1. 1.

1 CHAPTER - 1 INTRODUCTION
2. 2. 2 INTRODUCTION: 1.1 IMPORTANCE OF THE STUDY 20TH century has been regarded as
the period of incredible change in human history. Philosophers and scientists have been various
names to this period. Peter Drucker has called it The Age of Discontinuity, John Galbraith has
called it The Age of Future Shock and Hari Albrecht called it The Age of Anxiety. Stress has
become the 21 century buzz word, from the high pervading corporate echelons to the bassinets of
teaching infants nurseries we find this world liberally used. Stress is part of modern life. Various
events in life cause stress, starting with the birth of a child and enduring with the death of a dear
one. Urbanization, industrialization and the increase scale of operations in society are some of the
reasons for rising stress. It is an inevitable consequence of socio-economic complexity and to
some extent, its stimulant as well. People experience stress as they can no longer have complete
control over what happen in their lives. The telephone goes out of order, power is shut down,
water supply is disrupted, children perform poorly at school etc, we feel frustrated and then
stressed. The word stress is derived from a Latin word stringere, meaning to draw tight. From
the view point of physical sciences, the phenomena of stress are evident in all materials when they
are subjected to force, pressure, strain or strong-front. Every material steel, rock or wood has its
own limit up to which it can withstand stress without being damaged. Similarly human beings can
tolerate certain level of stress. Stress is highly individualistic in nature. Some people have high
levels of stress tolerance for stress and thrive very well in the face of several stressors in the
environment. In fact, some individuals will not perform well unless they experience a level of
stress which activates and energizes then to put forth their best results. For every individual there
is an optimum level of stress under which he or she will perform to full capacity. If the stress
experience is below the optimum level, then the individual gets bored, the motivational level of
work reaches a low point and it results to
3. 3. 3 careless mistakes, forgetting to do things and thinking of things other than work during work
hours and also leads to absenteeism which may ultimately lead to turnover. If on the other hand,
stress experience is above the optimum level, it leads to too many conflicts with the supervisor or
leads to increase of errors, bad decisions and the individual may experience insomnia, stomach
problems, and psychosomatic illness. The present world is fast changing and there are lots of
pressures and demands at work. These pressures at work lead to physical disorders. Stress refers to
individuals reaction to a disturbing factor in the environment. It is an adaptive response to certain
external factor or situation or what can be called environmental stimuli as reflected in an
opportunity, constraint, or demand the outcome of which is uncertain but important. In short stress
is a response to an external factor that results in physical, emotional, behavioral deviations in a
person. Stress is an all pervading modern phenomenon that takes a heavy toll of human life.
Different situations and circumstances in our personal life and in our job produce stress. Those can
be divided into factors related to the organization and factors related to the person which include
his experience and personality traits. Job related factors are work overload, time pressures, poor
quality of supervision, insecure political climate, role conflict and ambiguity, difference between
company values and employee values. Person related factors are death of spouse, or of a close
friend, family problems, change to a different line of work, prolonged illness in the family, change
in social activities, eating habits, etc., Personality traits are Type A personality. They are
impatient, ambitious, competitive, aggressive, and hardworking. They set high goals and demands
of themselves and others. And they are particularly prone to stress inducing anticipatory emotions
such as anxiety.
4. 4. 4 REMEDIES TO REDUCE STRESS There are two major approaches to reduce stress. They
are, Individual approaches Organizational approaches INDIVIDUAL APPROACHES An
employee can take individual responsibility to reduce his/her stress level. Individual strategies that
have proven effective include, implementing time management techniques, increasing physical
exercise, relaxation training, and expanding the social support network. Time management
Many people manage their time very poorly. Some of well known time management principles
include, o Making daily list of activities to be accomplished o Scheduling activities according to
the priorities set o Prioritizing activities by importance and urgency o Knowing your daily cycle
and handling the most demanding parts of your job. Physical exercise Practicing noncompetitive physical exercises like aerobics, race walking, jogging, swimming, and riding a bi-

cycle. Relaxation training Relaxation techniques such as meditation, hypnosis and bio-feedback.
The objective is to reach in state of deep relaxation, where one feels physically relaxed, somewhat
from detached from the immediate environment. Fifteen or twenty minutes a
5. 5. 5 day of deep relaxation releases tension and provides a person with a pronounced sense of
peacefulness. Social support Having families, friends or work colleagues to talk provides an
outlet, when stress levels become excessive. So expand your social support network that helps you
with someone to hear your problems. 1.2 ORGANIZATIONAL APPROACHES Several of the
factors that cause stress particularly task and role demands and organizations structure are
controlled by management. As such they can be modified or changed. Some of the strategies that
management want to consider include improved personal self section and job placement, use of
realistic goal setting, redesigning of jobs, improved organizational communication and
establishment of corporate wellness programmes. Certain jobs are more stressful than others.
Individual with little experience or an external lower of control tend to be more proven to stress.
Selection and placement decisions should take these facts into consideration. Goal setting helps to
reduce stress. It also provides motivation. Designing jobs to give employees more responsibility,
more meaningful work, more autonomy, and increased feedback can reduce stress, because these
factors give the employee greater control over work activities and lessen dependence on others.
Increasingly formal organizational communication with employees reduces uncertainly by
lessency role ambiguity and role conflict. Wellness program, say, employee counseling form on
the employees total physical and mental condition. They typically proud work ships to help
people quit smoking, control alcohol usage, eat better and develop a regular exercise program.
Another remedy for reducing stress is cognitive restructuring. It involves two step procedures.
First irrational or maladaptive thought processes that create stress are identified. For example Type
A individuals may believe that they must be successful
6. 6. 6 at everything they do. The second step consists of replacing these irrational thoughts with
more rational or reasonable ones. One important remedy to reduce stress is the maintenance of
good sleep. Research conducted on laboratory specimen to have met with startling discoveries.
Sleep starved rats have developed stress syndrome. The amount of sleep one requires varies from
person to person and is dependent on ones lifestyle. The American National Sleep Foundation
claims that a minimum of eight hours of sleep is essential for good health. Generally studies
shows that young adults can manage with about 7-8 hours. After the age of 35, six hours of sleep
is sufficient whereas people over 65 years may just need three or four hours. 1.3 INDUSTRY
PROFILE In India, the software boom started somewhere in the late 1990s. Most of the Indian
software companies at that moment offered only limited software services such as the banking and
the engineering software. The business software boom started with the emergence of Y2K
problem, when a large number of skilled personnel were required to fulfill the mammoth databasecorrection demand in order to cope up with the advent of the new millennium. ITES, Information
Technology Enabled Service, is defined as outsourcing of processes that can be enabled with
information technology and covers diverse areas like finance, HR, administration, health care,
telecommunication, manufacturing etc. Armed with technology and manpower, these services are
provided from e-enabled locations. This radically reduces costs and improves service standards. In
short, this internet service provider aims in providing B2B e-commerce solutions. OBJECTIVE
OF ITES ITES was formally known as IndoNet. The main objectives of ITES are:
7. 7. 7 Enabling business strategy. Achieving an organizations business goals. INDIAs
POTENTIAL The countrys strength in the form of low staff costs, a large pool of skilled, English
speaking workforce, conducive policy environment and Government support has made India a
popular choice for customers seeking outsourced services. Indian Government is making
assiduous effort for prompting ITES. The country is well positioned to derive benefits from the
ITES market and become a key hub for ITES service. ITES SERVICES ITES offers different
services integrated in a single delivery mechanism to end users. The profile of the Indian IT
Services has been undergoing a change in the last few years, partly as it moves up the value chain
and partly as a response to the market dynamics. Ten years ago, most US companies would not
even consider outsourcing some of their IT projects to outside vendors. Now, ten years later, a vast
majority of US companies use the professional services of Indian Software engineers in some
manner, through large, medium or small companies or through individuals recruited directly. The
market competition is forcing organizations to cut down on costs of products. The professional IT
services on the other hand are becoming increasingly expensive. The offshore software

