Executive Summery

This project gives us a detailed idea of what is stress and also the
definition of stress is been defined. For more detailed study the types of the
stress is also defined. By looking at the starting of the project you will find:
o Introduction to Human resource
o Introduction and Definition of stress
o Stress in biological terms
o What is stress?
o Coping with stress at work place.
o Stress management
o Workplace stress
o Reducing of stress.
After the theoretical part I have included the research part. My
research work includes two questionnaires.
o Burn out test
o Stress analysis Questionnaire
My research includes the research methodology which contains the
information as follows:
o Research objectives
o Sampling (types and methods of sampling)
o Research instrument
o Data analysis and interpretation
o Employee’s opinion to reduce stress.
o Research flowchart

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 o Time consideration
o Limitation of survey
o Advantages and disadvantages of written
questionnaire
o Finding

INDEX
No Content Page no
1 Conceptual Framework 1
1.1 Introduction to HR 1
1.2 Concept of stress 3
1.2.1 Introduction to stress 3
1.2.2 Stress in Biological terms 8
1.2.3 What is stress 9
1.2.4 Coping with stress at workplace 11
1.2.5 Stress Management 15
1.2.6 Workplace stress 18
1.2.7 Reduce your stress 22
2 Research Methodology 27
2.1 Research objective 27
2.2 Sampling 29
2.3 Research instrument 32
2.4 Data analysis and interpretation 36
2.5 Employees opinion about how to reduce stress 48
2.6 Research flowchart 50
2.7 Time consideration 51
2.8 Limitation of the survey 52
2.8.1 Advantages of Written Questionnaires 52
2.8.2 Disadvantages of Written Questionnaires 53
2.9 Findings 55
3 Bibliography 58
4 Annexure 59

1. CONCEPTUAL FRAMEWORK
(1.1) INTRODUCTION TO HR

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 Human Resource Management is an art of managing people at
work in such a manner that they give their best to the organization. In
simple word human resource management refers to the quantitative
aspects of employees working in an organization.

Human Resource Management is also a management function

concerned with hiring, motivating, and maintains people in an organization. It
focuses on people in organization.

Organizations are not mere bricks, mortar, machineries or inventories.

They are people. It is the who staff and manage organizations.

HRM involves the application of management functions and principles.

The functions and principles are applied to acquisitioning, developing, maintain,
and remunerating employees in organizations.

Decisions relating to employees must be integrated. Decision on

different aspect of employees must be consistent with other human resource
decisions.

Decision made must influence the effectiveness of organization.

Effectiveness of an organization must result in betterment of services to
customers in the form of high-quality product supplied at reasonable costs.

HRM function s is not confined to business establishment only. They

are applicable to non-business organizations, too such as education, health care,
recreation etc.

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 The scope of HRM is indeed vast. All major activities in the working life
of his or her entry into an organization until he or she leaves-come under the
previews of HRM.specifically, the activities included are HR planning, job
analysis and be sign, recruitment and selection, orientation and placement,
training and development, performance appraisal and job evaluation, employee
and executive remuneration, motivation and communication, welfare, safety and
health, industrial relations and the like.

HRM is a broad concept Personnel management and human resource

development is a part of HRM.

Before we define “Human Resource Management”, it seems good

to first define heterogeneous in the sense that they differ in personality,
perception, emotions, values, attitudes, motives, and modes of thoughts.

Human resource management plays an important role in the

development process of modern economy. In fact it is said that all the
development comes from the human mind.

“ Human Resource Management is a process of producing

development, maintaining and controlling human resources for effective
achievement of organization goals.”

(1.2) CONCEPT OF STRESS

(1.2.1) INTRODUCTION TO STRESS

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 A lot of research has been conducted into stress over the last hundred
years. Some of the theories behind it are now settled and accepted; others are
still being researched and debated. During this time, there seems to have been
something approaching open warfare between competing theories and
definitions: Views have been passionately held and aggressively defended.

What complicates this is that intuitively we all feel that we know what
stress is, as it is something we have all experienced. A definition should therefore
be obvious…except that it is not.

Definition:

Hans Selye was one of the founding fathers of stress research. His
view in 1956 was that “stress is not necessarily something bad – it all depends
on how you take it. The stress of exhilarating, creative successful work is
beneficial, while that of failure, humiliation or infection is detrimental.” Selye
believed that the biochemical effects of stress would be experienced irrespective
of whether the situation was positive or negative.

Since then, a great deal of further research has been conducted, and
ideas have moved on. Stress is now viewed as a "bad thing", with a range of
harmful biochemical and long-term effects. These effects have rarely been
observed in positive situations.

The most commonly accepted definition of stress (mainly attributed to

Richard S Lazarus) is that stress is a condition or feeling experienced when
a person perceives that “demands exceed the personal and social
resources the individual is able to mobilize.” In short, it's what we feel when
we think we've lost control of events.

This is the main definition used by this section of Mind Tools, although
we also recognize that there is an intertwined instinctive stress response to

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unexpected events. The stress response inside us is therefore part instinct and
part to do with the way we think.

The types of stress are as follows

Mechanical

• Stress (physics), the average amount of force exerted per unit area.
• Yield stress, the stress at which a material begins to deform plastically.
• Compressive stress, the stress applied to materials resulting in their
compaction.

Biological

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

include:
o Chronic stress, persistent stress which can lead to illness and
mental disorder
o Eustress, positive stress that can lead to improved long-term
functioning
o Workplace stress, stress caused by employment

Music

• Accent (music).
• Stress (band), an early '80s melodic rock band from San Diego.
• Stress (punk band), an early '80s punk rock band from Athens.
• Stress (Neo-Psychedelic band), from the late 1980's.
• Stress, a song by the French band Justice on their debut album

Other

• Stress (game), card game

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

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

Stress is a measure of the average amount of force exerted per unit area. It
is a measure of the intensity of the total internal forces acting within a body
across imaginary internal surfaces, as a reaction to external applied forces
and body forces. It was introduced into the theory of elasticity by Cauchy
around 1822. Stress is a concept that is based on the concept of continuum.
In general, stress is expressed as

Where

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

Is the force acting over the area .

Chronic Stress

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

Symptoms of chronic stress can be:

• upset stomach
• headache
• backache
• insomnia
• anxiety
• depression
• anger

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

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

healthy diet, stress management, relaxation techniques, adequate rest, and
relaxing hobbies.

Ensuring a healthy diet containing magnesium may help control or eliminate

stress, in those individuals with lower levels of magnesium or those who have a
magnesium deficiency. Chronic stress can also lead to a magnesium deficiency,
which can be a factor in continued chronic stress, and a whole host of other
negative medical conditions caused by a magnesium deficiency.

It has been discovered that there is a huge upsurge in the number of people who
suffer from this condition. A very large number of these new cases suffer from
insomnia.

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

disease, the authors found that stress plays a role in triggering or worsening
depression and cardiovascular disease and in speeding the progression of
HIV/AIDS.

Compressive stress:

Compressive stress is the stress applied to materials resulting in their

compaction (decrease of volume). When a material is subjected to compressive
stress, then this material is under compression. Usually, compressive stress
applied to bars, columns, etc. leads to shortening.

Loading a structural element or a specimen will increase the compressive stress

until the reach of compressive strength. According to the properties of the
material, failure will occur as yield for materials with ductile behavior (most

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metals, some soils and plastics) or as rupture for brittle behavior (geometries,
cast iron, glass, etc).

