KMCH 1

CHAPTER 1
1.1 INTRODUCTION TO THE SECTOR

In the Indian scene, the emergence of private health care system came into being due to the acute shortage and gross inefficiency and disfunctioning of the public sector health care delivery mechanism and the health care needs of the growing population. In the initial stages these health care facilities sprouted in various metropolitan cities whenever the demand was felt. Also the private health care facilities initially stated acting as a complementary mechanism to public health care facilities available in the country. Thereafter, because of the quality, efficiency and reliability, the private health care facilities started assuming preferences over the public health care system. The Central and State Governments, were not unhappy on the emergence of the private health care facilities, large and small started mushrooming all over the country they started thinking in terms of taking certain regulatory measures which were not totally harmful to the growth of these private health care facilities. There was appreciation for the entrepreneurs, who organized and established the private healthcare facilities. India is currently one of the most lucrative healthcare markets globally with around US$ 69 Billion worth size in 2010. The country has got several growth drivers that are backing the industry potentials. Large population, prevalence of various diseases, untapped market, increasing urbanization, rising life expectancy, and active private sector participation are some of the leading factors that have supported the industry growth. Despite global economic slowdown, the industry exhibited good growth patterns and is further likely to witness significant developments in future. E-health is a relatively new, but fast emerging segment of the Indian healthcare industry. Usage of information technology in bringing structural changes in healthcare delivery models has been applauded in the West and the same strategy is being adopted by the Indian medical service providers. Programs related to mobile health and telemedicine are being implemented in many regions across the country by authorities and players. As the country has a large base of mobile users, the potential for the growth of mobile health and telemedicine is attractive. To provide better healthcare services, the Public Private 1
Partnership (PPP) Model has been adopted by the Indian government at both the central and the state level. The model seeks to improve healthcare infrastructure through expertise of private sector and better support of public sector. Moreover, we have found that regulatory structure related to the healthcare industry has been very liberal and supportive. The country has allocated good budgetary amounts for various policies and initiatives. Healthcare is one of Indias largest sectors, in terms of revenue and employment, and the sector is expanding rapidly. During the 1990s, Indian healthcare grew at a compound annual rate of 16%. Today the total value of the sector is more than $34 billion. This translates to $34 per capita, or roughly 6% of GDP. By 2012, Indias healthcare sector is projected to grow to nearly $40 billion. The private sector accounts for more than 80% of total healthcare spending in India. Unless there is a decline in the combined federal and state government deficit, which currently stands at roughly 9%, the opportunity for significantly higher public health spending will be limited. THE HEALTHCARE DIVIDE When it comes to healthcare, there are two Indias: the country with that provides high-quality medical care to middle-class Indians and medical tourists, and the India in which the majority of the population livesa country whose residents have limited or no access to quality care. Today only 25% of the Indian population has access to Western (allopathic) medicine, which is practiced mainly in urban areas, where two-thirds of Indias hospitals and health centers are located. Many of the rural poor must rely on alternative forms of treatment, such as ayurvedic medicine, unani and acupuncture. The federal government has begun taking steps to improve rural healthcare. Among other things, the government launched the National Rural Health Mission 2005-2012 in April 2005. The aim of the Mission is to provide effective healthcare to Indias rural population, with a focus on 18 states that have low public health indicators and/or inadequate infrastructure. These include Arunachal Pradesh, Assam, Bihar, Chhattisgarh, Himachal Pradesh, Jharkhand, Jammu & Kashmir, Manipur, Mizoram, Meghalaya, Madhya Pradesh, Nagaland, Orissa, Rajasthan, Sikkim, Tripura, Uttaranchal and Uttar Pradesh. Through the Mission, the government is working to increase the capabilities of primary medical facilities in rural areas, and ease the burden on to tertiary care centers in the cities, by providing equipment and training primary care physicians in how to perform basic surgeries, such as cataract surgery. While the rural poor are underserved, at least they can access the limited number of government-support medical facilities that are available to them. The urban poor fare 2
even worse, because they cannot afford to visit the private facilities that thrive in Indias cities. GROWTH OF TELEMEDICINE Only 25% of Indias specialist physicians reside in semi-urban areas, and a mere 3 % live in rural areas. As a result, rural areas, with a population approaching 700 million, continue to be deprived of proper healthcare facilities. One solution is telemedicinethe remote diagnosis, monitoring and treatment of patients via videoconferencing or the Internet. Telemedicine is a fast-emerging trend in India, supported by exponential growth in the countrys information and communications technology (ICT) sector, and plummeting telecom costs. Several major private hospitals have adopted telemedicine services, and a number of hospitals have developed public-private partnerships (PPPs), among them Apollo, AIIMS, Narayana Hridayalaya, Aravind Hospitals and Sankara Nethralaya. HEALTHCARE INFRASTRUCTURE EXPANSION An enormous amount of private capital will be required in the coming years to enhance and expand Indias healthcare infrastructure to meet the needs of a growing population and an influx of medical tourists. Currently India has approximately 860 beds per million populations. This is only one-fifth of the world average, which is 3,960, according to the World Health Organization. It is estimated that 450,000 additional hospital beds will be required by 2010an investment estimated at $25.7 billion. The government is expected to contribute only 15-20% of the total, providing an enormous opportunity for private players to fill the gap. For instance, ICICI Venture, the countrys largest private equity fund, has invested $8.6 million in a chain of diagnostics facilities, along with Metropolis Health Services Ltd. With the advent of private insurance and the emergence of India as a medical tourism destination, there also has been a surge of growth in so-called super specialty hospitals, which have teams of specialists, sophisticated equipment, links to other medical centers, and the ability to treat a broad range of ailments. Some of these new facilities, such as the Rajiv Gandhi Super Specialty Hospital are public-private partnerships. Government fiscal constraints are driving the growth of PPPs to help meet Indias growing demand for healthcare infrastructure. Such partnerships have gained legitimacy worldwide in recent years as a major strategy for health sector development. In addition to participating in infrastructure PPPs, opportunities are emerging for foreign companies to create super-specialty hospitals in collaboration with Indian corporations. For 3
instance, Wockhardt Hospitals Group has partnered with Harvard Medical International to create a chain of super specialty hospitals in India. Two hospitals, in Mumbai and Bangalore, are attracting large volumes of medical tourists from the UK and US .There also is strong demand for tertiary care hospitals, which emphasize the treatment of lifestyle diseases, focusing on specialties such as neurology, cardiology, oncology and orthopaedics. Tertiary hospitals are projected to grow faster than the overall healthcare sector, in response to the growing incidence of lifestyle disease and the accelerating growth of medical tourism. The Indian healthcare sector can be viewed as a glass half empty or a glass half full. The challenges the sector faces are substantial, from the need to improve physical infrastructure to the necessity of providing health insurance and ensuring the availability of trained medical personnel. But the opportunities are equally compelling, from developing new infrastructure and providing medical equipment to delivering telemedicine solutions and conducting cost-effective clinical trials. For companies that view the Indian healthcare sector as a glass half full, the potential is enormous.