development model is today where onsite professional services were ten years ago. There is a high
chance (almost a mathematical certainty), that in less than ten years, the vast majority of IT
services (software development being just one of them) from developed countries, will be, one,
outsourced and two, outsourced to an offshore vendor. Despite the global economic slowdown, the
Indian IT software and services industry is maintaining a steady pace of growth. Software
development activity is not confined to a
8. 8. 8 few cities in India. Software development centers, such as Bangalore, Hyderabad, Mumbai,
Pune, Chennai, Calcutta, Delhi-Noida-Gurgaon, Vadodara, Bhubaneswar, Ahmedabad, Goa,
Chandigarh, Trivandrum are all developing quickly. All of these places have state-of-the-art
software facilities and the presence of a large number of Overseas vendors. Indias most prized
resource is its readily available technical work force. India has the second largest Englishspeaking scientific professionals in the world, second only to the U.S. It is estimated that India has
over 4 million technical workers, over 1,832 educational institutions and polytechnics, which train
more than 67,785 computer software professionals every year. The enormous base of skilled
manpower is a major draw for global customers. India provides IT services at one-tenth the price.
No wonder more and more companies are basing their operations in India. The industry is in an
expansion mode right now, with dozens of new offshore IT services vendors emerging everyday,
the industry has a high probability of being subjected to the 80:20 rule in not too distant a future.
In perhaps another ten years, 80 percent of all outsourced offshore development work will be done
by 20 percent of all vendors, a small number of high quality, trusted vendors. Only a few select
countries and only the most professional companies in those countries will emerge as winners.
India will definitely be the country of choice for offshore software development. We have the
potential to become and remain the country of choice for all software developments and IT
enabled services, second only to the USA. The third choice could be far distant. India is among the
three countries that have built supercomputers on their own. The other two are USA and Japan.
India is among six countries that launch satellites and do so even for Germany and Belgium.
India's INSAT is among the world's largest domestic satellite communication systems. India has
the third largest telecommunications network among the emerging economies, and it is among the
top ten networks of the world. To become a global leader in the IT industry and retain that
position, we need to constantly keep moving up the value chain, focusing on finished products and
solutions,
9. 9. 9 rather than purely on skill sets and resumes. We need to be able to package our services as
products, rather than offering them as raw material. We need to be able to recognize and build up
on our strengths and work on our weaknesses. The Indian Information Technology (IT) and IT
Enabled Services (ITES) success story and its paradigm changing impact on global service
delivery is now a well acknowledged fact. However, much of the success achieved by the sector
has been attributed to the meteoric growth in exports that has overshadowed the latent
opportunities unlocked and growth observed in the domestic market over the past few years.
Spotlight on the Domestic IT Services Market Opportunity: Domestic demand for IT in India is
witnessing a gradual transformation from being predominantly hardware driven towards a
solutions oriented approach resulting in a growing emphasis on services. In fact, revenue growth
in the services segment alone has reported faster growth than that for the overall domestic IT
market (including hardware, software and services) over the past few years. As depicted in the
following chart, this trend is expected to continue over the forecast period. Growth of IT Spending
in India
10. 10. 10 The liberalization of Indian economic policy, de-regulation of key sectors and progressive
moves towards further integrating India with the global economy has been a key driver of
increased IT adoption in the country. This is best reflected in the fact that most indigenous players
in telecom and banking, two key sectors with significant multinational corporation (MNC)
participation, have significantly upgraded their levels of IT adoption to offer best-in-class services
comparable to those offered by the global competition and these two sectors together account for
approximately 35-40 percent of the domestic spend on IT services. Similar competitive pressures
in other more recently deregulated service sectors such as airlines and insurance, and the uptake in
the manufacturing and industrial sectors; and the several large e-governance initiatives launched
by the government under the National E- Governance Plan (NEGP) are expected to provide
sustained growth in domestic demand for IT services over the next few years. Over the next five
years, domestic spending on outsourced IT services is projected to more than double, from INR

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103 billion in 2004 to over INR 238 billion in 2009. Five Year Revenue Forecasts for Key Service
Lines in the Domestic Market (INR Million)
11. 11 Systems integration and network integration make up a high growth-large size category
within the IT services engagements. These services will continue to be prime drivers of the
domestic IT services market in the enterprise segment due to the increasing growth in the
enterprise application implementation and increased demand for network integration from telecom
& banking verticals. 1.4 RESEARCH PROBLEM/OBJECTIVES OF THE STUDY PROBLEM
DEFINITION Identifying the kind of stress employees at different stage in the corporate ladder
faces in IT/ ITES and to check if they are mentally fit to face these problems. Primary objective:
To undergo an in-depth study about the stress among the employees of IT/ITES sector. Secondary
objective: To identify the factors causing stress among the employees. To find out the level and
kind of stress among the employees of different age groups.
12. 12 To study about the effects of stress on employees in IT/ITES sector. To identify the
coping strategies to manage stress. SCOPE The scope of this thesis would be to identify the stress
the employees at different levels face in the organization and how much mentally they are fit to
face this kind of stress. To learn the ways the organization deals to handle the kind of stress the
employees face. To know how the organization gets affected due to the stress faced by the
employees. The study also emphasis on how women get stressed and how they handle the stress
and stay mentally fit. JUSTIFICATION Today in this recession period employees are not mentally
prepared for the pressure in the company. So they stress themselves too much and suffer in the
organization. Through my thesis I am going to find out what are causes of stress employees face
and how far they are mentally fit to face these stress which would enrich my knowledge and help
in my career. 1.5 LIMITATIONS OF THE STUDY One of the most important limitations was
the time period. The time period was not sufficient. The other limitation was the non-cooperative
nature of the people to give information and interviews. An important limitation was the area of
the study which covers only Chennai wherein market information collected cannot be a final key.
13. 13 The employees were not willing to disclose their views openly. Sample for the study
taken is of only 100 consumers. This can also act as a constraint in the study. The investigator
intended to cover only few areas of stress relevant to the proposed study. 1.6 BENEFITS TO THE
STUDY i. To Self- Knowledge earning. Gaining practical exposure to Overcome Stress during
work time. Gain knowledge to follow tactics to get relief from Stress level during Work hours. ii.
To company- This report will be beneficial for companies and Employer too because from this
report they will get an idea to keep the Employee Satisfaction & motivated by lowering the stress
level. From this report they will get the knowledge about required changes in their strategies and
to overcome stress level.
14. 14 CHAPTER - 2 LITERATURE SURVEY
15. 15 2.1 REVIEW OF LITERATURE According to Mr. Madhup Johri, Assistant Director, IPM
Meerut in his articles Stress management strategy and techniques he has pointed out Stress is a
part of day-to-day living of every individual. The college students may experience stress in
meeting the academic demands, people on the job, business men may suffer stress to reach office
in time and to complete the projects on time and even the house hold ladies may experience stress
in managing the home affairs and to look for the maid servant. The reasons for the stress differ
from person to person. The stress people experience should not be necessarily treated as harmful.
An optimum amount of stress can always act as an energizer or motivator and propel people to
apply the efforts and complete the work. But a high level of Stress can be a serious threat to the
personality traits of the Individual and can cause physiological and social problems. Source:
http://www.humanlinks.com/manres/articles/stress_management.htm
16. 16 According to Mr.Chris latter in his article How to overcome stress in IT sector he has
pointed out that when we really start to learn how to overcome stress, we realize that it is mainly a
choice that we make every day. You either decide to allow stress to affect you or you don't. While
some may be more in the habit of doing this than others, everyone can overcome it. If you catch
yourself getting stressed again, just think about this and you will more often than not feel better.
Your stress will slowly but surely begin to subside. Relax your by taking brake or you can chat
with your friends that allows to free your mind and continue the work. In IT sector there is more
work pressure so you need to manage by following some tactics. Source: http://ezinearticles.com/?
How-to-Overcome-Stress!&id=2086194 According to Mr.Bhatt in his articles A study of general
role stress among IT/ITES sector he has pointed out that IT/ITeS industry in India got