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

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

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

(1.2.2) Stress in Biological terms:

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Stress is a biological term which refers to the consequences of the failure of a
human or animal body to respond appropriately to emotional or physical threats
to the organism, whether actual or imagined. It includes a state of alarm and
adrenaline production, short-term resistance as a coping mechanism, and
exhaustion. It refers to the inability of a human or animal body to respond.
Common stress symptoms include irritability, muscular tension, inability to
concentrate and a variety of physical reactions, such as headaches and
accelerated heart rate.

The term "stress" was first used by the endocrinologist Hans Selye in the 1930s
to identify physiological responses in laboratory animals. He later broadened and
popularized the concept to include the perceptions and responses of humans
trying to adapt to the challenges of everyday life. In Selye's terminology, "stress"
refers to the reaction of the organism, and "stressor" to the perceived threat.
Stress in certain circumstances may be experienced positively. Eustress, for
example, can be an adaptive response prompting the activation of internal
resources to meet challenges and achieve goals.

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

biological sense, as a catch-all for any perceived difficulties in life. It also became
a euphemism, a way of referring to problems and eliciting sympathy without
being explicitly confessional, just "stressed out". It covers a huge range of
phenomena from mild irritation to the kind of severe problems that might result in
a real breakdown of health. In popular usage almost any event or situation
between these extremes could be described as stressful.

(1.2.3) what is Stress?

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Stress refers to the strain from the conflict between our external environment and
us, leading to emotional and physical pressure. In our fast paced world, it is
impossible to live without stress, whether you are a student or a working adult.
There is both positive and negative stress, depending on each individual’s unique
perception of the tension between the two forces. Not all stress is bad. For
example, positive stress, also known as eustress, can help an individual to
function at optimal effectiveness and efficiency.

Hence, it is evident that some form of positive stress can add more color and
vibrancy to our lives. The presence of a deadline, for example, can push us to
make the most of our time and produce greater efficiency. It is important to keep
this in mind, as stress management refers to using stress to our advantage, and
not on eradicating the presence of stress in our lives.

On the other hand, negative stress can result in mental and physical strain. The
individual will experience symptoms such as tensions, headaches, irritability and
in extreme cases, heart palpitations. Hence, whilst some stress may be seen as
a motivating force, it is important to manage stress levels so that it does not have
an adverse impact on your health and relationships.

Part of managing your stress levels include learning about how stress can affect
you emotionally and physically, as well as how to identify if you are performing at
your optimal stress level (OSL) or if you are experiencing negative stress. This
knowledge will help you to identify when you need to take a break, or perhaps
seek professional help. It is also your first step towards developing techniques to
managing your stress levels.

Modern day stresses can take the form of monetary needs, or emotional frictions.
Competition at work and an increased workload can also cause greater levels of
stress. How do you identify if you are suffering from excessive stress?
Psychological symptoms commonly experienced include insomnia, headaches

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and an inability to focus. Physical symptoms take the form of heart palpitations,
breathlessness, excessive sweating and stomachaches.

What causes stress? There are many different causes of stress, and that which
causes stress is also known as a stressor. Common lifestyle stressors include
performance, threat, and bereavement stressors, to name a few. Performance
stressors are triggered when an individual is placed in a situation where he feels
a need to excel. This could be during performance appraisals, lunch with the
boss, or giving a speech. Threat stressors are usually when the current situation
poses a dangerous threat, such as an economic downturn, or from an accident.
Lastly, bereavement stressors occur when there is a sense of loss such as the
death of a loved one, or a prized possession.

Thus, there are various stressors, and even more varied methods and
techniques of dealing with stress and turning it to our advantages. In order to do
so, we must learn to tell when we have crossed the line from positive to negative
stress.

Good stress v/s Bad stress:

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

acknowledging the importance and usefulness of positive stress. In our everyday
lives, stress is everywhere and definitely unavoidable; hence our emphasis
should be on differentiating between what is good stress, and what is bad. This
will help us to learn to cope with negative stress, and harness the power of
positive stress to help us achieve more.

There are 4 main categories of stress, namely eustress, distress, hyper stress
and hypo stress. Negative stress can cause many physical and psychological
problems, whilst positive stress can be very helpful for us. Here’s how we
differentiate between them.

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Eustress:
this is a positive form of stress, which prepares your mind and body for the
imminent challenges that it has perceived. Eustress is a natural physical reaction
by your body which increases blood flow to your muscles, resulting in a higher
heart rate. Athletes before a competition or perhaps a manager before a major
presentation would do well with eustress, allowing them to derive the inspiration
and strength that is needed.

Distress
We are familiar with this word, and know that it is a negative form of stress. This
occurs when the mind and body is unable to cope with changes, and usually
occurs when there are deviations from the norm. They can be categorized into
acute stress and chronic stress. Acute stress is intense, but does not last for
long. On the other hand, chronic stress persists over a long period of time.
Trigger events for distress can be a change in job scope or routine that the
person is unable to handle or cope with.

Hyper stress
This is another form of negative stress that occurs when the individual is unable
to cope with the workload. Examples include highly stressful jobs, which require
longer working hours than the individual can handle. If you suspect that you are
suffering from hyper stress, you are likely to have sudden emotional breakdowns
over insignificant issues, the proverbial straws that broke the camel’s back. It is
important for you to recognize that your body needs a break, or you may end up
with severe and chronic physical and psychological reactions.

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Hypo stress
Lastly, hypo stress occurs when a person has nothing to do with his time and
feels constantly bored and unmotivated. This is due to an insufficient amount of
stress; hence some stress is inevitable and helpful to us. Companies should
avoid having workers who experience hypo stress as this will cause productivity
and mindfulness to fall. If the job scope is boring and repetitive, it would be a
good idea to implement some form of job rotation so that there is always
something new to learn.

The types of stress are named as eustress and distress. Distress is the
most commonly-referred to type of stress, having negative implications, whereas
eustress is a positive form of stress, usually related to desirable events in
person's life. Both can be equally taxing on the body, and are cumulative in
nature, depending on a person's way of adapting to a change that has caused it.

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(1.2.4) Coping with Stress at Work place

With the rapid advancement of technology, the stresses faced at work have also
increased. Many people dread going to work, hence the term “Monday Blues”.
What is the reason for this? There is partly the fear from being retrenched in bad
times, leading to greater job insecurity on the part of those who remain.
Undoubtedly, occupational stress is one of the most commonly cited stressors
faced by people all over the world.

Stress refers to the pressure and reactions to our environment which results in
psychological and physical reactions. Whilst some stress is good for motivation
and increasing efficiency, too much stress can result in negative impacts such as
reduced effectiveness and efficiency. More and more people are feeling isolated
and disrespected at work, and this has led to greater occupational stress. Many
companies have taken to consulting experts and professionals on ways to
increase connectedness and motivation of their employees.

Some companies organize parties and make their employees feel valued at
work. These are measures to motivate employees and help them to feel secure
at their jobs, translating into greater productivity. However, not all companies
have such measures in place, and some have not gotten it quite right. Hence, it
is up to you to make sure that you can cope with stress at your workplace, and
use it to help you work better. Here are 3 simple steps to help you with coping
with stress in the workplace.

