of governance and ethics.

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 Contribute positively to the various countries and markets in which we operate. Create value for our stakeholders.

Product and Services Service and banking of ICICI bank categorized in to personal banking, business banking and NRI banking services. Personal banking- Deposit in form of saving, recurring, term deposit, senior citizen deposit and children depository account are there for individual customer can also avail of their housing, automobile, farm equipment, business or personal loan scheme. Personal client can also invest in mutual funds and participate in stock trading through ICICI bank. Business banking Business banking services of ICICI Bank are exhaustive. Project financing, deal assessment, and land evaluation are investment banking services offered to corporate clients. Global trade and cash management transaction services facilitate remittances and receipts across important cities. Capital market and custodial services enable business houses to participate in equity trading and transfer across major stock markets of world. ENVIRONMENT :An employer the bank extends a lot of authority along with justified accountability to you. The working culture is very collaborative in nature. It can be owed to the fact that the bank is highly segmented with a lot of overlapping and mostly distinct roles and responsibility.ICICI Bank has established itself as a one stop solution (Universal Bank) for all financial need of individuals and institutions alike. The credit for the same can be attributed to its vast network, probably the largest among private sector banks.This makes the life of an employee a lot easier, especially for those who face the external customers. You
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do not have to justify your organization, it is only the product that has to be pitched. As far as employee benefits are concerned, ICICI Bank offers a lot of financial benefits ranging from your family health insurance to your kids school donations. The organization is sensitive to the needs of its employees as this quality is one of the building blocks (DNA) of the organizational culture. The organization will be giving you enough flexibility to innovate and come-up with new ideas. It will also exhibit its in terms of well laid systems, processes and infrastructure. It will extend a fast track growth for those with extraordinary talent at the same time offer stability to those who are able to deliver satisfactorily.Overall, I would say its a lifetime experience to work with such a behemoth organization. It might not be the best paymaster but it definitely will impress you with its capability as the head master (Principal) of banking industry.there are huge competition between the eployee to achieve theo goal. TECHNOLOGY :ICICI use many type of advance technological software like Pinnacle 7.0 and Pinnacle7.016.Among from this software ICICI bank uses the e-banking, core banking, mobile banking electronic display sy ICICI Bank was using Teradata for its data warehouse. However, due to its proprietary hardware, the cost of procurement, upgrades and administration was soaring. The closed box architecture of Teradata imposed restrictions on scalability. Secondly, querying and loading could not happen simultaneously. Queries could only be run during business hours because the loading of data had to take place during off-business hours. This meant that the refresh rate of EDW was delayed, so queries may not reflect the most current data. ICICI Bank was also dependent on Teradata for support and other activities: The bank was completely tied down to that solution.

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These issues compelled ICICI Bank to look for more efficient and flexible solutions. The solution would have to address not only current issues, but accommodate future growth expectations and business requirements. ICICI Bank evaluated numerous data warehousing solutions in the pursuit of solving its issues, and developed a shortlist of alternatives for its migration proof-ofconcept: Sybase, SAS and Netezza. The primary criteria for evaluation was the price-to-performance ratio where Sybase IQ emerged the clear winner. During this rigorous testing, Sybase IQ delivered faster results on independent hardware and operating systems with minimum infrastructure. Commending the improvements achieved, Amit Sethi, Joint General Manager, ICICI bank says, "What impressed us wasthat even with overall lower costs, we could achieve significantly better query performanceafter implementing the Sybase enterprise warehouse solution." ICICI Infotech today launched an enterprise resource planning (ERP) solution for the small and medium enterprises. The ERP package - Orion Advantage - comes bundled with an HP dual processor Xeon server, Oracle 9i database, Windows 2003 server and costs about Rs 9.90 lakh and has a 15-user license. An ERP package helps a manufacturer or any other business implementing it to manage all the important parts in the company such as product planning, parts purchasing, maintaining inventory and interacting with suppliers and customers. ICICI Infotech officials told a press conference here today that Orion Advantage offered a set of business practice solutions for industry segments such as engineering, auto ancillary, pharmaceuticals, chemicals and IT distribution. Besides the cost advantage, the ERP package also came preconfigured. ICICI Infotech had mapped the processes specific to each industry segment into the package.