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tremendous boost in the past decade due to factors like liberalization and globalization of the
Indian economy coupled with favorable government policies. This sector of the sunshine industry
brought a new work environment and sea changes in the employment trends. Service providers
characterized this sector by adhering to strict deadlines set by their customers, working in different
time zones, interdependency in teams, multitasking, increased interaction with offshore clients and
extended work hours. IT/ITeS professionals are constantly working and they feel more pressurized
in their work so company should take initiatives to make the employee retention by providing
suitable facilities to overcome stress in their environment. Source:
http://www.encyclopedia.com/doc/1G1-179978543.html A review on the previous studies on
stress among the employees is necessary to know the areas already covered. This will help to find
our new areas uncovered and to study them in depth. The earlier studies made on stress among the
employees are briefly reviewed here.
17. 17 The research study of Jamal. M* finds that job stressors were significantly related to
employees psychosomatic problems, job satisfaction, unproductive time at the job, and
absenteeism. Type A behavior was found to be an important moderator of the stress outcome
relationship. Brief. A. P. and J. M. Atieh*, argues that it is not safe to assume that job conditions
that have an adverse impact on affective reactions to the job will also have a negative impact on
overall subjective well-being. Fienmann views stress as a psychological response state of negative
effect characterized by a persistent and a high level of experienced anxiety or tension. Recent
research into the interaction between the mind body show that we may place our body on stress
alert quite unconsciously, because of our psychological and emotional attitudes to stress.
Anticipatory emotions like impatience, anxiety, and anger can produce the same nerve impulses
and chemical reactions as being faced with a concrete challenge. So when faced with a stressful
situation, we must either use up the energy created by the body to challenge or learn how to turn
off, the response using a conscious relaxation technique. * Jamal M. Job stress-prone Type A
behavior, personal and organizational consequences, Canadian Journal Administration Sciences,
1985. pp 360-74. Brief. A. P and J. M. Atieh, Studying job stress: Are we making mountains out
of molehills? Journal of occupational behavior, 1987 pp115-26. Hans Seyle, the endocrinologist,
whose research on General Adaptation Syndrome (GAS), for the first time, revealed how human
beings adapt themselves to emotional strives and strains in their lives. According to him emotional
stress occurs in three important stages. 1. Alarm reaction stage 2. Resistance stage 3. Exhaustion
stage.
18. 18 Alarm reaction is caused by physical or psychological stressors. Resistances are brought
about by ACTH hormone of the body. Exhaustion follows when ACTH dwindles as a result of
continual stress. (ACTH-Aprinocorticotropic) According to Stephen .P. Robbins*, stress related
headaches are the leading cause of loss of work time in U. S. industry. Cooper and Marshall*
visualize stress as characteristics of both the focal individual and his environment. They designate
the internal and external consultive forces as pressures or stressors and the resulting stalk of the
organism on stress. CHAPTER - 3 RESEARCH METHODOLOGY
19. 19 3.1 RESEARCH METHODOLOGY Research is defined as human activity based on
intellectual application in the investigation of matter. The primary purpose for applied research is
discovering, interpreting, and the development of methods and systems for the advancement of
human knowledge on a wide variety of scientific matters of our world and the universe. Research
can use the scientific method, but need not do so. Scientific research relies on the application of
the scientific method, a harnessing of curiosity. This research provides scientific information and
theories for the explanation of the nature and the properties of the world around us. It makes
practical applications possible. Scientific research is funded by public authorities, by charitable
organisations and by private groups, including many companies. Scientific research can be
subdivided into different classifications according to their academic and application disciplines.
Research methodology is a way to systematically solve the research problem. The research
methodology in the present study deals with research design, data collection methods, sampling
methods, survey, analysis and interpretations.
20. 20 APPROACHES TO RESEARCH Descriptive approach is one of the most popular
approaches these days. In this approach, a problem is described by the researcher by using
questionnaire or schedule. This approach enables a researcher to explore new areas of
investigation. 3.2 RESEARCH DESIGN A research design is the arrangement of conditions for
collection and analysis of data in a manner that aims to combine relevance to the research purpose