Step 1: Raising Awareness

Help yourself to identify when you are facing rising levels of stress, tipping the
scales from positive to negative. This is important, as being able to identify signs
of being stressed can help you to take steps to ensure that your overall quality of
life does not drop. If left unacknowledged, the problem will only snowball, leading
to disastrous consequences to your health and overall wellbeing.

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You can identify if you are feeling stressed by checking if you have any physical
or psychological reactions, such as excessive sweating or heart palpitations, or
the onset of headaches, irritability or the need to escape. If you experience any
of these reactions, identify if you are feeling any overwhelming negative
emotions, and if you are constantly worried.

Step 2: Identify the Cause

You need to be able to analyze the situation and identify what is causing the rise
in stress. These stressors can be external and internal. External stressors refer
to things beyond your control, such as the environment or your colleagues at
work. Internal stressors refer to your own thinking and attitude. Often, we only
start reacting to stress when a combination of stressors working together
exceeds our ability to cope.

Keep a diary or a list of events that have caused you to feel strong negative
emotions, or that are likely stressors. This will help you to identify the causes of
your stress. Whilst it is not always possible to eradicate them, we can change the
way that we cope with it.

Step 3: Coping with Stress

In order to deal with the situation that is causing you stress, you need to calm
your mind and body so as to stave off the reactions and cope with it in a positive
way. This can be through different methods, such as taking time off. If a situation
is triggering your stress and you are unable to calm down, remove yourself from
it. Go outside and take a walk to calm down. Alternatively, you can try
implementing relaxation techniques such as deep breathing. If it is an internal
stressor, stop your thought process until you are able to deal with it logically.

The key to making these 3 steps work for you is to practice them. These are not
instantaneous solutions, and you need to condition your mind and practice them
so that you can implement it when you are feeling stressed.

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(1.2.5) Stress Management

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

beyond a stress situation, life seems to find new ways of stressing us out and
plaguing us with anxiety attacks. Moreover, be it our anxiety, mind-body
exhaustion or our erring attitudes, we tend to overlook causes of stress and the
conditions triggered by those. In such unsettling moments we often forget that
stressors, if not escapable, are fairly manageable and treatable.

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

Immediate disorders such as dizzy spells, anxiety attacks, tension,
sleeplessness, nervousness and muscle cramps can all result in chronic health
problems. They may also affect our immune, cardiovascular and nervous
systems and lead individuals to habitual addictions, which are inter-linked with
stress.

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

techniques are some of the body's important built-in response systems. As a
relaxation response the body tries to get back balance in its homeostasis. Some
hormones released during the 'fight or flight' situation prompt the body to replace
the lost carbohydrates and fats, and restore the energy level. The knotted
nerves, tightened muscles and an exhausted mind crave for looseness.
Unfortunately, today, we don't get relaxing and soothing situations without
asking. To be relaxed we have to strive to create such situations.

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Recognizing a stressor:
It is important to recognize whether you are under stress or out of it. Many times,
even if we are under the influence of a stressful condition and our body reacts to
it internally as well as externally, we fail to realize that we are reacting under
stress. This also happens when the causes of stress are there long enough for
us to get habituated to them. The body constantly tries to tell us through
symptoms such as rapid palpitation, dizzy spells, tight muscles or various body
aches that something is wrong. It is important to remain attentive to such
symptoms and to learn to cope with the situations.

We cope better with stressful situation, when we encounter them voluntarily. In

cases of relocation, promotion or layoff, adventurous sports or having a baby, we
tend to respond positively under stress. But, when we are compelled into such
situations against our will or knowledge, more often than not, we wilt at the face
of unknown and imagined threats. For instance, stress may mount when one is
coerced into undertaking some work against one's will.

Laughter:

Adopting a humorous view towards life's situations can take the edge off
everyday stressors. Not being too serious or in a constant alert mode helps
maintain the equanimity of mind and promote clear thinking. Being able to laugh
stress away is the smartest way to ward off its effects.

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

life and provides moments of delight. The emotions we experience directly affect
our immune system. The positive emotions can create neurochemical changes
that buffer the immunosuppressive effects of stress.

During stress, the adrenal gland releases corticosteroids, which are converted to
cortical in the blood stream. These have an immunosuppressive effect. Dr. Lee

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Berk and fellow researcher Dr. Stanley Tan at Loma Linda University School of
Medicine have produced carefully controlled studies showing that the experience
of laughter lowers serum cortical levels, increases the amount and activity of T
lymphocytes—the natural killer cells. Laughter also increases the number of T
cells that have suppresser receptors.

What Laughter Can Do Against Stress And Its Effects?

• Laughter lowers blood pressure and reduces hypertension.

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

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

least four of neuroendocrine hormones—epinephrine, cortical, dopac, and growth
hormone, associated with stress response).

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

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

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

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

• Laughter triggers the release of endorphins—body's natural painkillers.

• Produces a general sense of well-being.

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(1.2.6) Workplace Stress

Workplace stress is the harmful physical and emotional response that occurs
when there is a poor match between job demands and the capabilities,
resources, or needs of the worker. Stress-related disorders encompass a broad
array of conditions, including psychological disorders (e.g., depression, anxiety,
post-traumatic stress disorder) and other types of emotional strain (e.g.,
dissatisfaction, fatigue, tension, etc.), maladaptive behaviors (e.g., aggression,
substance abuse), and cognitive impairment (e.g., concentration and memory
problems). In turn, these conditions may lead to poor work performance or even
injury. Job stress is also associated with various biological reactions that may
lead ultimately to compromised health, such as cardiovascular disease.

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

workers report high levels of stress. One-quarter of employees view their jobs as
the number one stressor in their lives. Three-quarters of employees believe the
worker has more on-the-job stress than a generation ago. Evidence also
suggests that stress is the major cause of turnover in organizations.

Health and Healthcare Utilization

Problems at work are more strongly associated with health complaints than are
any other life stressor-more so than even financial problems or family problems.
Many studies suggest that psychologically demanding jobs that allow employees
little control over the work process increase the risk of cardiovascular disease.
On the basis of research by the National Institute for Occupational Safety and
Health and many other organizations, it is widely believed that job stress
increases the risk for development of back and upper-extremity musculoskeletal
disorders. High levels of stress are associated with substantial increases in
health service utilization. Workers who report experiencing stress at work also
show excessive health care utilization. In a 1998 study of 46,000 workers, health
care costs were nearly 50% greater for workers reporting high levels of stress in

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comparison to “low risk” workers. The increment rose to nearly 150%, an
increase of more than $1,700 per person annually, for workers reporting high
levels of both stress and depression. Additionally, periods of disability due to job
stress tend to be much longer than disability periods for other occupational
injuries and illnesses.