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Mr. Manoj Kunkalienkar, Executive Director and President, ICICI Infotech, said that small and medium enterprises (SMEs) offered a good market and ICICI Infotech hoped to become a leading solution provider to this segment. Mr. R.K. Kanthi, Deputy General Manager, ICICI Infotech, said there was no ERP package for the SMEs that bundled the server, database and operating system right now. That was the advantage ICICI Infotech offered to SMEs as Orion Advantage came bundled and pre-configured. Besides the high cost of generic ERP packages, their implementation time as far as SMEs were concerned was also long. Orion Advantage could be installed in 45 days. ICICI Infotech had signed up six customers so far for the package and hoped to garner a 15 per cent market share of the SME segment, whose number in the country was estimated at 2.30 lakh. Mr. K.S. Natarajan, Managing Director, Trident Pneumatics Pvt Ltd of Coimbatore, one of the companies that had installed Orion Advantage, said that the company had tried three other ERP packages, all of which had failed, before settling on Orion Advantage. Mr Kunkalienkar said that ICICI Infotech planned to move the two development centers in Chennai into a single location and double the staff strength from 300 now in the next two years. The Chennai centers were involved in research and development of Orion ERP solutions and Premia, an insurance package. ERP Systems Integration Pinnacle Software Solutions has the expertise and experience to assist you with your enterprise systems integration. From developing your strategy, through implementation and support, we bring the right combination of resources,
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management skillsets, and technical know-how. We will help you successfully integrate your Enterprise Resource Planning (ERP) systems into your overall business and technology infrastructure. Whether you are planning an upgrade of an existing ERP system, or a complete replacement of a legacy application and platform, we can help you improve your financial, human resources, electronic mail, and other business systems. We work with the leading ERP systems, including the latest versions of the Oracle and PeopleSoft applications: General Ledger Project Costing Human Resources Accounts Receivable Payroll Benefits Compensation Our technology management solutions will help you migrate hardware platforms, improve network and database performance, develop or refresh policies and procedures, and develop sound disaster recovery and backup solutions. Please contact us to learn how Pinnacle Software Solutions can help you develop solutions that fit your enterprise

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RESEARCH METHODOLOGY

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RESEARCH METHODOLOGY
A]RESEARCH TITLE: critical evaluation of job stress of women executives in icici bank pvt.Ltd

B]SAMPLING Area of survey: Lucknow Sample size:100 Sampling Method:Random sampling

C] SOURCES OF DATA COLLECTION Primary Data:Primary Data of the study are to be collected through Interview schedule. In that one has to take personal interview of all the respondents. Questionnaire interviews Secondary Data:Secondary data of the study is to be collected through observation method .In that on has to observe those respondents and on the basis of observation the data should be collected.Some secondary data used were: research publications periodicals observation method

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RESEARCH DESIGN:This is an exploratory and descriptive study; it gives insight to understand the type of stress faced by the employees in their day todays lives. The study explorer the fact cause of life and it depends on employees how he displays the situation.

RESEARCH OBJECTIVE: Primary objective The primary aim for the study is to analysis the job stress among the private sector banks amongs female executives. Secondary objective To examine what is the effect of stress on work factors (e.g., morale, job satisfaction, task effort, organizational commitment, etc) when people are under high stress. To assess the extent of experienced distress and consequent quality of life among the employees To identify different methods and techniques to reduce job-related stress.