1.2 ABOUT KOVAI MEDICAL CENTER AND HOSPITALCOIMBATORE

Kovai medical center and hospital (KMCH) is a 500 bedded multidisciplinary super speciality hospital located in the Coimbatore- Chennai highway. The hospital has more than 50 medical disciplines managed by highly qualified and trained full time medical specialists providing round the clock service. Over 1000 inpatients and outpatients are treated everyday at the hospital. KMCH is equipped with state of- the art medical equipment such as MRI, 64 slice volumes CT scanner; 4D Ultra sound Scanner, Flat Panel Cath Lab, Cardiac Electro physiology Lab, Bone Mineral Densitometer, Mammography ,Laser Equipments, Video Endoscope, Operating Microscope, Auto analyzer, Computer Assisted Navigation for hip and knee replacements, ESWL for the removal of urinary stones etc. KMCH is located on an 18 acre plot in a serene, clean and hygienic atmosphere. It has very good ambience .The Hospital is equipped with 11 operation theatres, and super specialty procedures like open Heart surgeries and other Cardiac surgeries, kidney transplants, knee replacements, Hip replacements and Angioplastics, Stenting(sirolimus stent-A drug eluted stent which has no relapse rate) are being done with good success rate .The hospital also has an excellent facility for providing emergency and trauma care for treating various emergencies such as Cardiac arrests, Road Traffic Accidents(RTA), Snake bites, severe burn injuries, poisonous case , stab injuries and mass causalities. KMCH is the only center in south India which has introduced a new technique known as GDC coils and clipping of Brain Aneurysms. KMCH has made a breakthrough in the treatment of stroke Management and Uterine Fibroids with the latest technique in interventional producers. The state-of-the art Fertility center at KMCH is well equipped to do the Assisted Conception programme like IVF, IVSI to the International standards .most advanced treatment techniques are adopted here. KMCH is recognized for an organ transplant programmes by the Government of Tamil Nadu. Several kidney transplants and corneal transplants from live donors and cadavers have been done. KMCH is also recognized by the Tamil Nadu government to do Heart and lung transplants. KMCH has specialized clinics like Asthma clinic, Diabetic clinic, slim clinic, pain clinics, De-addiction clinic, painless labor clinic, Andrology clinic, Diet clinic etc., various 5
specialized procedures like Chemoembolosation, stenting, fallopian tube recanalisation, chemotherapy, Blood component therapy, Arthroscopic surgeries, Laparoscopic and thorocoscopic surgeries are regularly done at the hospital. The hospital has a separate department for artificial limb manufacture. KMCH is very actively involved in preventive Health checkup programmes. There are 18 preventive health checkup programmes such as Premium master Health Checkup, Executive Master Health checkup plus, Executive Master Health Checkup, Master Health Checkup, Senior citizens Health Checkup, Cancer Screening, Pediatric Health Checkup etc., Hospital regularly conducts free medical Camps both at the hospital and rural areas in association with service organisations. Concessions are offered for the treatment and procedures at the hospital for camp patients. Health education programmes are conducted with the help of KMCH doctors in various schools, Colleges and Industrial establishments on a regular basis. KMCH has one of the best Emergency-Trauma Care center network in the region with highly qualified and experienced Trauma team, which operates round the clock and comprises of orthopaedic surgeons and plastic surgeons. KMCH in collaboration with the rotary clubs of Coimbatore and Erode have 5 Trauma Care centers, which are equipped with Wire-less, telephone and mobile phone facilities on the Avinashi Road starting from Gandhipuram to perundurai. In order to ensure immediate transportation of the patient from the accident spot, KMCH has an emergency control room facility, which operates round the clock to coordinate all the Trauma care centers established by KMCH. There are four satellite centers attached to KMCH City Center(Ram Nagar) Erode Center(100 bed)with both In-patient and Outpatient facilities Erode Speciality Hospital(125)- The first tertiary care super speciality hospital I Erode started with an objective to provide quality care for Heart, lung, and kidney ailments. Perundurai Center(50 bed hospital)
KMCH has a rural health center at veeriampalayam to serve the rural community and the under privileged. Hospital is recognized for Diplomat of National Board (post Graduate programmes) in
departments like General Surgery, Anaesthesiology, cardiology, cardiothoracic surgery and obstetrics and Gynecology. Hospital is recognized for training doctors in AFRCS programme in General Surgery. DEPARTMENTS ADMINISTRATIVE DEPARTMENT 1. Bio-medical engineering 2. Civil engineering 3. Communication 4. Despatch 5. Dietary 6. Electrical 7. Finance 8. Front office 9. General administration 10. Horticulture 11. House keeping 12. Information technology 13. Insurance 14. Maintenance 15. Marketing 16. Mechanical 17. Canteen 18. MMD-purchase 19. MMD-stores 7
20. Personnel 21. Project 22. Security 23. Transport FACILITIES 24 hours Accident & Emergency Care / Ambulance service. 24 hours Laboratory services. 24 hours Pharmacy 24 hours Blood Bank Artificial Limb Center Senior Citizen's Club Immunization for Adults and Children Speech Therapy Occupational Therapy Cafeteria & Patient Diet services Touch Screen Kiosk
EMERGENCY SERVICES 24 Hours Emergency and Ambulance Services Phone: 0422 - 2627999 Mobile: 98422 82799 Hospital offers free transportation of Road Accident victims from the accident spot to any hospital of their choice up to 20 KM radius from the accident spot. DISASTER MANAGEMENT Hospital has also organized a disaster team at the hospital to handle mass casualties arising out of Natural calamities, Rail, Road and Air traffic accidents, Bomb blasts, Riots 8