Causes of Workplace Stress

Job stress results from the interaction of the worker and the conditions of work.
Views differ on the importance of worker characteristics versus working
conditions as the primary cause of job stress. The differing viewpoints suggest
different ways to prevent stress at work. According to one school of thought,
differences in individual characteristics such as personality and coping skills are
most important in predicting whether certain job conditions will result in stress-in
other words, what is stressful for one person may not be a problem for someone
else. This viewpoint leads to prevention strategies that focus on workers and
ways to help them cope with demanding job conditions. Although the importance
of individual differences cannot be ignored, scientific evidence suggests that
certain working conditions are stressful to most people. Such evidence argues for
a greater emphasis on working conditions as the key source of job stress, and for
job redesign as a primary prevention strategy. Personal interview surveys of
working conditions, including conditions recognized as risk factors for job stress,
were conducted in Member States of the European Union in 1990, 1995, and
2000. Results showed a trend across these periods suggestive of increasing
work intensity. In 1990, the percentage of workers reporting that they worked at
high speeds at least one-fourth of their working time was 48%, increasing to 54%
in 1995 and to 56% in 2000. Similarly, 50% of workers reported they work
against tight deadlines at least one-fourth of their working time in 1990,
increasing to 56% in 1995 and 60 % in 2000. However, no change was noted in
the period 1995–2000 (data not collected in 1990) in the percentage of workers
reporting sufficient time to complete tasks. A substantial percentage of
Americans work very long hours. By one estimate, more than 26% of men and

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more than 11% of women worked 50 hours per week or more in 2000. These
figures represent a considerable increase over the previous three decades,
especially for women. According to the Department of Labor, there has been an
upward trend in hours worked among employed women, an increase in extended
work weeks (>40 hours) by men, and a considerable increase in combined
working hours among working couples, particularly couples with young children.

Signs of Workplace Stress

Mood and sleep disturbances, upset stomach and headache, and disturbed
relationships with family; friends and girlfriends or boyfriends are examples of
stress-related problems. The effects of job stress on chronic diseases are more
difficult to see because chronic diseases take a long time to develop and can be
influenced by many factors other than stress. Nonetheless, evidence is rapidly
accumulating to suggest that stress plays an important role in several types of
chronic health problems-especially cardiovascular disease, musculoskeletal
disorders, and psychological disorders.

Prevention

A combination of organizational change and stress management is often the

most useful approach for preventing stress at work.

How to Change the Organization to Prevent Job Stress

• Ensure that the workload is in line with workers' capabilities and

resources.
• Design jobs to provide meaning, stimulation, and opportunities for workers
to use their skills.
• Clearly define workers' roles and responsibilities.
• Give workers opportunities to participate in decisions and actions affecting
their jobs.
• Improve communications-reduce uncertainty about career development
and future employment prospects.

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 • Provide opportunities for social interaction among workers.
• Establish work schedules that are compatible with demands and
responsibilities outside the job.
• Discrimination inside the workplace. (e.g. nationality and language )

St. Paul Fire and Marine Insurance Company conducted several studies on the
effects of stress prevention programs in hospital settings. Program activities
included (1) employee and management education on job stress, (2) changes in
hospital policies and procedures to reduce organizational sources of stress, and
(3) establishment of employee assistance programs. In one study, the frequency
of medication errors declined by 50% after prevention activities was implemented
in a 700-bed hospital. In a second study, there was a 70% reduction in
malpractice claims in 22 hospitals that implemented stress prevention activities.
In contrast, there was no reduction in claims in a matched group of 22 hospitals
that did not implement stress prevention activities.

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(1.2.7) Reduce your stress
1. Job analysis: - We have all experienced that appalling sense of having far too
much work to do and too little time to do it in. We can choose to ignore this, and
work unreasonably long hours to stay on top of our workload. The risks here are
that we become exhausted, that we have so much to do that we do a poor quality
job and that we neglect other areas of our life. Each of these can lead to intense
stress.
The alternative is to work more intelligently, by focusing on the things that are
important for job success and reducing the time we spend on low priority tasks.
Job Analysis is the first step in doing this.

The first of the action-oriented skills that we look at is Job Analysis. Job Analysis
is a key technique for managing job overload – an important source of stress.
To do an excellent job, you need to fully understand what is expected of you.
While this may seem obvious, in the hurly-burly of a new, fast-moving, high-
pressure role, it is oftentimes something that is easy to overlook.
By understanding the priorities in your job, and what constitutes success within it,
you can focus on these activities and minimize work on other tasks as much as
possible. This helps you get the greatest return from the work you do, and keep
your workload under control.
Job Analysis is a useful technique for getting a firm grip on what really is
important in your job so that you are able to perform excellently. It helps you to
cut through clutter and distraction to get to the heart of what you need to do.

2. Rational & positive thinking: -

You are thinking negatively when you fear the future, put yourself down, criticize
yourself for errors, doubt your abilities, or expect failure. Negative thinking
damages confidence, harms performance and paralyzes mental skills.
Unfortunately, negative thoughts tend to flit into our consciousness, do their
damage and flit back out again, with their significance having barely been

24
noticed. Since we barely realize that they were there, we do not challenge them
properly, which means that they can be completely incorrect and wrong.
Thought Awareness is the process by which you observe your thoughts and
become aware of what is going through your head.
One approach to it is to observe your "stream of consciousness" as you think
about the thing you're trying to achieve which is stressful. Do not suppress any
thoughts. Instead, just let them run their course while you watch them, and write
them down on our free worksheet as they occur. Then let them go.

Another more general approach to Thought Awareness comes with logging

stress in your Stress Diary. When you analyze your diary at the end of the period,
you should be able to see the most common and the most damaging thoughts.
Tackle these as a priority using the techniques below.
Here are some typical negative thoughts you might experience when preparing to
give a major presentation:

• Fear about the quality of your performance or of problems that may

interfere with it;

• Worry about how the audience (especially important people in it like your
boss) or the press may react to you;

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

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

Thought awareness is the first step in the process of managing negative

thoughts, as you cannot manage thoughts that you are unaware of.

Rational Thinking

The next step in dealing with negative thinking is to challenge the negative
thoughts that you identified using the Thought Awareness technique. Look at
every thought you wrote down and challenge it rationally. Ask yourself whether

25
the thought is reasonable. What evidence is there for and against the thought?
Would your colleagues and mentors agree or disagree with it?
Looking at the examples, the following challenges could be made to the negative
thoughts we identified earlier:

• Feelings of inadequacy: Have you trained yourself as well as you

reasonably should have? Do you have the experience and resources you
need to make the presentation? Have you planned, prepared and
rehearsed enough? If you have done all of these, you've done as much as
you can to give a good performance.

• Worries about performance during rehearsal: If some of your practice

was less than perfect, then remind yourself that the purpose of the
practice is to identify areas for improvement, so that these can be sorted
out before the performance.

• Problems with issues outside your control: Have you identified the
risks of these things happening, and have you taken steps to reduce the
likelihood of them happening or their impact if they do? What will you do if
they occur? And what do you need others to do for you?

• Worry about other people's reactions: If you have prepared well, and
you do the best you can, then you should be satisfied. If you perform as
well as you reasonably can, then fair people are likely to respond well. If
people are not fair, the best thing to do is ignore their comments and rise
above them.

Tip:
Don't make the mistake of generalizing a single incident. OK, you made a
mistake at work, but that doesn't mean you're bad at your job.

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

26
stressful. Just because you're finding these new responsibilities stressful now,
doesn't mean that they will ALWAYS be so for you in the future.

Tip:
If you find it difficult to look at your negative thoughts objectively, imagine that
you are your best friend or a respected coach or mentor. Look at the list of
negative thoughts and imagine the negative thoughts were written by someone
you were giving objective advice to. Then, think how you would challenge these
thoughts.

When you challenge negative thoughts rationally, you should be able to see
quickly whether the thoughts are wrong or whether they have some substance to
them. Where there is some substance, take appropriate action. However, make
sure that your negative thoughts are genuinely important to achieving your goals,
and don't just reflect a lack of experience, which everyone has to go through at
some stage.