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with economy in procedure. A well structured questionnaire is framed. Data is collected from
the employees who work in IT/ITES sector. Findings are made and necessary suggestions and
recommendations are given. 3.3 DATA SOURCES There are two types of data collection namely
primary data collection and secondary data collection. PRIMARY DATA The primary data is
defined as the data, which is collected for the first time and fresh in nature, and happen to be
original in character through field survey. Primary data collection, you collect the data yourself
using methods such as interviews and questionnaires. The key point here is that the data you
collect is unique to you and your research and, until you publish, no one else has access to it.
There are many methods of collecting primary data and the main methods include:
21. 21 questionnaires interviews focus group interviews SECONDARY DATA The secondary
data are those which have already been collected by someone else and have been passed through
statistical process. The secondary data for this study are already available in the firm's internal
records, annual report, broaches, and company's website. In research, Secondary data is collecting
and possibly processing data by people other than the researcher in question. Common sources of
secondary data for social science include censuses, large surveys, and organizational records
(Mintel). In sociology primary data is data you have collected yourself and secondary data is data
you have gathered from primary sources to create new research. In terms of historical research,
these two terms have different meanings. A primary source is a book or set of archival records. A
secondary source is a summary of a book or set of records. Advantages to the secondary data
collection method are - 1) it saves time that would otherwise be spent collecting data, 2) provides
a larger database (usually) than what would be possible to collect on ones own However there are
disadvantages to the fact that the researcher cannot personally check the data so it's reliability may
be questioned. 3.4 DATA COLLECTION METHOD The data collection method used in this
research is survey method. Here the data are systematically recorded from the respondents.
RESEARCH TOOL
22. 22 A structured questionnaire has been prepared to get the relevant information from the
respondents. The questionnaire consists of a variety of questions presented to the respondents for
their despondence. The various types of questions used in this survey are: Open ended questions
Closed ended questions Multiple choice questions SAMPLING-MEANING Sampling is that
part of statistical practice concerned with the selection of individual observations intended to yield
some knowledge about a population of concern, especially for the purposes of statistical inference.
Each observation measures one or more properties (weight, location, etc.) of an observable entity
enumerated to distinguish objects or individuals. Survey weights often need to be applied to the
data to adjust for the sample design. Results from probability theory and statistical theory are
employed to guide practice. The sampling process comprises several stages: Defining the
population of concern Specifying a sampling frame, a set of items or events possible to measure
Specifying a sampling method for selecting items or events from the frame Determining the
sample size Implementing the sampling plan Sampling and data collecting Reviewing the
sampling process SAMPLE UNIT The employees of IT/ITES sector are the sample unit in the
survey.
23. 23 SAMPLE SIZE The sample size chosen for this study is 100. TYPE OF SAMPLING The
sampling type is non-probability which involves deliberating selections of particular units
constituting a sample, which represents the universe. STRATIFIED SAMPLING: Stratum means a
layer population from which samples are to be selected may contain a number of layers from each
layer a few samples are selected that is why this method is called stratified sampling. 3.5
EVALUATING AND ANALYZING THE DATA. This step includes editing, coding, tabulation
and processing of collected data. The Schedules are required to be edited during the field survey
for necessary corrections. After the survey was complete they are required to be checked again for
completeness, accuracy and uniformity. The next step was coding. Different categories were
identified into which responses are classified. Then tabulation was done. Data was sorted into
different categories and numbers of cases that belong to those categories were counted.
24. 24 PROCESS FLOW OF THE PROJECT DESIGN OF QUESTIONNAIRE
25. 25 PILOTING BASED ON QUESTIONNAIRE AFTER FEEDBACK REDESIGN THE
QUESTIONNAIRE QUALITY CHECK GETTING QUESTIONNAIRE FILLED
CORRECTION OF DATA DATA ENTRY DATA CLEANING ANALYSIS FINDINGS,
RECOMMENDATIONS & CONCLUSION

26. 26. 26 Digram-1 - P R O C E S S F L O W O F T H E P R O J E C T CHAPTER - 4 DATA

ANALYSIS AND INTERPRETATION
27. 27. 27 DATA ANALYSIS AND INTERPRETATION 4.1 To the Low level Management TABLE 1
A TABLE SHOWING THE FEELING OF THE PHYSICAL WORKING CONDITION OF THE
ORGANIZATION Option No of respondents percentage Highly satisfied 6 20% Satisfied 5 17%
Neutral 11 36% Dissatisfied 3 10% Highly dissatisfied 5 17% Total 30 100% CHART 1 A CHART
SHOWING THE FEELING OF THE ABOUT THE WORKING CONDITION OF THE
ORGANIZATION
28. 28. 28 Inference: 20% feel highly satisfied about the working condition of the organization, 17%
feel satisfied. 36% feel neutral. 10% feel dissatisfied. 17% feel dissatisfied about the working
condition of the organization. TABLE 2 A TABLE SHOWING THE FEELING OF THE
PSYCHOLOGICAL WORKING CONDITION OF THE ORGANIZATION Option No of
respondents percentage Highly Amicable 4 13% Cordial 1 3% Neutral 7 24% Strained 17 57%
Very Poor 1 3% Total 30 100%
29. 29. 29 CHART 2 A CHART SHOWING THE PSYCHOLOGICAL WORKING CONDITION OF
THE ORGANIZATION Inference-13% of the respondents feel that the psychological working
condition of the organization is highly amicable, 3% of the respondents feels that the
psychological working condition of the organization is cordial.24% feels it is neutral, 57% of the
respondents feels that the psychological working condition of the organization is strained, and the
rest 3% feels it is very poor.
30. 30. 30 TABLE 3 A TABLE SHOWING THE OPINION ABOUT THE TRAINING PROGRAMS
CONDUCTED IN THE ORGANIZATION Option No of respondents Percentage Excellent 3 3%
Good 4 13% Better 9 30% Bad 5 17% Worse 9 30% Total 30 100% CHART 3 A CHART
SHOWING THE OPINION ABOUT THE TRAINING PROGRAMS CONDUCTED IN THE
ORGANIZATION Inference- 10% say that the training programs conducted in the organization
are excellent.13% of the respondents feels that it is good, 30% of the respondents feels that it
31. 31. 31 is better, 17% of the respondents feels bad about the training conducted in the organization,
30% of the respondents feels that the training programs are worst. TABLE 4 A TABLE
SHOWING THE PAY PACKAGES PROVIDED IN THE ORGANIZATION Option No of
respondents Percentage Highly satisfied 1 3% Satisfied 6 20% Neutral 5 17% Dissatisfied 15 50%
Highly dissatisfied 3 10% Total 30 100% CHART 4 A CHART SHOWING THE PAY
PACKAGES PROVIDED IN THE ORGANIZATION Inference- 3% of the respondents feel
highly dissatisfied with the pay packages provided in the organization, 50% are dissatisfied with
the packages, 17% neither satisfied nor
32. 32. 32 dissatisfied with the packages, 20% of the employees are satisfied with the pay and the rest
3% are highly satisfied with the pay packages provided in the organization. TABLE 5 A TABLE
SHOWING THE FEELINGS ABOUT THE JOB Option No of respondents percentage
Challenging 2 7% Interesting 1 3% Routine 16 53% Monotonous 9 30% Boring 2 7% Total 30
100 CHART 5 A CHART SHOWING THE FEELINGS ABOUT THE JOB 60% 53% 50% 40%
30% 30% 20% 10% 7% 7% 3% 0% Challenging Interesting Routine Monotonous Boring
Inference-7% of the employees feels that the job is challenging, 3% feels the job is interesting, for
53% it is routine, 30% of the respondents feels the job is monotonous, 7% of the employees feel
the job is boring.
33. 33. 33 TABLE 6 A TABLE SHOWING THE COMPLETION OF WORK WITHIN SPECIFIED
TIME Option No of respondents Percentage Strongly agree 6 20% Agree 4 13% Undecided 14
47% Strongly Disagree 2 7% Disagree 4 13% Total 30 100 CHART 6 A CHART SHOWING THE
COMPLETION OF WORK WITHIN SPECIFIED TIME Inference-20% of the employees
strongly agrees that they can complete their work within the stipulated time. 13% of them agree
that they can, 47% of the employees
34. 34. 34 neither agrees nor disagree, 7% of them strongly disagreed that they cant, and 13% of the
employees disagree that they can complete the work within the stipulated time. TABLE 7 A
TABLE SHOWING THE WORK LOAD Option No of respondents Percentage Strongly agree 18
60% Agree 6 20% Undecided 5 17% Strongly Disagree 1 3% Disagree 0 0 Total 30 100 CHART 7
A CHART SHOWING THE WORK LOAD 60% 60% 50% 40% 30% 20% 20% 17% 10% 3% 0
0% Strongly Agree Undecided Strongly Disagree agree Disagree
35. 35. 35 Inference- 60% of the respondents strongly agree that they are overloaded with work.20%
agree that they are overloaded with work. 17% are neutral to the said issue, 3% strongly disagree