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ANALYSIS OF DATA

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ANALYSIS AND INTERPRETATION OF DATA

1.STRESS DUE TO WORKLOAD Category Strongly agree Agree Somewhat agree Disagree somewhat Disagree Strongly disagree % of respondent 35% 17% 7% 21% 18% 2%

35 35 30 25 21 20 15 10 5 0 Strongly Agree Agree Agree Disagree somewhat Somewhat Disagree Strongly Disagree 17 18 Series1

7 2

INTERPRETATION:out of 100 respondent 35% of the respondent strongly agree that they are stressed due to work overload and 21%disagree somewhat&17% agree &7% agree somewhat n 18% of respondent disagree n 2% strongly disagree that work aoverload is a cause of stress for them.but majority of respondent i.e 30% of respondent agree that workoverload is the cause of stress.
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2.STRESS DUE TO GROWING RESPONSIBILITY OF OTHERS TABLE

category Strongly agree Agree Agree somewhat Disagree somewhat Strongly disagree Disagree % of responndents 25 18 28 15 4 10

30 25 25

28

20

18 15

15 10 10 4

Series1

0 Strongly Agree Agree Agree Disagree somewhat Somewhat Disagree Strongly Disagree

INTERPRETATION : Thus from above table it is clear majority of respondents i.e 28% agree somewhat with the viewpoint that they face stress because the efficiency and performance of many employes are trusted to a person and he is responsible for their performance.
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3.STRESS DUE TO STRICT TIME LIMIT OF COMPLETION OF WORK TABLE Category Strongly agree Agree Agree somewhat Disagree somewhat Disagree Strongly disagree % of respondents 27 13 18 15 22 5

Series 1
30 25 20 15 10 5 5 0 strongly agree agree agree somewhat disagree somewhat disagree stongly disagree 13 18 15 Series 1 27 22

INTERPRETATION: Thus 27% of the respondents strongly agree that they face stress due to the strict time limits of completing a work and 22% of respondent disagree that they face stress due to completion of work within time frame.

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4.OPINION ABOUT THE TRAINING PROGRAMS CONDUCTED BY

THE ORGANISATION TABLE opinion Excellent Good Better Bad Worse Total % of respondent 17 35 20 14 14 100

Series 1
35 30 25 20 15 10 5 0 excellent good better bad worse Series 1

INTERPRETATION: Thus majority of respondent i.e 35% of respondent feel that the training programe conducted by the bank is good.

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5.SALARY IN COMPARISON TO THE MAGNITUDE OF WORKLOAD TABLE category Strongly agree Agree Agree somewhat Disagree somewhat Disagree Strongly disagree %of respondents 48 25 10 5 9 3

Series1

48 25 10 5 9 3

INTERPRETATION: Thus we can see that 48% of the respondent strongly agrees that they get less remuneration as compared to their workload.

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6. OFFICIALS DONOT INTERFEAR IN THE JOB TABLE category Strongly agree Agree Agree somewhat Disagree somewhat Disagree Strongly disagree % of respondent 34 20 17 10 12 7

7 12 10 34 Strongly Agree Agree Agree somewhat 17 20 Disagree Somewhat Disagree Strongly Disagree

INTERPRETATION: Out of 100% respondent 34% strongly agree that their Officials do not interfere with my jurisdiction and working methods so it not the cause of stress.

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7.STRESS DUE TO AMBIGUITY OF THE SCOPE OF JURISDICTION AND AUTHORITIES TABLE category Strongly agree Agree Agree somewhat Disagree somewhat Disagree Strongly disagree % of respondent 15 25 3 2 15 40

Strongly Agree

Agree

Agree somewhat

Disagree Somewhat

Disagree

Strongly Disagree

15% 40%

25%

3% 15%

2%

INTERPRETATION: 40% of the respond strongly disagree that they are not given enough authority to perform their job.thus this proves that the respondents dont face stress due to lack of sufficient authority to execute the work.

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8.STRESS DUE TO UNCLEAR INSTRUCTIONS ABOUT WORK

Series1

35 30 25 20 15 10 5 0 Strongly Agree 20

31 35

3 1 Agree Agree somewhat Disagree Somewhat

10

Series1 Disagree Strongly Disagree

INTERPRETATION: From the above figure it is clear that majority of respondent i.e 35% dont agree to the viewpoint that they are not provided with the clear instruction abot the new task assigned to them.

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9.COOPERATION OF COLLEGUES TABLE category Strongly agree Agree Agree somewhat Disagree somewhat Strongly disagree Disagree % of respondent 60 14 1 3 20 2

Chart Title
Series1

Strongly Disagree Disagree Disagree Somewhat Agree somewhat Agree Strongly Agree 0 10 20 1 14 2 3

20

60 30 40 50 60 70

INTERPRETATION: out of 100 % respondent 60% of respondent strongly agree that their collegues are corporative in solving any administrative problem.Thus it not a cause of stress in this bank.