Positive Thinking & Opportunity Seeking

By now, you should already be feeling more positive. The final step is to prepare
rational, positive thoughts and affirmations to counter any remaining negativity. It
can also be useful to look at the situation and see if there are any useful
opportunities that are offered by it.
By basing your affirmations on the clear, rational assessments of facts that you
made using Rational Thinking, you can use them to undo the damage that
negative thinking may have done to your self-confidence.

Tip:
Your affirmations will be strongest if they are specific, are expressed in the
present tense and have strong emotional content.

27
Continuing the examples above, positive affirmations might be:

• Problems during practice: "I have learned from my rehearsals. This has
put me in a position where I can deliver a great performance. I am going to
perform well and enjoy the event."

• Worries about performance: "I have prepared well and rehearsed

thoroughly. I am well positioned to give an excellent performance."

• Problems issues outside your control: "I have thought through

everything that might reasonably happen and have planned how I can
handle all likely contingencies. I am very well placed to react flexibly to
events."

• Worry about other people's reaction: "Fair people will react well to a
good performance. I will rise above any unfair criticism in a mature and
professional way."

If appropriate, write these affirmations down on your worksheet so that you can
use them when you need them.
As well as allowing you to structure useful affirmations, part of Positive Thinking
is to look at opportunities that the situation might offer to you. In the examples
above, successfully overcoming the situations causing the original negative
thinking will open up opportunities. You will acquire new skills, you will be seen
as someone who can handle difficult challenges, and you may open up new
career opportunities.
Make sure that identifying these opportunities and focusing on them is part of
your positive thinking.

28
 2. Research Methodology

(2.1) Research Objective: -

Stress is a dynamic condition in witch an individual is confronted with an
opportunity, demand or resource related to what the individual desires and for
which the outcome is perceived to be both uncertain and important. This is a
complicated definition.

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

discussed in a negative context, it also has a positive value. It’s an opportunity
when it offers potential gain. Consider for example, the superior performance that
an athlete or stage performer gives in “clutch” situations. Such individuals often
use stress positively to rise to the occasion and perform at or near their
maximum. Similarly, many professionals see the pressures of heavy workloads
and deadlines as positive challenges that enhance the quality of their work and
the satisfaction the get from their job.

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

are the people who also have to achieve the certain target and so for the non
achievement of target the employees remain stressed and tensed. The
employees who have the simple table work also have to face the problem of
stress. Due to recession the banking sector is also facing the problem of
employee cut-offs and so the work load of the existing employees increases and
the feel stressed.

The types of stress are named as eustress and distress. Distress is the
most commonly-referred to type of stress, having negative implications, whereas
eustress is a positive form of stress, usually related to desirable events in
person's life. Both can be equally taxing on the body, and are cumulative in
nature, depending on a person's way of adapting to a change that has caused it.

29
Stress management is the need of the hour. However hard we try to go beyond a
stress situation, life seems to find new ways of stressing us out and plaguing us
with anxiety attacks. Moreover, be it our anxiety, mind-body exhaustion or our
erring attitudes, we tend to overlook causes of stress and the conditions triggered
by those. In such unsettling moments we often forget that stressors, if not
escapable, are fairly manageable and treatable.

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

Immediate disorders such as dizzy spells, anxiety attacks, tension,
sleeplessness, nervousness and muscle cramps can all result in chronic health
problems. They may also affect our immune, cardiovascular and nervous
systems and lead individuals to habitual addictions, which are inter-linked with
stress.

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

techniques are some of the body's important built-in response systems. As a
relaxation response the body tries to get back balance in its homeostasis. Some
hormones released during the 'fight or flight' situation prompt the body to replace
the lost carbohydrates and fats, and restore the energy level. The knotted
nerves, tightened muscles and an exhausted mind crave for looseness.
Unfortunately, today, we don't get relaxing and soothing situations without
asking. To be relaxed we have to strive to create such situations.

This research is to carry out the study that how much stressed the
employees of the banks are and how do their stress affect their work life, social
life, output etc. so a sample of 14 to 15 employees are selected from all the three
banks for the research of stress among them.

30
 (2.2) Sampling

Sample: I have taken the sample of 35 employees from three different banks of
Bhavnagar. All the employees were of the same designations.

Reason: As we find the employees of the bank to be more stressful as more and
more employees are taking VRS and are dismissed because of inflation. I have
selected only those three banks which are affiliated to the public and are
specialized in consumer needs fulfillment.

It is incumbent on the researcher to clearly define the target

population. There are no strict rules to follow, and the researcher must rely on
logic and judgment. The population is defined in keeping with the objectives of
the study.

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

researcher can include the entire population in the study. This type of research is
called a census study because data is gathered on every member of the
population.

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

survey all of its members. A small, but carefully chosen sample can be used to
represent the population. The sample reflects the characteristics of the
population from which it is drawn.

Sampling methods are classified as either probability or non

probability. In probability samples, each member of the population has a known
non-zero probability of being selected. Probability methods include random
sampling, systematic sampling, and stratified sampling. In non probability
sampling, members are selected from the population in some nonrandom
manner. These include convenience sampling, judgment sampling, quota

31
sampling, and snowball sampling. The advantage of probability sampling is that
sampling error can be calculated. Sampling error is the degree to which a sample
might differ from the population. When inferring to the population, results are
reported plus or minus the sampling error. In non probability sampling, the
degree to which the sample differs from the population remains unknown.

 Random sampling is the purest form of

probability sampling. Each member of the population has an equal
and known chance of being selected. When there are very large
populations, it is often difficult or impossible to identify every member
of the population, so the pool of available subjects becomes biased.

 Systematic sampling is often used instead of

random sampling. It is also called an Nth name selection technique.
After the required sample size has been calculated, every Nth record
is selected from a list of population members. As long as the list does
not contain any hidden order, this sampling method is as good as the
random sampling method. Its only advantage over the random
sampling technique is simplicity. Systematic sampling is frequently
used to select a specified number of records from a computer file.

 Stratified sampling is commonly used

probability method that is superior to random sampling because it
reduces sampling error. A stratum is a subset of the population that
shares at least one common characteristic. The researcher first
identifies the relevant stratums and their actual representation in the
population. Random sampling is then used to select subjects from
each stratum until the number of subjects in that stratum is
proportional to its frequency in the population. Stratified sampling is
often used when one or more of the stratums in the population have
a low incidence relative to the other stratums.

32
 Convenience sampling is used in exploratory
research where the researcher is interested in getting an inexpensive
approximation of the truth. As the name implies, the sample is
selected because they are convenient. This non-probability method is
often used during preliminary research efforts to get a gross estimate
of the results, without incurring the cost or time required to select a
random sample.

 Judgment sampling is a common non-

probability method. The researcher selects the sample based on
judgment. This is usually and extension of convenience sampling.
For example, a researcher may decide to draw the entire sample
from one "representative" city, even though the population includes
all cities. When using this method, the researcher must be confident
that the chosen sample is truly representative of the entire
population.

 Quota sampling is the non-probability

equivalent of stratified sampling. Like stratified sampling, the
researcher first identifies the stratums and their proportions as they
are represented in the population. Then convenience or judgment
sampling is used to select the required number of subjects from each
stratum. This differs from stratified sampling, where the stratums are
filled by random sampling.

 Snowball sampling is a special non-

probability method used when the desired sample characteristic is
rare. It may be extremely difficult or cost prohibitive to locate
respondents in these situations. Snowball sampling relies on referrals
from initial subjects to generate additional subjects. While this
technique can dramatically lower search costs, it comes at the

33
 expense of introducing bias because the technique itself reduces the
likelihood that the sample will represent a good cross section from
the population.