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that they are overloaded with the work. TABLE 8 A TABLE SHOWING THE STESS IN THEIR
JOB Options No of respondents Percentage% Yes 30 100% No 0 0 Total 30 100 CHART8 A
CHART SHOWING THE STRESS IN THEIR JOB Inference- 100% said they experience stress
in their job.
36. 36 TABLE 9 A TABLE SHOWING FACTORS WHICH CAUSE MORE STRESS IN THE
JOB Option No of respondents Percentage Roles overload 12 40% Role under load 11 37%
Interpersonal relationship 7 23% Total 30 100 CHART 9 A CHART SHOWING FACTORS
WHICH CAUSE MORE STRESS IN THE JOB Inference: 40% of the people are overload with
stress in the job. 37% of the people are under load with stress in the job. 23% people have
interpersonal relationship with the stress in the job.
37. 37 TABLE 10 A TABLE SHOWING THE KIND OF STRESS YOU SUFFER IN YOUR JOB
Option No of respondents Percentage Physical 11 37% Mental 11 37% Both 8 26% Total 30 100
CHART 10 A CHART SHOWING THE KIND OF STRESS YOU SUFEER IN YOUR JOB 26%
37% 37% Physical Mental Both Inference: 37% say that they suffer from physical stress from
their job.37% say that they suffer from mental stress from their job. 26% say they suffer from both
mental and physical stress from their job. TABLE 11
38. 38 A TABLE SHOWING THE LEVEL OF STRESS YOU FEEL IN THE JOB Option No of
respondents Percentage Very high 16 53% High 11 37% Moderate 2 7% low 0 0 Very low 1 3%
Total 30 100 CHART 11 A CHART SHOWING THE LEVEL OF STESS YOU FEEL IN THE
JOB Inference-53% of the employees feels that stress in their job is very high.37% people feel that
stress in their job is high. 7% feel it is moderate. 20% feel that stress in their job is low. 3% feel
that stress in their job is very low.
39. 39 TABLE12 ATABLE SHOWING PHYSICAL INCONVENIENCE CAUSED DUE TO
STRESS Option No of respondents percentage Yes 21 70% No 9 30% Total 30 100 CHART12
ACHART SHOWING PHYSICAL INCONVENIENCE CAUSED DUE TO STRESS Inference70% says yes to physical inconvenience caused due to stress.30% say no to physical
inconvenience caused due to stress.
40. 40 TABLE 13 A TABLE SHOWING THE KIND OF INCONVIENIENCE CAUSED IN
THEIR JOB Option No of respondents Percentage Headache 14 46% High blood pressure 6 20%
Digestive problem 6 20% Hypertension 2 7% Nervousness 2 7% TOTAL 30 100 CHART 13 A
CHART SHOWING THE KIND OF INCONVIENIENCE CAUSED IN THEIR JOB Inference46% say they have headache due to stress in job, 20% have high blood pressure, 20% say they
have digestive problem, 7% say they have hypertension due to job stress and 7% feels nervousness
while doing job.
41. 41 TABLE14 A TABLE SHOWING PERSONAL COPING STRATEGIES TO MANAGE
STRESS Option No of respondents Percentage Yes 22 73% No 8 27% Total 30 100 CHART14 A
TABLE SHOWINGPERSONAL COPING STRATEGIES TO MANAGE STRESS 27% 73% Yes
No Inference-73% say yes to the coping strategies to manage stress. 27% say no to the coping
strategies to manage stress TABLE 15
42. 42 A TABLE SHOWING KIND OF STRATEGIES WHICH PEOPLE IN THE JOB HAVE
TO TAKE Option No of respondents percentage Exercise 4 13% Meditation 11 37% Listening
music 12 40% Take a walk 2 7% Spend time with children 1 3% Total 30 100 CHART15 A
CHART SHOWING KIND OF STRATEGIES WHICH PEOPLE IN THE JOB HAVE TO TAKE
Inference 13% said that exercise is a good strategy to reduce stress, 37% said that meditation is a
best strategy, 40% said that listening to music is a better way to control stress, 7% said it is
walking, 3% say spending time with children. TABLE16
43. 43 A TABLE SHOWING STEPS TAKEN TO MANAGE STRESS 0ption No of respondents
Percentage Yes 13 43% No 17 57% Total 30 100 CHART16 A CHART SHOWING STEPS
TAKEN TO MANAGE STRESS Inference-43% said that the management is taking steps to
manage stress, 57% said that the management is not taking steps to reduce stress. TABLE 17 A
TABLE SHOWING THE COMPANY-WIDE PROGRAMS THAT COULD BE ADAPTED TO
MANAGE STRESS Option No of respondents percentage Employee counseling 8 27%
44. 44 Effective Training & Development program 12 40% Autonomous work groups 1 3%
Health clubs 3 10% Transport subsidy 6 20% Total 30 100 CHART 17 A CHART SHOWING
THE COMPANY-WIDE PROGRAMS THAT COULD BE ADAPTED TO MANAGE STRESS
20% 27% 10% 3% 40% Employee counseling Effective Training & Development program
Autonomous work groups Health clubs Transport subsidy Inference 27% say employee counseling

45.
46.

47.

48.

49.

50.

51.

52.

53.