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10.STRESS DUE TO WORK IMBALANCE TABLE Category Strongly disagree Agree Agree somewhat Disagree somewhat Disagree Strongly agree % of respodent 22 13 2 5 3 55

series 1

22 strongly agree 3 5 55 13 agree agree somewhat disagree somewhat 2 disagree stronglydisagree

INTERPRETATION: Out of 100 female respondent 55 strongly agree that due to office work they are unable to devote sufficient time in their domestic work.Thus work imbalance is a major cause of stress among women executive.

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11.KIND OF STRESS FACED Kind of stress Mental Physical Both Total % of respondent 60 20 20 100

Series 1

20 20 60 mental physical both

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12.WORKING CONDITION OF THE ORGANISATION category % of Respondent Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied 20 17 36 10 17

Series 1
40 35 30 25 20 15 10 5 0 highly satisfied satisfied neutral dissatisfied highly dissatisfied Series 1

INTERPRETATION: In the above chart 20% of the respondent is highly satisfied with the working condition whereas 36% of the respondent is neutral about the view.

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FINDINGS

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FINDINGS
MAJOR FINDINGS 1. There is significant difference in the level of occupational stress between Nationalised and Non-Nationalised bank employees. 2. Occupational stress is found higher among Non-Nationalized employees. 3. Among different occupational stress variables Role over load, Role authority Role conflict and Lack of Senior level Support contribute more to the occupational stress among Non-Nationalized employees . 4.It is analyzed 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 employees who are not expected to perform above their orginal performance faces less stress. 5.Those who mind about their colleagues opinion are found to be more stressfull than those which do not care that much for their collegues opinion. 6.out of 100 female respondent 60 respondent strongly agree that they are in stress due to less time devotion in their domestic work due to official work. 7.respondent also feel that they are facing stress due to frequent change in their job profile i.e due to job rotation. 8.female respondents also thinks that they were paid less as compared to workload. 9.most of the respondent were facing stress because they are entrusted the responsibilities of others thus they are accountable for their performance too. 10. one of the main cause of stress is the strict guidelines of performing a work.so they are facing stress due to strict policies and guidelinces for doing a work.
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11. Work life imbalance is one of the major attribute which contribute to stress for an employee. 12. The researcher identified few initiatives for effectively handling stress. Meditation was found to be the integralpart of life to reduce stress.

The above analysis is done by the data received from the questionnaire. So the accuracy of data depends upon the response of the employees

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CONCLUSION

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CONCLUSIONS AND IMPLICATIONS

The findings from our focus groups provide valuable insights into the beliefs of female workers regarding the causes and effects of work stress, ways of coping with this stress, and the value and preferred format of stress-reduction programs for this population. In this section, we discuss key findings from the focus group discussions and the participant profile questionnaires, followed by potential implications for the design and content of stress reduction programs. Workplace Stressors:In general, participants identified their lack the power to change their work conditions through their own actions or with the help of coworkers as the most significant sources of work-related stress. Other key sources of workplace stress are: Workers do not feel free to communicate openly with supervisors, their creativity is not encouraged, and they are not encouraged to make independent decisions. Supervisors impose heavy workloads or accelerated schedules that exceed the ability of workers to meet deadlines and role expectations. Participants do not receive respect and support from coworkers. They find it difficult to manage conflicts that arise from unequal distribution of work and experience favoritism, racial discrimination, and cliques. The women believe that they could easily be fired and have little opportunity for growth and career advancement.

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 Rude clients and patrons are a stressor for those who interact with the public face-to-face or by telephone. Workers feel forced to maintain a professional demeanor despite verbal abuse from customers.