etc. The disaster management team will have at its service all the hospital ambulances at its disposal for any kind of emergency situation through the control room facility at a very short notice. This Disaster Management team shall also provide network assistance to Red Cross ambulance services and Public sector companies like Bharath Petroleum Corporation, Airports authority, Railways etc., in case of any fire accidents or any kind of industrial accidents. Emergency assistance of Disaster Management team at KMCH can be had through the Emergency Control room No. 0422-2627999 and 98422-82799. FUTURE PERSFECT KMCH, which is growing at the rate of 25 per cent per annum, has plans to tap the market potential by conducting outreach programmes like patient camps, CMEs, international conferences and branding activities. . However, in the process of discovering new healthcare avenues for itself, KMCH faced hurdles like fierce competition, high borrowing cost because of periodical replacement of medical equipment, increase in the cost of manpower, material and machinery. "We could not hike the prices because of stiff competition, thereby the profit margin has been narrowed," avers Dr Ananthapadmanabhan. The Hospital has grand plans of Rs 100 crore expansion this year, by adding 200 specialty beds of international standards in order to attract patients from other countries. It is also planning to build a cancer department with state-of-the-art equipment like linear accelerator and PET-CT Scan. Furthermore, the development of the transplant centre for heart and kidney and a full-fledged medical college would be an ideal icing on the cake.
HUMAN RESOURCE DEPARTMENT Man management is very vital for any organization this has to be followed by 9
providing necessary infrastructure facilities and welfare measures to the employees of the organisation. Oxford dictionary defines welfare as Efforts to man life worth living for workman. It operates to centralize the harmful effects of large-scale industrialization and urbanization. This department looks after the conduct and character of the personnel working in the hospital .The files of all employees, duty register leave card etc., are maintained in this department compensatory off card also maintained. Functions 1) The main functions of HR department includes, 2) Man power planning 3) Procurement of right personnel 4) Training new employees 5) Integrating individual needs with organisational needs 6) Compensation through job evaluation, merit rating etc. 7) Counselling 8) Framing promotion policy, etc. COUNSELING IN KMCH In KMCH the HR executive analysis the problem and gives suggestions to solve the workers problems. If it is not effective then other ways of solving are, Verbal warning: When an employee consciously or unconsciously makes a mistake for several times, verbal warning is given to them. Written Warning: Even after a verbal warning if the appropriate behaviour continues, the HR head goes for a written warning. Memo is given to the employee if his/her behaviour is extremely worse in any situation. This will be properly informed to the chairman. This will be considered during promotion. RECRUITMENT: If any vacancy is there in any department, it will be communicated to the personnel department. Advertisement is given in newspapers regarding the vacancy. The applications are received and scrutinized from candidates.
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1.3 INTRODUCTION TO THE STUDY

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.
Stress Means:
We generally believe that the stress is caused by the external events and the dynamics of the environment. But we need to emphasis the fact that the Stress is caused by our reaction to the external environment. The manner in which we perceive and understand the changes or the particular event creates same event can bring happiness and cause Stress in two different people depending upon how they react to it. When students are asked to prepare a presentation, some may take it to be an opportunity to reveal their talents and to improve upon their weakness while the other students may be perturbed by it for the fear of his weakness. So, Stress is our reaction to external events and it can be positive or negative depending upon how we react. It is the general wear and tear of the body machine that takes place due to extra demands put on it.
We can define Stress as body non-specific response to any demand made on it. Stress is not by definition synonymous with nervous tension or anxiety. On one side Stress provides the means to express talents and energies and pursue happiness on the other side it can also cause exhaustion and illness, either physical or psychological.
DEFINITIONS 12
Hans Selye defined stress as the bodys nonspecific response to a demand placed on it.
According to Pollock stress is something which is not naturally occurring but is a manufactured concept which has now become a social fact.
Holmes & Rahe, (1967) defined stress as a stimulus event that presents unusual demands. It is defined by Ganster and Murphy (2000) as a form of strain provoked in response to situational demands labeled stressors which occur when jobs are simultaneously high in demands and low in control. Stress is the mental or physical condition that results from a perceived threat of danger (physical or emotional) and the pressure to remove it. (Leslie & Lloyd, 1977)
Symptoms of Stress:
As stated earlier Stress is caused by or reaction to the external events and bring about changes in our response and our general behaviour. The presence of Stress can be estimated by the analysis of certain symptoms an individual shows. These symptoms can be divided into three different categories. They are Feelings, Behaviour and Physiology. When the individual experience Stress, one or more of the following symptoms can be exhibited.
Feelings:
The individual becomes anxious about the outcomes and is scared. The person feels that he has got something to loose or something wrong will take place.