is the best program that could be adapted to manage stress.40% say training and development
program is the best program that could be adapted to manage stress.3% autonomous work groups
is the best program that could be adapted to manage stress, 10% say health clubs is the best
program that could be adapted to manage stress.20% say health clubs is the best program that
could be adapted to manage stress.
45. 45 4.2 To the Mid level Management TABLE 1 TABLE SHOWING THE EXPERIENCE
Option No of respondents percentage 3-5 Years 11 22% 5.1-7 Years 12 24% 7.1-9 Years 10 20%
above 9 Years 17 34% Total 50 100 CHART 1 CHART SHOWING THE EXPERIENCE
46. 46 Inference:-22% is of 3-5 experience. 24% is of 5.1-7 years of experience.20% is of 7.19years of experience. 34%is of above 9 years of experience. TABLE 2 TABLE SHOWING THE
MARITAL STATUS OF WORKING PERSONS Option No of respondents Percentage Yes 25
50% No 25 50% Total 50 100% CHART 2 CHART SHOWING THE MARITAL STATUS OF
WORKING PERSONS 50% 50% Yes No Inference-50% of the respondents is married and the
rest 50% of the respondents are unmarried.
47. 47 TABLE 3 TABLE SHOWING THE EFFECT IN BALANCINGTHE WORK LIFE Option
No of respondents Percentage Strongly agree 11 22% Agree 12 24% Neutral 13 26% Disagree 14
28% Strongly disagree 0 0 Total 50 100% CHART 3 CHART SHOWING THE EFFECT IN
BALANCINGTHE WORK LIFE
48. 48 Inference-22% of the respondents strongly agree that the marital status has effect in
balancing the work life of the respondents, 24% agree the statement, 26% is neutral to the issue,
26% disagree this. TABLE 4 TABLE SHOWING LEVEL OF STRESS IN THE
ORGANIZATION Option No of respondents percentage Very Heavy 11 22% Heavy 11 22%
Normal 13 26% Low . 14 28% Very low 1 2% Total 50 100 CHART 4 CHART SHOWING
LEVEL OF STRESS IN THE ORGANIZATION
49. 49 Inference: 22% of the respondents feel that they experience very heavy stress in the
organization, 22% told that it is heavy, for 26% the stress level is normal, for 28% it is low and for
the rest 25% of the respondents the level of stress is very low. TABLE 5 TABLE SHOWING THE
GROWTH OF STRESS ALONG WITH THE RESPONSIBILITY LEVEL Option No of
respondents Percentage Yes 25 50% No 25 50% Total 50 100 CHART5 CHART SHOWING THE
GROWTH OF STRESS ALONG WITH THE RESPONSIBILITY LEVEL No Yes 50% 50%
50. 50 Inference-50% people say that the stress grows along with the responsibility level 50% it is
not. TABLE6 TABLE SHOWING THE DRIVING FORCE IN THE WORKPLACE Option No of
respondents Percentage Strongly agree 15 30% Agree 13 26% Neutral 7 14% Disagree 8 16%
Strongly Disagree 7 14% Total 50 100 CHART6 TABLE SHOWING THE DRIVING FORCE IN
THE WORKPLACE
51. 51 Inference-30% Strongly agree the fact that stress is the driving force in the organization,
26% agree the fact, 14% neither agree nor disagree to the statement, 16% of the respondents
disagree the statement, 14% of the respondents strongly disagree the statement. TABLE7 TABLE
SHOWING PERSONAL PROBLEMS AFFECT THE JOB IN WORKPLACE Option No of
respondents Percentage Strongly agree 15 30% Agree 13 26% Neutral 8 16% Disagree 7 14%
Strongly Disagree 7 14% Total 50 100 CHART7 CHART SHOWING PERSONAL PROBLEMS
AFFECT THE JOB IN WORKPLACE
52. 52 Strongly 14% Disagree 14% Disagree 16% Neutral 26% Agree 30% Strongly agree 0% 5%
10% 15% 20% 25% 30% 35% Inference-30% strongly agree that the personal problems affect the
job in workplace.26% agree that personal problems affect the work in the work place, 16% of the
respondents are neutral to the statement. 14% disagrees and the rest 14% strongly disagree to the
point. TABLE 8 A TABLE SHOWING RELATIONSHIP BETWEEN MID LEVEL, LOWER
LEVEL EMPLOYEES AND THE HIGH AUTHORITIES Option No of respondents Percentage
Very good 13 26% Good 12 24% Fair 10 20% Poor 10 20% Very Poor 5 10% Total 50 100
CHART 8
53. 53 A CHART SHOWING RELATIONSHIP BETWEEN MID LEVEL, LOWER LEVEL
EMPLOYEES AND THE HIGH AUTHORITIES Inference-26% says the relationship between
the mid, lower level employees and the high authorities is very good. 24% says the relationship
between them and the lower level employees and the high authorities is good.20% says the
relationship is fair. 20% says the relationship is poor. 10% says the relationship is very poor
TABLE 9 TABLE SHOWING YOUR SATISFACTION LEVEL IN THE CURRENT JOB Option
No of respondents percentage Highly Satisfied 13 26% satisfied 14 28% Neutral 13 26%

dissatisfied 5 10% Highly Dissatisfied 5 10% Total 50 100 CHART 9 CHART SHOWING YOUR
SATISFACTION LEVEL IN THE CURRENT JOB
54. 54. 54 10% 26% 10% 26% 28% Highly Satisfied satisfied Neutral dissatisfied Highly Dissatisfied
Inference-26% are highly satisfied with their current job.28% are satisfied, 26% are neutral on the
issue, 10% are dissatisfied by the current job. 10% are highly dissatisfied with their job. TABLE
10 TABLE SHOWING THE STRESS SYMPTOM Option No of respondents percentage Highly
Satisfied 13 26% satisfied 14 28% Neutral 13 26% dissatisfied 5 10% Highly Dissatisfied 5 10%
Total 50 100 CHART 10
55. 55. 55 CHART SHOWING THE STRESS SYMPTOM 10% 26% 10% 26% 28% Highly Satisfied
satisfied Neutral dissatisfied Highly Dissatisfied Inference-26% are highly satisfied with their
current job.28% are satisfied, 26% are neutral on the issue, 10% are dissatisfied by the current job.
10% are highly dissatisfied with their job. 4.3 To the top level Management TABLE 1 TABLE
SHOWING THE STRESS MANAGEMENT Options No of respondent Percentage % Counseling
0 0 Yoga 4 20%
56.

57.
58.
59.
60.
56. 56 Pranayama 2 10% By Meditating 13 65% By Other ways 1 5% Total
20 100 CHART 1 CHART SHOWING STRESS MANAGEMENT 5% 0 20% 10%
65% Counseling Yoga Pranayama By Meditating By Other ways Inference
65% of the respondents feel that meditating is the best way to manage job
stress, 20% of the respondents feels that yoga is the best stress controller,
for 10% of the respondents it is pranayama, 5% responded variously.
TABLE 2 TABLE SHOWING THE NECESSITY OF STRESS MANAGEMENT
PROGRAMME
61.57. 57 Options No of respondent Percentage % Yes 11 55% No 9 45% Total
20 100% CHART 2 CHART SHOWING THE NECESSITY OF STRESS
MANAGEMENT PROGRAMME 55% 60% 45% 50% 40% 30% 20% 10% 0%
Yes No Inference: 55% of the respondents feel that stress management
programme is useful for the organization; rest 45% of the respondents
feels it is not required. TABLE 3 TABLE SHOWING THE STRESS
MANAGEMENT PROGRAMME Options No of respondent Percentage % Yes
18 90% No 2 10%
62.58. 58 Total 20 100% CHART 3 CHART SHOWING REASONS FOR PREFERING
BRANDED RETAIL STORES 10% 90% Yes No Inference: 90% of the
respondents told that their organization have stress management
programmes, 10% of them said no, they dont have. TABLE 4
63.59. 59 TABLE SHOWING THE EFFECTIVENESS OF CURRENT STRESS
MANAGEMENT PROGRAMME. Options No of respondent Percentage %
Strongly agree 38 63% Agree 22 37% Neutral Total 60 100% CHART 4
CHART SHOWING USAGE OF BRANDED PRODUCTS No 37% Yes No Yes 63%
Inference 63% of the respondents told that they are using branded goods
and 37% said they are not.