IMPLICATION OF STRESS To address the causes of stress and reduce the stress experienced by female workers, workplaces should: Form discussion groups for supervisors, upper management, and workers. Invite or require supervisors and upper management to participate in workshops on improving communication skills and reducing worker stress. Re-train supervisors in participatory management techniques to moderate autocratic management styles. Train supervisors in better managing workflow and staffing to avoid unequal distribution of work. Involve employees in improving work processes. Develop activities to increase appreciation for workplace diversity. Establish partnerships with human resource programs to offer information about career development opportunities. Offer training in dealing with difficult co-workers and irate clients.

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Provide information to workers on the signs and symptoms of physical and mental stress, such as insomnia. Early awareness of stress symptoms can encourage workers to participate in stress-reduction programs. Provide materials on the signs and symptoms of stress to family members to encourage their support of stressed loved ones. Schedule employee appreciation events that include family outings and fun activities. Teach communication strategies that reduce anger and frustration and promote a safer emotional environment for supervisors and workers. Encourage supervisors and employees to discuss workplace pressures before conflicts emerge. Invite speakers to discuss ways women can better manage the double burden of work and family responsibilities. Examine current workplace culture and establish family-friendly policies, such as allowing flexible work arrangements to help women meet both work and family obligations. Offer opportunities for husbands, children, and other family members to participate in program activities. Strategies and Approaches Adopted for Relieving or Coping with Stress Participants used various interactive and independent or solitary strategies that included conventional coping behaviors and mechanisms to relieve and reduce stress.

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 Interactive strategies included activities with family and friends that produced a sense of calm and reassurance and activities that helped release stress, such as socializing after work and . The women often sought solutions and sympathy for work stress by interacting with female relatives and sharing problems with friends who also experienced work-related stress. These womens experiences support recent research findings indicating that although women use classic fight or flight responses to stress, they also employ tend and befriend strategies (Taylor et al., 2000). The kinds of stress experienced and the coping strategies the women employed varied by work setting. For example, child care workers were more likely to use interactive or group-oriented strategies to cope with stress. Their choice of tending and befriending behaviors involving fellow workers might be related to the fact that they work in separate classrooms and do not depend on other teachers to fulfill their work responsibilities. Participants in competitive work environments and those who lacked co-worker cooperation reported more negative coping with stress, such as refusing to acknowledge stress (denial), tuning out coworkers (avoidance), and defending themselves

aggressively from lack of respect (attack). Some solitary strategies, such as withdrawal or isolation, allowed women to reenergize before continuing to cope with stressful work situations or interacting with family members after a long work day. However, women who isolated themselves from friends and family to relieve stress could be exhibiting signs of depression or
57

significant failure to cope. Some of these participants said that they withdrew because they did not want to burden family and friends or did not know how to relieve stress.

Review of Stress Reduction Programs:Participants responded very favorably to the idea of stress reduction programs. The survey showed that the women were open to seeking health information, which indicates that they might respond well to stress-reduction programs that provide health information. The questionnaire showed that only 11% of participants believed that their health was excellent and almost 50% thought their health was only good. Although participants supported the notion of stress-reduction programs, they cautioned that program activities must be offered at times that do not conflict with their already busy schedules. Participants were most eager to participate in stress-reduction programs to improve their physical health. The questionnaire results demonstrated the womens interest in stress reduction programs. Almost 60% sought health information from brochures or magazines and half obtain information from newsletters. Fact sheets were popular (43 percent) and about one-third of the women said they would get information from flyers and emails. Involvement with local health care providers may increase the effectiveness of such programs. Sixty percent of women said their doctors office is their primary source of health information and 90 percent identified their
58

doctor as someone they listen to about their health. Only 10 percent said they got information from coworkers, but 20 percent said they would prefer to get information from this source. Although few of the women identified coworkers as sources of information, they responded favorably to support groups and buddy systems. They might therefore enjoy activities in which coworkers participate together, such as sports leagues (bowling and softball teams) or special events, such as health fairs. Implications: To provide employees with opportunities to reduce, relieve, and prevent stress, employers should: Schedule program activities at times that are convenient for employees, preferably during work hours. Support flexible work arrangements that allow employee participation in stress-reduction activities. Offer workshops about company benefits and local social service programs. Offer a comprehensive approach to improving health status that includes reducing chronic disease risk and promotes improved physical, mental, and emotional health. Offer worksite health fairs, which provide valuable health information on cancer and diabetes prevention and hypertension, high cholesterol, bone health, and breast cancer screening to large numbers of employees. Consider offering appraisals of mental, emotional, and physical health at these fairs.