(2.3) Research Instrument: -

Checking Yourself for Burnout

Burnout occurs when passionate, committed people become deeply disillusioned

with a job or career from which they have previously derived much of their
identity and meaning. It comes as the things that inspire passion and enthusiasm
are stripped away, and tedious or unpleasant things crowd in. This tool can help
you check yourself for burnout.

Introduction:

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

Using the Tool:

• Work through the table on paper and calculate values manually.

• Fill in values appropriately on the sheet. This will automatically calculate
scores for you and interpret these scores, showing the score and
interpretation in row 30.

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

Checking Yourself for Burnout

34
Questionnaire

35
 No Questions Not at Rarely Sometimes Ofte Very
all n often
1 Do you feel run down and
drained of physical or
emotional energy?
2 Do you find that you are
prone to negative thinking
about your job?
3 Do you find that you are
harder and less
sympathetic with people
than perhaps they deserve?
4 Do you find yourself getting
easily irritated by small
problems, or by your co-
workers and team?
5 Do you feel misunderstood
or unappreciated by your
co-workers?
6 Do you feel that you have
no-one to talk to?
7 Do you feel that you are
achieving less than you
should?
8 Do you feel under an
unpleasant level of
pressure to succeed?
9 Do you feel that you are not
getting what you want out of
your job?
10 Do you feel that you are in
the wrong organization or
the wrong profession?
11 Are you becoming
frustrated with parts of your
job?
12 Do you feel that
organizational politics or
bureaucracy frustrate your
ability to do a good job?
13 Do you feel that there is
more work to do than you
practically have the ability
to do?
14 Do you feel that you do not
have time to do many of the
things that are important to
doing a good quality job?
15 Do you find that you do not
36
have time to plan as much
as you would like to?
Total
Instructions: For each question, put an 'X' in the column that most applies. Put
one 'X' only in each row.
Please write the total number of ‘x’ at the space given at the bottom of each
column

Answer Number Weight Weighted Total

Not at all 0
Rarely 1
Sometimes 2
Often 3
Very often 4

>=
N Questions Yes No
-1 No sign of burnout here!
5 Little sign of burnout here, unless some factors are particularly severe
1
18 Are you satisfied
Be careful with be
- you may theatperformance youparticularly
risk of burnout, give at yourif work?
several scores are
high
2 Do you think that you are suffering from depression?
35 You are at severe risk of burnout - do something about this urgently
3
45 Do
Youyouareworry about
at very yourrisk
severe colleague's
of burnoutopinion about you?
- do something about this urgently
4 Do you discuss your problem with your spouse or friend or
any other close to you?
5
Do you work more than 8 hours?

37
6 You have an important function at your home and your boss
asks to give a 4 hour over time, what will be your response?
7
Do you regularly spend time for entertainment?
8
Is your social life balanced?
9 Do you plan your work before doing?
10
Do you fear about the quality of your performance?
11
Are you a heart patient?
12 Do you get tensed at your non achievement of your target?
13
Do you feeling stress some times?
If the answer of the above question is Yes then answer the
following:
a)
Is the reason of your stress your work load?
b) Are you stressed because of your family problems?
c) Do you get stressed when your boss scolds You?
d) Do you try to find any solution for the problem of your stress?
e) (IF YES) Do you practice yoga or any other ayurvedic therapy
for reducing stress?

To make the survey report more clear the above questionnaire was also
filled. As a result the employees have given proper response and the
report of the questionnaire is presented in the project.

(2.4) Data analysis and Interpretation

The project report shows the information of the level of stress

which the employees are facing as the period of recession is going the
employee cut-off and turnover ratios are found to be high so the workload
for the existing employees are high. So they are facing the problem of work
overload and thus they get stressed.

38
 Let’s have a watch on the basic data of the survey:

The report of a bank

>= response
-1 No sign of burnout here! 0
5 Little sign of burnout here, unless some factors are particularly 6
severe
18 Be careful - you may be at risk of burnout, particularly if several 8
scores are high
35 You are at severe risk of burnout - do something about this 0
urgently
45 You are at very severe risk of burnout - do something about this 0
urgently

no sign of burn out

little sign of burnout
Be careful
severe risk
Very high

The Report of a Bank

>= response
-1 No sign of burnout here! 0
5 Little sign of burnout here, unless some factors are particularly 3
severe
18 Be careful - you may be at risk of burnout, particularly if several 10
scores are high
35 You are at severe risk of burnout - do something about this 0
urgently
45 You are at very severe risk of burnout - do something about this 0
urgently

39
 N o s ig n
L i t t l e s ig n
Be care fu l
S e v e r e r is k
V e r y h ig h

The report of a Bank

>= response
-1 No sign of burnout here! 0
5 Little sign of burnout here, unless some factors are particularly 5
severe
18 Be careful - you may be at risk of burnout, particularly if several 3
scores are high
35 You are at severe risk of burnout - do something about this 0
urgently
45 You are at very severe risk of burnout - do something about this 0
urgently

No sign
little sign
be careful
Severe risk
Very high

It is seen from the

above data that
the employees working in the banks are at the risk of two levels that is “a little
sign of burn out” and “be careful”. Taking a look on the data of all the three
banks, it is seen that the employees working in SBS are found less stressed out
compared to other banks. This can be because it’s a public sector. If all the
graphs are compared, it is seen that the ratio of stressed employees in AXIS
banks are high as compared to all the other banks.

40
Let’s have a look on the overall result of the survey
>= response
Yes No No response
-1 No sign of burnout here! 0
27 8 0
5 Little sign of burnout here, unless some factors are particularly 14
severe
18 Be careful - you may be at risk of burnout, particularly if several 21
scores are high
35 You are at severe risk of burnout - do something about this 0
urgently
45 You are at very severe risk of burnout - do something about this 0
urgently

no sign
little sign
Be carefull
severe risk
Very high

From the above graph it can be seen that maximum employees of all the banks
are at a moderate level of risk of burnout while the employees who were found
with a little sign of burnout is less. So the ratio of little sign of burnout and
moderate level of burnout is 2:3.

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

Yes
No
No response

41
From the diagram it is clear that 77 % of the employees are satisfied with the
performance they give in the work while 23 % of the employees are not satisfied.

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

Yes No No response
7 28 0

Yes
No
No response

20 % of the employee feel that they are suffering from depression while 80 % of
the employee feel that that they are free from the depression

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

Yes No No response
9 26 0

Yes
No
No response

42
 Yes No No response
31 4 0

26% of the employees worry about their colleague’s opinion about them while
74% of the employees are not concern with the opinion about their colleague.

4. Do you discuss your problem with your spouse or friend or any other
close to you?
Yes No No response
32 3 0

Yes
No
No response

91% of the employees of the bank discuss their problem and share their feelings
with their spouse or friends or others while 9 % of the employee is not concerned
with it.
5. Do you work more than 8 hours?

43
89% of the employees work for more than 8 hours which is the starting point of

Yes No No response
20 15 0
Yes
No
No response

the stress while 11 % of the employees don’t work for more than 8 hours.

6. You have an important function at your home and your boss asks to give
a 4 hour over time, what will be your response?
Yes No No response
14 19 2

Yes
No
No response

40 % of the employees are proved to be work dedicated and they are ready to
miss the important function at their house while 54 % of the employees said no
and 6 % of the employee did not gave any answer.