64.60. 60 TABLE 5 TABLE SHOWING THE USAGE OF BRANDED PRODUCTS

Options No of respondent Percentage % Personal care products 16 27%
Apparels 18 30% Groceries 5 8% Food Products 11 18% Soft Drinks 3 5%
All 4 7% Others 3 5% Total 60 100%
65.61. 61 CHART 5 TABLE SHOWING THE USAGE OF BRANDED PRODUCTS
Personal care products 7% 5% 5% 27% Apparels Groceries Food Products
18% Soft Drinks 8% 30% All Others Inference: It is clear that 27% people
go for brand in personal care products, 30% in apparels, 8% in groceries,
18% in food products, 5% in soft drinks, 7% of the customers go for all
branded goods, and the rest 5% told the mixed answers.
66.62. 62 TABLE 6 TABLE SHOWING THE TIME SPENT ON PURCHASE Options
No of respondent Percentage % Willing to spend time 26 43% Not willing
to spend time 34 57% Total 60 100% CHART 6 CHART SHOWING THE TIME
SPENT ON PURCHASE
67.63. 63 Inference: From the research it is known that 43% of the
respondents are enjoying the purchase and want to spend more time on
purchase and the rest 57% are not willing to spend time but want to
purchase TABLE 7 TABLE SHOWING SHOPPING TIME Options No of
respondent Percentage % On week days 5 8% Only if time permits 17 28%
Definitely on weekends 21 36% Willing to spent on week ends but having
no time 17 28% Total 20 100% CHART 7
68.64. 64 CHART SHOWING SHOPPING TIME Inference: From the research it is
clear that 36% of the respondents definitely shop on weekends, 28% go
only if time permits, 28% are willing to go on weekends but ends with
lapse in time 8% of the respondents go for shopping only on week days.
TABLE 8 TABLE SHOWING THE VISIT OF CITI CENTRE, SPENCER Options No
of respondent Percentage % Yes 51 85% No 9 15% Total 60 100% CHART 8
CHART SHOWING THE VISIT OF CITI CENTRE, SPENCER
69.65. 65 15% Yes No 85% Inference: 85% of the respondents visited citi
center and Spencer, and 15% of the respondents said no they havent.
TABLE 9 TABLE SHOWING FREQUENCY OF VISITS OF SHOPPING MALLS
Options No of respondent Percentage % Visit regularly 22 37% Visit
Occasionally 30 50% Want to visit regularly, but having no time 8 13%
Total 60 100% CHART 9 CHART SHOWING FREQUENCY OF VISITS OF
SHOPPING MALLS
70.66. 66 Inference: 58% of the respondents visit the shopping malls
occasionally, 37% visit regularly and 13% want to visit regularly but
having no time. TABLE 10 TABLE SHOWING PREFERENCE OF SHOPPING
MALLS Options No of respondent Percentage % Recreation 6 10%
Ambience 5 8% All under one roof 18 30% Quality branded products 12
20% Variety of products 10 17% All the above 9 15% Total 60 100% CHART
10

71.67. 67 CHART SHOWING PREFERENCE OF SHOPPING MALLS 15% All the

above 17% Variety of products 20% Quality branded products 30% All
under one roof Ambience 8% 10% Recreation 0% 5% 10% 15% 20% 25%
30% 35% Series1 Inference: From the above chart it is clear that 10% of
the respondents prefer them for recreation, 8% for ambience, 30% feels
that they are getting all products under one roof, 20% for availability of
quality branded products, 17% for variety of goods and the rest 15% feels
that they are getting all the benefits. TABLE 11 TABLE SHOWING
SPENDING WHILE SHOPPING IS EXPENSIVE BUT REASONABLE Options No
of respondent Percentage % Yes 40 67% No 20 33% Total 60 100% CHART
11 CHART SHOWING SPENDING WHILE SHOPPING IS EXPENSIVE BUT
REASONABLE
72.68. 68 Inference: 67% of the respondents said spending while shopping is
expensive but reasonable and 33% said its not reasonable. TABLE 12
TABLE SHOWING INCOME PER ANNUM Options No of respondent
Percentage % < 4 Lakhs 21 35% 4-5 Lakhs 15 25% 5-6 Lakhs 12 20% > 6
Lakhs 12 20% Total 60 100% CHART 12 CHART SHOWING INCOME PER
ANNUM
73.69. 69 Inference: 35% of the total respondents total annual income is less
than 4 lakhs, 25% between 4 to 5 lakhs, 20% between 5 to 6 lakhs and the
rest 20% are getting more than 6 lakhs. 4.4 Retailers TABLE 13 TABLE
SHOWING ENRTY BARRIER FOR RETAILERS Options No of respondent
Percentage % Stiff competition 16 54% High Taxes 4 13% Government
policies & restrictions 7 23% Location constraint 3 10% Total 30 100%
CHART 13
74.70. 70 CHART SHOWING ENRTY BARRIER FOR RETAILERS 60% 54% 50%
40% 30% 20% 23% 13% 10% 10% 0% competition High Taxes
Government restrictions Stiff policies & constraint Location Inference: 54%
of the respondents feel that stiff competition is the barrier of entry for
retailers, 13% high taxes, 23% government policies & restrictions and the
location constraint is the main barrier. TABLE 14 TABLE SHOWING KEY
FACTORS TO BE CONCENTRATED Options No of respondent Percentage %
Location of the shop 12 39% Reference for specific products 2 7% Queue
handling in the bill counter 8 27% Frequent price discounts 8 27% Total 30
100% CHART 14
75.71. 71 TABLE SHOWING KEY FACTORS TO BE CONCENTRATED Inference:
39% feels that location of the shop is the key factor to be concentrated,
7% feels it is reference for specific products, 27% queue handling in the
bill counter and 27% feels that it is frequent price discounts. TABLE 15
TABLE SHOWING THE DRIVER FOR INDIAN RETAIL INDUSTRY Options No of
respondent Percentage % High income opportunities 11 37% Changing
Attitude 7 23% International Exposure 6 20% Necessities to lifestyle 3 10%
Market & Government 3 10% Total 30 100%