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RECOMMENDATI ONS & SUGGESTIONS

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SUGESSTIONS AND RECOMMENDATIONS

The following suggestions might be useful to employers seeking strategies for reducing the stress and promoting the general well-being of women in jobs: Physical activity: To encourage their employees to increase their physical activity levels, employers should consider the following strategies.

Offer changing space and lockers for employees who want to exercise during lunch.

Offer space for employee-organized exercise classes. Make outdoor spaces around the worksite more appealing for lunchtime walks

Partner with nearby fitness facilities or community recreation centers to offer exercise programs at lunchtime or before or after work.

Work with unions, health care plans, health departments, and local fitness centers to provide exercise classes.

Support employee sports teams and walking clubs. Offer incentives, such as weight-loss or miles walked achievement awards.

2. Organize a Stress Management Program that focuses on different leave categories of employees at all hierarchical level. 3.Take adequate steps to redesign jobs, which are taxing to employees abilities and capacities. 5. Adequate role clarification to be made whenever necessary to eliminate role ambiguity. 6. Introduce more job oriented training programs, which improve employees skill and their confidence to work effectively. 7. Encourage open channel of communication to deal work related stress.

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8. Undertake stress audit at all levels in the organization to identify stress area improving conditions of job andalleviating job stress. 9. Introduce Pranayam (Brain Stilling and control of Vital Force) as a holistic managerial strategy to deal with occupational strategy. 10. to provide training how to balance the work i.e how to coordinate domestic and official work efficiently and provide with some weefvk off for their personal life.

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LIMITATIONS

63

LIMITATIONS

The study was conducted with the best possible effort to get the most accurate information, facts and responses from the interviewees and the literature available. However, the study is bound to have certain shortcomings. An overview of the limitations that the study suffers from is provided below:-

1. Limited time period- The duration for which the interview was conducted and the literature was studied was limited to a few weeks, and the immediate information that was available during this time was taken into consideration for drawing out the appropriate conclusion. 2. Restricted Scope- The entire study has been conducted at the Lucknow Region. The sampling has been from this center only and the other regions were not contacted for the purpose of the study because visiting any other region was not viable. The conclusion thus depends only on the view provided at the Delhi center. 3. The method of Secondary and primary data collection used i.e. personal interviewing and questioning, itself suffers from certain limitations e.g. dishonest or ambiguous answers, apprehensive attitude, inability to provide information and influence of the questioning process on the interviewee. However, effort was made to eliminate any such constraint, but they might still persist.

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4. Due to the busy it was possible for me to interview only a limited number of employees who were available at a given time. 5. The study was therefore affected by the fact that there wasnt much clarity in the company documents. 6. Checking the financial feasibility of the recommended structure was beyond the scope of the study. 7. In contrast to quantitative synthesis methods, the method used to make the recommendations and suggestions on my personal judgment. This is purely qualitative in nature and based on the groups perception and reasoning entirely and not on mathematical or statistical techniques for support. 8. In implicit approach to aggregating individual judgments may be adequate for establishing broad policy guidelines but more explicit methods based on quantitative analysis are needed to develop detailed, specific guidelines.

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BIBLIOGRAPHY

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BIBLIOGRAPHY
Campbell, M.K., et al. (2002). Effects of a tailored health workers: health

promotion program for female blue-collar

works for women. Preventive Medicine, 34(3): 313-23. Dawon, D.A., Grant, B.F., and Ruan, W.J. (2005). The association between stress and drinking: modifying effects of gender and vulnerability. Alcohol and Alcoholism, 40(5): 45360. Gonzalez, K. More women, Hispanics working in blue collar jobs. Chattanooga Press Times. Available on-line at

http://www.msnbc.msn.com/id/12637823/from/RL.3 [May 23, 2006]. Krueger, R.A. (1994). Focus groups: A practical guide for applied research. Thousand Oaks, CA: Sage Publications. LaCroix, A.Z. coronary heart (1994). Psychosocial factors and risk of disease in women: an epidemiologic

perspective. Fertility and Sterility, 62 (6 Supplement 2): 133S139S. Leino, P. (1989) Symptoms of stress predict musculoskeletal disorders. Journal of Epidemiology and Community Health, 43(3): 293-300. MacDonald, L.A., Karasek, R.A., Punnett, L., and Scharf, T. (2001). Covariation between workplace physical and evidence and implications for

psychosocial stressors:

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occupational health research and prevention. 44(7): 696-718.