In an anxious state the person does not want to be corrected or interrupted. He looks out for other areas where he can forget about the stress-causing event for a while. The person becomes irritable and moody. 13
During high level of Stress the individual develops a negative frame of mind and suffers from low self-esteem. The person loses faith in his capabilities and is afraid of the failures. The individual does not have a focused approach and is not able to concentrate and is involved in his own plans and thoughts.
Physiological and Behavioural Changes:
Speech problems.
Impulsive Behaviour
Crying for no apparent reason.
Laughing in a high pitch and nervous tone of voice.
Grinding of teeth
Increasing smoking and use of drugs and alcohol
Being accident-prone
Perspiration /sweaty hands
Increased heart beat
Trembling
Nervous ticks
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Dryness of throat and mouth.
Tiring easily
Urinating frequently
Sleeping problems
Diarrhea / indigestion / vomiting/ nausea
Butterflies in stomach
Headaches
Premenstrual tension
Pain in the neck and or lower back
Susceptibility to illness
Loss of appetite or over eating
Causes of Stress:
Both positive and negative events in one's life can be stressful. However, major life changes are the greatest contributors of stress for most people.
If people have to travel a lot and have to move from place to place, it can cause stress.
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Individuals can also be under stress if they are about to enter some new environment. They may be going to a new colony. To a new college or they may be joining a new organization.
Some events, which are generally once in a lifetime can also cause stress. The social institutions of marriage or divorce can cause stress. Pregnancy can also generate Stress.
Some of the untoward incidents like critical illness or death of a relative can also cause stress in individuals.
EFFECTS OF STRESS: Positive effects The beneficial effects of stress are more difficult to pinpoint than the harmful effects because they tend to be more subtle. First, we would probably experience a suffocating level of boredom if we lived a stress-free existence. Life would be very dull indeed if it were altogether devoid of challenge. There is evidence (Suedfeld, 1979) that an intermediate level of stimulation and challenge tends to be optimal for most people. Although most of us think of stress in terms of stimulus overload, it is clear that under load can be extremely unpleasant as well. Second, it may frequently promote personal growth referring to movement toward greater psychological health. Stress must sometimes force us to develop new skills, learn new insights, and acquire new strengths. In other words, the adaptation process initiated by stress may often lead to personal changes for the better. Confronting and conquering a stressful challenge may lead to improvement in a specific coping abilities and to favourable alternative in ones self-concept. Third, todays stress can inoculate us so that we are less affected by tomorrows stress. If stressful experience is moderate in intensity and does not overwhelm us, it may increase our subsequent stress tolerance. Thus, a fellow who has previously endured businesss setbacks may be much better prepared than most people to deal with the fact that the bank is about to foreclose on his home.
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Negative effects: The consequences of stress regarding the individual and the organization are On the individual:
1.
Physical ailments: Head ache, indigestion, insomnia, heart trouble, tendency to sweat for no good reason, nail biting, high blood pressure, etc. Mental: Anxiety, irritability, lack of clear thinking, inability to relax, frustration, helplessness, loneliness, expression of boredom, dissatisfaction, forgetfulness, inability to concentrate, inability to make decisions, etc. Behavioural: Excessive smoking or drinking, withdrawn from relationships, speech disturbances, feeling unable to cope, lack of interest in life, changes in appearance such as dress, complexion, etc
2.
3.
On the organization: Work-related mental health problems constitute one of the main challenges currently faced by organizations, particularly because of their serious consequences-andextent for these organizations and for individuals. Indeed, it has been found that there is a direct link between stress and heart disease, dissatisfaction at work, accidents and certain forms of cancer. In addition to having impacts on the individuals concerned, work-related mental health problems are the main causes of the increase in absenteeism rates.
Job stress
In today's work scenario, when the whole world is dealing with the problem of economic crisis, most employees have to handle too much work pressure in order to secure their jobs. In their effort of coping with the challenges that they have to face while working, there have been many people who are complaining about being stressed out. Though it is believed that a little bit of productivity.
stress
is necessary to make employees work and achieve their
goals, too much of it actually leads to decrease in quality of work as well as employee
Stress at work is also said to be responsible for giving rise to physical as well as emotional problems. Moreover, if the person does not learn to handle the stress experienced
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at work, it starts taking a toll on his/her personal life, giving rise to a whole set of problems at the home front too. Hence, knowing about tips for handling stress in the workplace has become essential for the career growth as well as overall well being of the employees.
Stress at Work
Stress experienced at the workplace is a serious issue because it not only affects the employee, but the organization too. In a recent research, it has been found out that the major reason for absence from work is workplace stress. One of the most important causes that make an individual feel stressed out in the office is because of the increased pressure to perform without receiving any job satisfaction.
Another factor that leads to stress among employees is that their employers expect them to put in their best efforts every single day. Even improper communication between managers and employees about new strategies is reported to be one of the causes of work related stress. Along with these reasons, people who have to suffer workplace bullying, also experience stress. Though the factors or situations that trigger pressure and stress at workplace cannot be controlled by the employees, they can learn to handle them by the way they react to such situations.
Coping with Stress:
Coping is the process of managing demands (external or internal) that are appraised as taxing or exceeding the resources of the person (Lazarus & Folkman, 1984). Coping consists of efforts both action oriented and intrapsychic, to manage (i.e. master, tolerate, reduce, minimize) environmental and internal demands and conflicts among them (Lazarus & Launier, 1978)
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Generally, two types of coping efforts can be distinguished: Problem solving efforts and emotion-focused coping. Problem-solving efforts are attempts to do something constructive about the stressful conditions that are harming, threatening or challenging an individual. Emotional-focused coping involves efforts to regulate the emotional consequences of the stressful event.