7. Do you regularly spend time for entertainment?

44
 Yes
No
No response

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

remain stress free while 43 % of the employees don’t do that.

8. Is your social life balanced?

Yes No No response
19 14 2
Yes
No
No response

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

employees don’t have their social life balanced. 6% of the employees remain
silent.

9. Do you plan your work before doing?

Yes No No response
31 4 0

45
 Yes No No response It
1 34 0 is
Yes
a
No
No response

good habit to plan the work you do. 89 % of the employees plan their work before
doing while 11 % of the employees don’t plan their work.

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

Yes No No response
22 13 0 Yes
No
No response

63% of the employees fear the quality of performance which they give while 37 %
of the employees don’t fear the quality of their work.

11. Are you a heart patient?

46
 Yes
No
No response

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

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

Yes No No response
25 10 0

Yes
No
No response

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

13. Do you feeling stress some times?

47
 Yes No No response
28 6 1

Yes
No
No response

80% of the employees feel stressed sometimes while 17 % of the employees are
not feeling stressed. 3 % of the employees did not respond.

If the answer of the above question is ‘Yes’ then answer the following:
a) Is the reason of your stress your work load?

Yes No No response
20 9 6

Yes
No
No response

57% of the employees find themselves to be stressed by their work over load. 26
% of the employees are not stressed because of the work overload. 17 % of the
employees did not answer.

b) Are you stressed because of your family problems?

48
 Yes No No response
40 % of the 14 14 7

Yes
No
No response

employees are stressed because of their family problems 40% by other problems
while 20% of the employees did not responded.

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

Yes No No response
10 18 7

Yes
No
No response

20% of the employee did not responded when they were asked weather their get
stressed because of the scolding of their boss. 51% of the employees don’t get
stress because of the scolding of their boss. 29 % of the employees get stressed
because of the scolding of their boss.
d) Do you try to find any solution for the problem of your stress?

49
 Yes No No response
24 6 5

Yes
No
No response

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

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

Yes No No response
11 18 6

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

Yes
No
No response

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

stress.

50
 (2.5) Employee’s opinion about how to reduce
stress

This project consist of the information about the employees undergoing

from stress who working in the banks. So considering this factor this topic
becomes one of the most important part of the project as it consists of the
opinion of the employees who work in the banks. In short it was a direct interview
of the employees who gave their opinion about how to reduce stress. The
response of employees in the major banks of Bhavnagar like State Bank of
Saurashtra, The AXIS Bank, and The HDFC bank was marvelous and they have
given their valuable opinion about reducing stress as a result of the last question
included in the questionnaire 2. So the opinion if the employees were as follows:

 “Just smile away” An employee- HDFC Bank

 “Just believe in your self and just do what your heart wants” An
employee- HDFC Bank
 -“Talking to family members, - Watching TV or listening good
music, - Going for a walk or long drive” An employee- HDFC Bank
 “Believe in God” An employee- HDFC Bank
 “Respect yourself and give time to yourself” An employee-
HDFC Bank
 “Working in environment welfares, lot of positive attitude.
Positive attitude is only that reduces stress and achieves success. Most of
the people frustrate due to lack of positivity and stress level climbs up due
to that. So get positive attitude about work, about life, and forget the
stress” An employee- AXIS Bank
 “We should do such activities from which we get happiness
and also make others happy. Pass your time with your close friends and
relatives.” An employee- AXIS Bank
 “Play and watch cricket” An employee- AXIS Bank

51
  “Listen music and spend time with family” An employee- SBS
Bank
 “Get adjusted with others, Find and spend time for prayer,
Study the scriptures, See oneness in all, All are manifested of the
supreme GOD” An employee- SBS Bank

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

effective things has been noticed that the employees who have got less than 18
marks in the Burnout test have given their opinions about reducing the stress.

It is also noticed that in the AXIS bank Bhavnagar in the time of

afternoon slow instrumental music are been played so that the employees can
work stress free. This is one of the positive things which are seen in the
organization who is caring for their employees. This will help the organization to
boost up the productivity.

From the certain sample of employees selected for the research, only
10 employees have given their opinion how to reduce stress. So we can
understand that how overloaded the employees of the bank are.

52
 (2.6) Research Flowchart
Questionnaire research design proceeds in an orderly and specific
manner. Each item in the flow chart depends upon the successful completion of
all the previous items. Therefore, it is important not to skip a single step. Notice
that there are two feedback loops in the flow chart to allow revisions to the
methodology and instruments.

Design Methodology

Determine Feasibility

Develop Instruments

Select Sample

Conduct Pilot Test

Revise Instruments

Conduct Research

Analyze Data

Prepare Report

53
 (2.7) Time Considerations

Many researchers underestimate the time required to complete a

research project. The following form may be used as an initial checklist in
developing time estimates. The best advice is to be generous with your time
estimates. Things almost always take longer than we think they should.

This checklist contains two time estimates for each task. The first one
(Hours) is your best estimate of the actual number of hours required to complete
the task. The second one (Duration) is the amount of time that will pass until the
task is completed. Sometimes these are the same and sometimes they are
different. Most researchers and business-people have to divide their time among
many projects. They simply cannot give all their time to any one project. For
example, my estimate of goal clarification may be four hours, but other
commitments allow me to spend only two hours a day on this study. My "hours"
estimate is four hours, and my "duration" estimate is two days.

To arrive at your final time estimates, add the individual estimates. The
hours estimate is used for budget planning and the duration estimate is used to
develop a project time line.

54
 (2.8) Limitation of the survey

 The
questionnaires were filled be 35 employees working in the three major Banks of
Bhavnagar i.e. Axis Bank, HDFC Bank and SBS Bank. So the scope of sample
findings was less.
 The
questionnaire was filled by 35 employees of different designations. So the point
of view of employees differs as per their designations.
 The
employees from whom the questionnaires are filled are in a heavy workload so
some of the questionnaires filled by the employees who are in stress cannot be
called reasonable.
 The
responses of the employees cannot be accurate as the problem of language
and understanding arises. (These problems are not in all cases.)
 One of the
other problems of questionnaire is the cost. Some times it may be possible that
even by spending so much the result may not be reasonable.
 Many a
times the employees may not be really conscious or may not be bothered about
the questionnaire. This may create a problem in the research.

(2.8.1) Advantages of Written Questionnaires

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  Questionnaires are very cost effective when compared to face-to-
face interviews. This is especially true for studies involving large
sample sizes and large geographic areas. Written questionnaires
become even more cost effective as the number of research
questions increases.

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

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

 Questionnaires are familiar to most people. Nearly everyone has

had some experience completing questionnaires and they generally
do not make people apprehensive.

 Questionnaires reduce bias. There is uniform question presentation

and no middle-man bias. The researcher's own opinions will not
influence the respondent to answer questions in a certain manner.
There are no verbal or visual clues to influence the respondent.

 Questionnaires are less intrusive than telephone or face-to-face

surveys. When a respondent receives a questionnaire in the mail, he
is free to complete the questionnaire on his own time-table. Unlike
other research methods, the respondent is not interrupted by the
research instrument.

(2.8.2) Disadvantages of Written Questionnaires

 One major disadvantage of written questionnaires is the possibility

of low response rates. Low response is the curse of statistical
analysis. It can dramatically lower our confidence in the results.
Response rates vary widely from one questionnaire to another

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 (10% - 90%), however, well-designed studies consistently produce
high response rates.