Ergonomics,

Melamud, S., Ben-Avi, I., Luz, J., and Green, M.S. (1995). Objective and subjective work monotony: Effects on job satisfaction, psychological distress.

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ANNEXURE

69

QUESTIONNAIRE

PLEASE DONOT WRITE YOUR NAME ANYWHERE ON THIS QUESTIONNAIRE. INSTRUCTIONS Select any one of the six alternative responses to indicate the extent of accuracy to which each statement describes your job, and your experiences and feelings about various aspects of your job life. Sl no Statement Stron Agr Agree Disagr Disag gly ee somew ee ree Agre hat Somew e hat 1 I have a lot of work to do in this job 2 The available information relating to my job-role and its outcomes are vague and insufficient My different officers often give contradictory instructions regarding my work Sometimes it becomes a complicated problem for me to make adjustments between political/group pressures and formal rules and instructions The responsibility for the efficiency and productivity of many employees is thrust upon me Most of my suggestions are heeded and implemented here My decisions and instructions concerning distribution of assignments among employees are properly followed I have to work with persons of my liking My assignments are of monotonous nature
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Stron gly Disag ree

6 7.

8 9

10 11 12 13

14 15 16

17 18

19

20

21

22 23 24 25

26

Higher authorities do care for my self-respect I get less salary in comparison to the magnitude of my workload I do my work under tense circumstances Owing to excessive workload, I have to manage with insufficient number of resources The objectives of my work-role are quite clear and adequately planned Officials do not interfere with my jurisdiction and working methods I have to do some work unwillingly owing to certain group/political pressures I am responsible for the future of a number of employees My cooperation is frequently sought in solving the administrative problems at higher level My suggestions regarding the training programs of the employees are given due significance Some of my colleagues and subordinates try to defame and malign me as unsuccessful I get ample opportunity to utilize my abilities and experience independently This job has enhanced my social status I am seldom rewarded for my hard labour and efficient performance Some of my assignments are quite risky and complicated I have to dispose off my work hurriedly owing to excessive workload I am unable to perform my duties smoothly owing to uncertainty and ambiguity of the scope of
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27

28

29

30

31

jurisdiction and authorities I am not provided with clear instructions and sufficient facilities regarding the new assignments trusted to me In order to maintain group conformity sometimes I have to do/ produce more than the usual I bear the great responsibility for the progress and prosperity of this organization My opinions are sought in framing important policies of the organization/department Our interests and opinion are duly considered in making appointments fro important posts My colleagues do cooperate with me voluntarily in solving administrative and industrial problems I get ample opportunity to develop my aptitude and proficiency properly My higher authorities do not give due significance to my work and position I often feel that this job has made my life cumbersome Being too busy with official work I am unable to devote sufficient time to my domestic and personal problems It is unclear what type of work and behaviour my higher authorities and colleagues expect from me Employees attach due importance to the official instructions and formal working procedures I am compelled to violate the formal and administrative procedures and
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32

33

34

35 36

37

38

39

40

41

42

43

44 45

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policies owing to group/political pressures My opinion is sought in changing or modifying the working system, instruments and conditions here There exists sufficient mutual cooperation and team spirit among the employees of this organization/department My suggestions and cooperation is not sought in solving even those problems in which I am quite competent Working conditions are satisfactory here from the point of view of our welfare and convenience I have to do such work as ought to be done by others It becomes difficult to implement all of a sudden the new dealing procedures and policies in place of those already in practice I am unable to carry out my assignments to my satisfaction on account of excessive load of work and lack of time

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