Coping Outcomes:
Coping must be thought of not only as a set of processes that occur in reaction to the problems posed by a particular stressor but also as efforts aimed at the achievement of certain goals. These goals may be thought of as the tasks of coping. Coping and Lazarus (1979) have suggested that coping efforts center on five main tasks.
To reduce harmful environmental conditions and enhance the prospects of recovery.
To tolerate or adjust to negative events or realities.
To maintain a positive self image.
To maintain emotional equilibrium, and
To continue satisfying relationship with others.
Coping efforts are generally judged to more successful if they reduce arousal and its
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indicators such as heart rate, pulse and skin conductivity. If blood or urine levels of catecholamines and corticosteroids are reduced, coping is judged to be more successful. A seconds criterion of successful coping is whether and how quickly people can return to their pre-stress activities. Finally, and most commonly, researchers judge coping according to its effectiveness in reducing psychological distress. When a persons anxiety or depression is reduced, the coping response is judged to the successful.
How to Handle Stress at Work
When a person experiences stress and anxiety due to work, he may start feeling irritable and depressed all the time. He may have difficulty in concentrating on the task that he has to do and may also start losing interest in his work. Some people may also experience extreme tiredness and insomnia, apart from other health problems like headache, stomach problems, etc. There have also been cases where people have started drinking or taking drugs to relieve the tension caused by stress at work, leading them to become addicts. As the consequences of stress can be dangerous, learning some important tips for handling stress at work can help employees cope with the work pressure in a positive way. Before we proceed, take a look at these tips on dealing with stress at work.
Breathing Exercises:
Breathing exercises are a great way of relieving stress and tension. Many times, when trying to complete the work fast, the person becomes anxious which actually hampers his performance, rather than speeding it up. If you come across such a situation, just stop your work for a while and practice some deep breathing exercises for stress relief. You will surely feel better and you will also see improvement in the way you work. Apart from this, learning some stretching exercises that you can do while sitting can also help in decreasing muscle tension and reducing stress. Read more on deep breathing relaxation techniques.
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Prioritize your Tasks: Many times, stress is caused when you feel that there is a lot to do in very less time. Such situations can be easily dealt by prioritizing the tasks according to their importance. Make a list of the tasks you have to complete and bifurcate according to which you have to do immediately, which can be done later and those which can be avoided totally. Also, do not forget to assign a time limit for every task and make it a point to complete it in that time period. . Doing this will surely help you in relaxing as well as enjoying your tasks at work. Moreover, if you are at a place where additional responsibilities are bombarded upon you, learn to avoid them by saying 'NO'.
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Take Regular Breaks:
An important way of relieving stress is to take regular breaks while working. To show that you are efficient in your work, you do not need to stick to your desk all the time. Rather, taking small breaks will help in enhancing your performance. You can do things that you like to do like taking short walks, listening to music, reading, etc. to shift your mind from work for a short period of time.
Change your Lifestyle:
Believe it or not, lifestyle does affect the stress levels of a person. Hence, it is important to make certain important changes in your lifestyle to fight stressful situations at work. One of the most important factors is to follow a
healthy diet.
Many times, during
stressful situations people tend to either lose their appetite or indulge in binge eating. As both these factors are bad for the body and mind, it is important that we learn to eat healthy foods. Apart from this, indulging in
exercises
like jogging, aerobics, walking, etc. also
helps in relieving work related stress. Another important factor that helps in reducing the stress experienced at work is taking ample amount of rest. Do not deprive yourself of sleep and make it a point to sleep at least for 8-9 hours every day.
Many people end up being victimized by
stress.
It is not really their fault, our
lifestyle, and the general hyper competitive mindset of people these days makes us all to get "used to" stressful situations. Nonetheless, stress still affects most. To get rid of it, many people chose to smoke, or drink alcohol. Many go a step further and take help of marijuana or cocaine. They say it is "occasional". While these products are very harmful for our bodies, the fact still remains that they give us the illusion of calmness. Many also go in for anti-depressants or tranquilizers.
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HOW TO REDUCE STRESS IN THE WORKPLACE Positive job factions can play an important in keeping stress in check. Having supportive co-workers, managing time effectively, being active in social groups and not taking work home with you are effective ways to minimize stress. Management can provide invaluable assistance to Manager and themselves by setting effective stress management techniques. Some of the vital ways to do this are: 1. Set realistic goals and priorities. 2. Encourage good time-management techniques 3. Take short break after a particularly stressful event 4. Rehearse and prepare; being prepared stress. stressful situation for all possible outcomes.
5.
Be prepared in advance of
Dont procrastinate. Procrastination and delay breeds stress. Eliminate items which wont / cant get done and do those that are important first.
6. Know your limits; be realistic about what you can accomplish.

7.
Change your attitudes. Think of stressful situations as a challenge to your creative thinking. Everything will either get done or it wont worrying wont make it better.
8. Learn to say No. When your schedule is full, say No to activities you dont enjoy to unrealistic demands. To responsibilities that arent yours. Doing this with tact and diplomacy takes some practice and may require training.
9. 10.
Schedule your stress- stagger known stressful activities and prepare for it. Encourage Manager to treat their body right, eat a balanced diet, get enough sleep, and exercise regularly. Companies that encourage managers to take fruit break or 5 minute walk find the managers will work more effectively than if they are hyped cigarette / coffee breaks and little physical exercises.
11. Give positive reinforcement. Make sure that all managers tell people when they do a good job, complement them on their neat offices or work habits. 12. Setup managers recognition programs: Manager of the Month or Creative suggestion systems encourage people to do a good job. Everyone needs a pat on the back and a sense of being a valuable person. long way at no cost. 13. Most important, Maintain a sense of humour. As a wise philosopher said Dont take life seriously it s only a hobby. Try to remember what was 23 Constant criticism is counterproductive and causes hard feelings. A daily positive comment goes a
stressful in your life six months age or a year ago. Chances are, you cant. Know that this day will be just another day in history and whatever seem traumatic now will fade into oblivion as time passes 14. Employee assistance programme viz., counselling services in all organizations may be constituted. 15. Participation in decision making would decrease the experience of role problems 16. Aroma care therapy for stress ailments may be introduced as an alternative medicine within few years.