76.72. 72 CHART 15 CHART SHOWING THE DRIVER FOR INDIAN RETAIL

INDUSTRY Market & Government 10% Necessities to lifestyle 10%
International Exposure 20% Changing Attitude 23% High income
opportunities 37% 0% 5% 10% 15% 20% 25% 30% 35% 40% Inference:
37% of the retailers feel that high income opportunities are the major
driver for Indian retail industry, 23% changing attitude, 20% international
exposure, 10% necessities to lifestyle and the rest 10% feels that
Government & market is the key driver. TABLE 16 TABLE SHOWING EFFECT
ON SALES DURING FESTIVE SEASONS Options No of respondent
Percentage % Yes 29 97% No 1 3% Total 30 100% CHART 16 TABLE
SHOWING EFFECT ON SALES DURING FESTIVE SEASONS
77.73. 73 3% No 97% Yes 0% 20% 40% 60% 80% 100% Inference: 97% of the
retailers feel that festival seasons affect the sales volume and 3% says
NO TABLE 17 TABLE SHOWING MANAGEMENT DECISION ON COMPLAINTS
Options No of respondent Percentage % Strongly agree 10 33% Agree 4
13% Neutral 3 10% Disagree 5 17% Strongly disagree 8 27% Total 30
100% CHART 17
78.74. 74 CHART SHOWING MANAGEMENT DECISION ON COMPLAINTS 27%
Strongly agree 33% Agree Neutral Disagree 17% Strongly disagree 13%
10% Inference: 33% of the retailers strongly agree that management takes
immediate steps to sort out the complaints raised by the customers,13%
agree,10% said neutral answer,17% disagree and the rest 27% strongly
disagree. Industry Expert TABLE 18 TABLE SHOWING THE REASON FOR
SUDDEN BOOM OF RETAIL INDUSTRY Options No of respondent Percentage
% Increased purchase behavior of buyers 6 60% Increase in product
variety 2 20% Increase in Economies of scale 0 0 Others 2 20% Total 10
100% CHART 18 CHART SHOWING THE REASON FOR SUDDEN BOOM OF
RETAIL INDUSTRY
79.75. 75 20% Increased purchase behavior of buyers 0 Increase in product
variety Increase in Economies 20% 60% of scale Others Inference: 60% of
the experts feel that increased purchase behaviour of buyers is the main
reason for sudden retail boom,20% due to increase in product variety and
10% said mixed answers. TABLE 19 TABLE SHOWING KEY CHALLENGES
FACED BY RETAIL SECTOR Options No of respondent Percentage %
Location 3 30% Merchandise 1 10% Pricing 2 20% Target Audience 3 30%
Scale of Operation 1 10% Total 10 100% CHART 19 CHART SHOWING KEY
CHALLENGES FACED BY RETAIL SECTOR
80.76. 76 Inference: 30% of the experts feel that location is the key challenge
faced by the retail sector, 10% feels it is due to merchandise, 20% due to
pricing, 30% because of target audience and 10% feels that it is scale of
operation. TABLE 19 TABLE SHOWING REAL ESTATE REASON FOR RETAIL
BOOM Options No of respondent Percentage % Yes 4 40% No 6 60% Total
10 100% CHART 19 CHART SHOWING REAL ESTATE REASON FOR RETAIL
BOOM

81.77. 77 40% Yes No 60% Inference: 40% of the experts feel that real estate
is the major reason for retail boom and 60% disagree this. TABLE 19 TABLE
SHOWING THE SHOP LOCATION Options No of respondent Percentage %
Investigate alternate trading areas 2 20% Determine the type of desires
store location 3 30% Evaluate alternative specific store sites 2 20% Others
3 30% Total 10 100% CHART 19 CHART SHOWING THE SHOP LOCATION
82.78. 78 Inference: Mixed responses got.
83.79. 79 CHAPTER - 5 FINDINGS FINDINGS:
84.80. 80 Most of the respondents have very less experience of long
association with the organization. Almost all the respondents are neutral
with the physical and psychological working condition of the organization,
and only fewer respondents are dissatisfied with the psychological working
condition of the organization. The opinion about the training programs
conducted by the organization is almost better, according to majority of
the respondents. Almost all the respondents are satisfied with the pay
package provided by the organization and nearly half of the respondents
feel that they do a routine job. Most of the respondents agree that they
can complete their work within the specified time and some of the
respondents are undecided. Nearly half of the respondents agree that
they are overloaded with work. More than half of the respondents suffer
stress in their job. Among all other factors, role overload cause more
stress according to most of the respondents. Most of the respondents
from steels department suffer from physical stress; most of the
respondents from accounts department suffer from mental stress, and
most of the respondents from civil department suffer from both physical
and mental stress. Most of the respondents feel only moderate level of
stress and some of the respondents feel high level of stress in their job.
More than half of the respondents have physical inconvenience due to
stress and most of the respondents suffer from headache and high blood
pressure. Almost all the respondents prefer to follow coping strategies
personally, to manage stress and they prefer to do meditation and yoga to
reduce stress. Most of the respondents say that the organization does
not take suitable steps to manage stress.
85.81. 81 CHAPTER - 6 SUGGESTIONS SUGGESTIONS
86.82. 82 Thus from the above findings of the study it can be concluded that
youths working at call centers are facing more stress and leading to
various health problems. Boys and girls follow various healthy habits to
manage their stress and keep their body and soul fit. Some of the
suggestions are: Employees should be provided training in time
management techniques so as to avoid last minute rush in accomplishing
the given targets which induces stress. Organizations should provide
facilities like gym, yoga, library etc. to relieve the stress. Employees
should be given awareness about healthy food habits and also seen they

are accessible to healthy food in the organization round the clock.

Provide good working condition like room lighting, air conditioning, seating
etc. BPOs should have a strong counseling center which provides
consultation to the employees for all their problems and grievances.
Many tasks can be delegated to subordinates without losing effectiveness
so that we can reduce the overload of work. Adopt the work to home
transition strategy. It means instead of carrying the pressures of the work
to home, the suggestion is to start the unwinding process during the work
day and enter the home in a relaxed and peaceful mind. Giving
counseling to the employees when they face problems, because
counseling is the discussion of a problem that usually has emotional
content with an employee in order to help the employee cope within
better.
87.83. 83 CHAPTER - 7 RECOMMENDATIONS RECOMMENDATIONS
88.84. 84 The organization must introduce Employee Assistance
Programmes (EAPs) and stress control workshops accordingly to the level
of employees, because there is a strong relation between the level of
stress and level of employees. EAP includes counseling employees who
seek assistance on how to deal with alcohol and drug abuse, managing
personal finances, handling conflicts at the work place, dealing with
marital and other family problems, and coping with health problems.
Employees should be given frequent breaks with limited monitoring during
breaks. Companies should encourage final year students to take up
training during their studies so that they gain industry exposure and they
can share the work of their boss. Company can take their employees for
outdoor visit like hill stations so that they get relief and also motivated.
89.85. 85 CHAPTER - 8 CONCLUSION CONCLUSION
90.86. 86 Without stress there would be no life at all. We need stress, but not
too much stress for too long (distress). Our body is designed to react to
two types of stress. Good stress helps keep us alert, motivates us to face
challenges, and drives us to solve problems. These low levels of stress are
manageable and can be thought of as necessary and normal stimulation.
Problems can occur when over activation of the sympathetic system is
unnecessary. What we all need is to learn how to approach matters in
more realistic and reasonable ways. Strong reactions are better reserved
for serious situations. Manageable reactions are better for the everyday
issues that we all have to face Thus, it can be safely stated that Stress
Management has become one of the most critical factors in todays world
also specially in an organizations working today and it will gain more
important as the market becomes more and more competitive.
Organization must begin to manage people at work differently, treating
them with respect and valuing their contribution. If we enhance the
psychological well being and health of the employees, in the coming

future the organization would make more revenue as well as employee

retention. Because it is said that, A Healthy Employee is a Productive
Employee
91.87. 87 CHAPTER - 9 BIBLIOGRAPHY BOOKS