 Another disadvantage of questionnaires is the inability to probe

responses. Questionnaires are structured instruments. They allow
little flexibility to the respondent with respect to response format. In
essence, they often lose the "flavor of the response" (i.e.,
respondents often want to qualify their answers). By allowing
frequent space for comments, the researcher can partially
overcome this disadvantage. Comments are among the most
helpful of all the information on the questionnaire, and they usually
provide insightful information that would have otherwise been lost.

 Nearly ninety percent of all communication is visual. Gestures and

other visual cues are not available with written questionnaires. The
lack of personal contact will have different effects depending on the
type of information being requested. A questionnaire requesting
factual information will probably not be affected by the lack of
personal contact. A questionnaire probing sensitive issues or
attitudes may be severely affected.

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

assume that the respondent is the same person you sent the
questionnaire to. This may not actually be the case. Many times
business questionnaires get handed to other employees for
completion. Housewives sometimes respond for their husbands.
Kids respond as a prank. For a variety of reasons, the respondent
may not be who you think it is. It is a confounding error inherent in
questionnaires.

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  Finally, questionnaires are simply not suited for some
people. For example, a written survey to a group of poorly
educated people might not work because of reading skill
problems. More frequently, people are turned off by
written questionnaires because of misuse.

(2.9) Findings

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

employees who have scored more than 20 marks in the burnout test are not
satisfied with the performance which they give in the organization. Thus it is
proved that the employees who are desired to give better performance than their
original performance are found more stressful than the others. While at the same
time the employ that have scored less than 20 marks in the burnout test are
satisfied with the performance. From the sample of 35 bank employees who have
been surveyed, one is found to be a heart patient. This can be because of high
level of stress.

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

It is proved from the survey that the employees who have scored more than 25
marks in the burnout test are concern about the opinion of their colleagues. And
the employees who got less than 25 marks do not mind about their colleague’s
opinion. Thus it is proved that the colleagues opinion also play a lead role in the

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increase and decrease of the stress level. Those who mind about their
colleague’s opinion are found to be more stressful.

The employees who have scored 28-29 marks in the burnout test
don’t believe in sharing their problems with their spouse or friend or any closed
one. Thus we can say that sharing your problems with your spouse or close
friends is a better idea to reduce stress.

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

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

While considering the point of view of entertainment it depends upon

the mood of the employees. The entertainment is considered one of the most
ultimate solutions to reduce stress. Most of the employees do not spend regular
time in entertainment. This may be because they may not be getting time for
entertainment or they may not be interested in the same.

One of the questions was asked that were their social life balanced?
It is observed that the employees who have scored above 20 marks in the
burnout test did not have their social life balanced. Thus we can conclude that
the employees who are above 20 don’t have their social life balanced. Thus it is
proved that stress may affect our social life also.

The employees were asked weather they plan their work or not,
moderate answers were given. The employees scoring more than 25 marks were
not found their work planned. Thus the employees who plan their work have
scored below 25 marks in the burnout test except some cases as there are
always some drawbacks in making plan. Failure of a plan may also lead a person

59
to stress. Thus we can conclude that planning of the work may help to reduce
stress level.

Most of the employees who have scored more than 20 marks fear
about their quality of work they give. This aspect is not dependent of the burnout
level. This aspect depends upon the dedication of work. So it is meaningless to
compare this question with the burnout test.

A question was asked that weather you get stressed at the non-
achievement of their target? All the employees have responded positively. But
this is not concern with the burnout score. From this we can conclude that all the
employees are given achievable target and naturally by the non-achievement of
the target all the employees may get stressed. One of the other possibilities is
that the employees have responded positively to show themselves to be good.

The employees having more than 10 marks in the burnout test says
that they are under stress. Out of 35 employees of the sample 20 of the
employees accepted that the reason for their stress is workload. 10 employees
are not stressed because of the workload but because of their family problem. 5
of the employees are not suffering from stress. 14 employees out of 30
employees who are stressed feel stressful when their boss scolds them while 16
employees refused that they are not stressed because their boss scolds them. All
the 30 employees have accepted that they try to find the solution of their stress.
10 employees out of 30 employees practice yoga to reduce their stress and the
other 20 employees don’t practice yoga. The burnout scores of the employees
who practice yoga are either more than 25 or less than 20. Thus we can
conclude that the employees have reduced their stress by yoga therapy and
other employees have just started the yoga because of high level of burnout

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

3. BIBILIOGRAPHY

o www.mindtool.com

o Organizational Behavior “Stephen P. Robbins”

o Burn Out tool – Questionnaire

o Self analysis of questionnaire

61
4. ANNEXURE
Questionnaire

62
No Questions Not at Rarely Sometimes Ofte Very
Instructions: For each question, put an 'X' in the column that most applies. Put
all n often
1 Do you feel run down and
drained of physical or
emotional energy?
2 Do you find that you are
prone to negative thinking
about your job?
3 Do you find that you are
harder and less
sympathetic with people
than perhaps they deserve?
4 Do you find yourself getting
easily irritated by small
problems, or by your co-
workers and team?
5 Do you feel misunderstood
or unappreciated by your
co-workers?
6 Do you feel that you have
no-one to talk to?
7 Do you feel that you are
achieving less than you
should?
8 Do you feel under an
unpleasant level of
pressure to succeed?
9 Do you feel that you are not
getting what you want out of
your job?
10 Do you feel that you are in
the wrong organization or
the wrong profession?
11 Are you becoming
frustrated with parts of your
job?
12 Do you feel that
organizational politics or
bureaucracy frustrate your
ability to do a good job?
13 Do you feel that there is
more work to do than you
practically have the ability
to do?
14 Do you feel that you do not
have time to do many of the
things that are important to
doing a good quality job?
15 Do you find that you do not
63
have time to plan as much
as you would like to?
Total
 Please write the total number of ‘x’ at the space given at the bottom of each
column

N Questions Yes No

1 Are you satisfied with the performance you give at your work?
2 Do you think that you are suffering from depression?
3 Do you worry about your colleague's opinion about you?
4 Do you discuss your problem with your spouse or friend or
any other close to you?
5 Do you work more than 8 hours?
6Answer Number
You have an important function at yourWeight Weighted Total
home and your boss
Not at all 0
asks to give a 4 hour over time, what will be your response?
Rarely 1
7 Do you regularly spend time for entertainment?
Sometimes 2
8Often
Is your social life balanced? 3
Very often 4
9 Do you plan your work before doing?
10
Do you fear about the quality of your performance?
11
Are you a heart patient?
12 Do you get tensed at your non achievement of your target?
13 Do you feeling stress some times?
>= If the answer of the above question is Yes then answer the
-1 No sign of burnout here!
following:
5 Little sign of burnout here, unless some factors are particularly severe
a) Is the reason of your stress your work load?
18 Be careful - you may be at risk of burnout, particularly if several scores are
b) Are
highyou stressed because of your family problems?
c)35 DoYouyou get
are atstressed when
severe risk your boss
of burnout scolds
- do You? about this urgently
something
d)45 DoYouyou tryattovery
are find severe
any solution
risk offor the problem
burnout of your stress?
- do something about this urgently
e) (IF YES) Do you practice yoga or any other ayurvedic therapy
for reducing stress?

64