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1.4 NEED AND SCOPE OF THE STUDY
A study of stress among employees is necessary to know the stress level experience by the employees. It also aids the organization in improving their working condition and develops them further assessment will help them to reduce their workload and can result effective performance in their work on time.
Study on Stress Is Very Important To Find Out Answer for The Following:
To know how the organizations stress reduction programmes has contributed to
decrease stress among Employees.
To provide solution for the employees to reduce their stress by themselves.
How stress can be controlled better.
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CHAPTER 2 REVIEW OF LITERATURE

Udai Pareek (1999) In today's work scenario, when the whole world is dealing with the problem of economic crisis, most employees have to handle too much work pressure in order to secure their jobs. In their effort of coping with the challenges that they have to face while working, there have been many people who are complaining about being stressed out. Though it is believed that a little bit of stress is necessary to make employees work and achieve their goals, too much of it actually leads to decrease in quality of work as well as employee productivity. Managing stress and coping, D.M.Pestojee, Udai Pareek and K.Agarwal(Eds); Studies in stress and its Management, Oxford & IBM, New Delhi. Selye (1974) Stress at work is also said to be responsible for giving rise to physical as well as emotional problems. Moreover, if the person does not learn to handle the stress experienced at work, it starts taking a toll on his/her personal life, giving rise to a whole set of problems at the home front too. Hence, knowing about tips for handling stress in the workplace has become essential for the career growth as well as overall well being of the employees. French & Caplan, 1972; Makin, cooper, & Cox, 1996) Stress can also be positive. You need a certain amount of stress to perform your best at work. The key to stress management is to determine the right amount of stress that will give you energy, ambition, and enthusiasm versus the wrong amount which can harm your health and well-being. Understanding Stress and Workplace Stress by Susan M. Heath field. The job stain model proposed by Ilarasek (1997) points that the greater risk to physical and mental health from stress occur to worker facing high psychological workload demand on pressures combined with low control. N. M. Agarwal, Application of Job characteristics in management of organizational stress.
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Richardson (1992) Norwegian health care workers completed the survey regarding psychological burnout using the manolach burnout inventory, as compared with norms for North American doctors and nurses, Norwegians had greater emotional exhaustion and depersonalization, and seemed to feel less personal accomplishments from their work. The respondents who were experiencing emotional exhaustion were more likely to show diminished commitment. Level of commitment was influenced by emotional experience of psychological burnout and the level of organizational support and excessive organizational demands. Camps misericordia (1995) studied stress and anxiety associated with working in a hospital emergency room. Information on types of stress, anxiety and frustration levels may obtained by questionnaire. The results were evaluated according to scores sub scales of anxiety trait, cognitive anxiety, physi9logical anxiety, frustration level and coping mechanism. According to a study by the British Medical Journal, they found that greater levels of job stress did indeed increase peoples chances of developing metabolic syndrome. The higher the stress level, the greater the chance of developing metabolic syndrome. Workplace stress is on the rise and its costing corporate America a fortune. Some estimate that 80% of health care costs are stress related, and these expenses go right to the bottom line. Health Education Journal, Vol. 64, No. 3, 271-288 (2005) The job stain model proposed by Ilarasek (1997) points that the greater risk to physical and mental health from stress occur to worker facing high psychological workload demand on pressures combined with low control. N. M. Agarwal, Application of Job characteristics in management of organizational stress. In this difficult economy, you may find it harder than ever to cope with challenges on the job. Both the stress we take with us when we go to work and the stress that awaits us on the job are on the rise and employees feel the added pressure. While some stress is a normal part of life, excessive stress interferes with your productivity and reduces your physical and emotional health, so its important to find ways to keep it under control. Steven L.MCSHANE TATA McGraw- Hill publishing company limited. Pg.124 27
Occupational stress has been extensively studied in the form of occupational demands. Occupational role stress and its impact on job satisfaction (Bharat et al, 1991), differences in levels of stress due to job levels i.e. managers and supervisors (Graves & Sen 1994) have also been studied as personal antecedents of stress, negative mental health( Mishra & Somani, 1993) burnout (Pradha & Mishra, 1995), anxiety and role efficacy ( Singh & Mohanty, 1996 ) Jasmine (1987) conducted job stress of public and private blue collar workers and found that the former experiences significantly more stress than the latter. Frequent changes in policies, centralized control and decision-making and sub-optimization of preferences could be the contributing factors. According to Raymond J.Stone (1995) the entire employee needs to recognize that stress need not be destructed; awareness of symptoms and causes of stress permits applicable interventions. Employees can live without stress happily if they plan and keep up a balance between work and leisure and practice stress reducing exercise and habits regularly Jeffrey H, Greenhaus, Nicholas J. Beutell, sources of conflict between work and family roles. An examination of the literature on conflict between work and family roles suggests that work-family conflict exists when : Time devoted to the requirements of one role makes it difficult to fulfill requirements of another Strain from participation in one role makes it difficult to fulfill requirements of another
Specific behaviour required by one role makes it difficult to fulfill requirements of another
A model of work-family conflict is proposed, and a series of research propositions is presented.
CHAPTER 3
28
OBJECTIVES OF THE STUDY

The following are the objectives of the present study
PRIMARY OBJECTIVE To study the level of stress among the employees of KMCH.
SECONDARY OBJECTIVE
To identify factors inducing stress. To study the relationship if any, between age, gender, marital status, income, experience and the level of stress. To offer suggestions to the management to manage stress effectively.
29
CHAPTER 4 RESEARCH METHODOLOGY
Research methodology is a way to systematically solve the research problem. It may be understood as a science of studying how research is done scientifically in it. We study the various steps that are generally adopted by a researcher in studying the research problem along with the logic behind them.
RESEARCH DESIGN
The research design used for the study is descriptive. Descriptive research studies are those which are concerned with describing the characteristics of a particular individual or group. The studies concerned with specific prediction with narration of facts and characteristics concerning individual group or situation are all example of descriptive research studies.
SAMPLING TECHNIQUE
The process of drawing a sample from a larger population is called sampling. Sampling is a part of population which is studied in order to make inferences about the whole population. Totally there were 300 respondents; the researcher has selected 110 respondents through convenient sampling method.
30
DATA COLLECTION: The data was collected by using two methods. A) Primary data was collected directly from the employees by using the questionnaire. B) Secondary data which has been already collected by someone else. For the secondary data the information taken from the organization, brochures and books and websites and libraries
Tools used: The data collected was analyzed using the following tools: 1) Simple percentage analysis 2) Mean and standard Deviation
3)
ONE WAY ANOVA
4) CHI-SQUARE
31
CHAPTER 5 LIMITATIONS OF THE STUDY
The following are the limitation of the present study 32
The study is confined to a sample of 110 respondents only.
A study depends on the datas supplied by the respondents. Maximum care has been taken to collect the true information.
The study is conducted for a short period of time and so in depth analysis may not be possible. The respondents were unable to express their views as they were too busy to spend time with researcher. The study is continued only to one organization. Hence the result cannot be generalized.
33
CHAPTER 6
S.No 1 2 3 4
Age 20-30 30-40 40-50 Above 50 Total
No. of respondents 47 32 23 8 110
Percent 42.7 29.1 20.9 7.3 100.0
ANALYSIS AND INTERPRETATION
TABLE: 6.1 SHOWING DISTRIBUTIONS OF RESPONDENTS ON THE BASIS OF AGE
CHART 6.1 SHOWING DISTRIBUTION BASED ON AGE
34
S.No 1 2
Gender Male Female Total
No. of respondents 51 59 110
Percent 46.4 53.6 100.0
INFERENCE From the above table and chart, it is found that a maximum of 42.7% of employees are in the age group of 20-30 years and followed by 29.1% are in the age group of 30-40 years .it is also found that 20.9 % are in the age group of 40-50 years and 7.3 % employees are in the age group of above 50 years respectively.
TABLE: 6.2 SHOWING THE DISTRIBUTION OF RESPONDENTS ON THE BASIS OF GENDER
35
CHART: 6.2 SHOWING DISTRIBUTION BASED ON GENDER
INFERENCE From the above table, it is found that 53.6 % employees are Female and 46.4% employees are male. So the sample holds a maximum of Female employees.
TABLE: 6.3 SHOWING THE DISTRIBUTION OF RESPONDENTS ON THE BASIS OF EDUCATION
36
S.No 1
Education Diploma Graduates
No. of respondents 5 22 65 18 110
Percent 4.5 20.0 59.1 16.4 100.0
2 Post-graduates 3 4 CHART: Professional degree Total
6.3 SHOWING DISTRIBUTION BASED ON AGE
INFERENCE From the above table and chart, it is found that maximum of 59.1 % employees hold post graduation and followed by 20% employees who are under graduates and 16.4 % who hold professional degree and 4.5 % employees are diploma holders respectively
TABLE : 6.4 SHOWING THE DISTRIBUTION OF RESPONDENTS ON THE 37
BASIS OF MARITAL STATUS
S.No 1 3
Marital status Married Single Total
Frequency 87 23 110
Percent 79.1 20.9 100.0
CHART 6.4 SHOWING DISTRIBUTION BASED ON MARITAL STATUS
INFERENCE From the table and chart, it is found that 79.1% employees are married and 20.9% employees are unmarried. So the sample holds maximum of married employees
TABLE: 6.5 SHOWING THE DISTRIBUTION OF RESPONDENTS ON THE 38
BASIS OF INCOME
S.No 1 2 3
Income 4000-8000 8000-12000 above 12000 Total
No. Of respondents 31 58 21 110
Percent 28.2 52.7 19.1 100.0
CHART 6.5 SHOWING DISTRIBUTION BASED ON INCOME
INFERENCE From the above table and chart, it is found that 52.7% employees get an income between Rs.8000-Rs 12000, 28.2% of employees get Rs.4000-Rs.8000 and 19.1% employees get above Rs.12, 000 respectively.
39
TABLE: 6.6 SHOWING THE DISTRIBUTION OF RESPONDENTS ON THE BASIS OF EXPERIENCE
S.No 1 2 3 4
Experience >2yrs 2-4yrs 4-6yrs above 6yrs Total
No.of respondents 22 48 27 13 110
Percent 20.0 43.6 24.5 11.8 100.0
CHART 6.6 SHOWING RESPONDENTS ON THE BASIS OF EXPERIENCE
INFERENCE From the above table and chart, it is found that a maximum of 43.6.4% employees have 2-4 years of experience in the profession and followed by24.5% employees have 4-6 years of experience and 20% employees have less than 2 years of experience and 11.8% employees have more than 6 years of experience respectively.
TABLE: 6.7 SHOWING THE MEAN AND STANDARD DEVIATION OF STRESS SCORE AMONG THE RESPONDENTS OF DIFFERENT AGE GROUPS
40
S.No 1 2
Age 20-30 30-40 40-50
No. Of respondent 47 32 23 8 110
Mean 68.68 71.87
Std. Deviation 8.797 4.985
68.69 68.13 69.31
9.904 4.704 8.293
3 4 above 50 Total CHART 6.7 SHOWING DISTRIBUTION BASED ON AGE
INFERENCE: Mean value among the respondents of 20-30 years of group is 68.8 and its Standard Deviation is 8.797.A higher level of mean value 71.87 was found among the respective of 40-50 years respectively. TABLE: 6.8 SHOWING THE MEAN AND STANDARD DEVIATION OF STRESS SCORE AMONG THE RESPONDENTS OF DIFFERENT GENDER GROUPS 41
S.No 1 2 CHART 6.8
Gender Male Female Total
No. Of respondents 51 59 110
Mean 69.31 69.31 69.31
Std. Deviation 7.650 9.056 8.293
SHOWING DISTRIBUTION BASED ON GENDER
INFERENCE: Mean value in male is 69.31 and its Standard Deviation is 7.650. The mean score in female is 69.31 and its Standard Deviation is 9.056. A higher level of mean value 69.31 was found among the Female respondents respectively.
42
TABLE: 6.9 SHOWING THE MEAN AND STANDARD DEVIATION OF STRESS SCORE AMONG THE RESPONDENTS OF DIFFERENT EDUCATION GROUPS
S.No 1 2 3 4
Education Diploma Graduates Post-graduates Professional degree Total
Mean 69.60 67.36 70.20 68.39 69.31
Std. Deviation 7.893 10.472 7.296 9.030 8.293
CHART 6.9 SHOWING DISTRIBUTION BASED ON EDUCATION
INFERENCE: Mean value in educational group of Diploma is 69.60 and its Standard 43
Deviation is 7.893.Mean value in educational group of UG is 67.36 and its Standard Deviation is 10.472.The mean value among the PG respondents is 70.20 and its Standard Deviation is 7.296. The mean value among the Professional degree respondents is 68.39 and its Standard Deviation is 9.030. A higher level of mean value 70.20 was found in educational group of PG respectively. TABLE : 6.10 SHOWING MEAN AND STANDARD DEVIATION OF STRESS SCORE AMONG THE RESPONDENTS OF DIFFERENT MARITAL STATUS GROUPS
S.No
Marital status
No. of respondents 87 23 110
Mean
Std. Deviation
1 2
Married Single Total
70.00 66.70 69.31
8.161 8.445 8.293
CHART 6.10 SHOWING DISTRIBUTION BASED ON MARITAL STATUS
44
INFERENCE: Mean value among married group is 70.00 and its Standard Deviation is 8.161. Mean TABP unmarried (single) group is 66.70 and its Standard Deviation is 8.445.A higher level of mean value 70.00 was found in the married group.
TABLE: 6.11 SHOWING MEAN AND STANDARD DEVIATION OF STRESS SCORE AMONG THE RESPONDENTS OF DIFFERENT INCOME GROUPS S.No 1 2 3 Income 4000-8000 8000-12000 above 12000 Total No. of respondents 31 58 21 110 69.58 70.07 66.81 69.31 Mean Std. Deviation 8.453 7.499 9.948 8.293
CHART 6.11 SHOWING DISTRIBUTION BASED ON INCOME
45
INFERENCE Mean value Above 4000-8000 income group is 69.58 and its Standard Deviation is 8.453 .The respondents of income group of above 12000 is 66.81 and its Standard Deviation is 9.948. A higher level of mean value 70.07 was found in the income group between Rs 8000-Rs12000 respectively.
TABLE: 6.12 SHOWING MEAN AND STANDARD DEVIATION OF STRESS SCORE AMONG THE RESPONDENTS OF DIFFERENT EXPERIENCE GROUPS
46
S.No 1 2 3 4
Experience >2yrs 2-4yrs 4-6yrs above 6yrs Total
Mean 67.36 70.56 70.59 65.31 69.31
Std. Deviation 8.693 8.079 6.072 11.071 8.293
CHART 6.12. SHOWING DISTRIBUTION BASED ON EXPERIENCE
INFERENCE: Mean value in less than 2 years experience group is 67.36 and its Standard Deviation is 7639. The mean score in above 2-4 years experience group is 70.88 and its Standard Deviation is 6.823. The mean value in above 6 years experience group is 71.67 and its Standard Deviation is 9.355.A higher level of mean value 72.16 was found in the 47
experience group between 4-6 years respectively.
S.N o 1 2 3 4 Question Attention to many things Interruptions and disturbance in job Freedom in work activities Feedback when performance is 5 unsatisfactory Decisions are made without your 6 knowledge Expected to accept decisions of others 110 1 5 3.01 No. Of respondents 110 110 110 Minimum 1 1 1 Maximum 5 5 5 Mean 3.20 3.05 2.90
Std. Deviatio n .907 1.070 .918
110
3.49
1.011
.981
110
2.75
.829
TABLE 6.13 SHOWING MEAN VALUE OF THE RESPONSES FOR THE QUESTIONS RELATING TO STRESS FACTOR
INFERENCE: The mean value for question relating to attention to many things at same time is 3.20.The mean value for question relating to interruptions and disturbance in job is 3.05. The mean value for question relating to Decisions is made without employees knowledge is 3.01..The mean value for question relating to being expected to accept decisions of others is 2.75 and its Std.Deviation is .829 respectively.
48
TABLE: 6.14 SHOWING MEAN VALUE OF THE RESPONSES FOR THE QUESTION RELATING TO STRESS FACTOR Question No. Of respondents Too much work to do in too little time Nervous or tensed when things outside your control Feel overqualified for the work Confidence to share your ideas Training is different from yours for others Unsettled conflict 110 Minimum Maximum Mean 1 5 2.96 Std. Deviation .888
110 110 110 110 110
1 1 1 1
5 5 5 5 5
2.65 2.49 2.72 3.12 2.95
1.080 1.107 1.068 .974 1.132
INFERENCE: The mean value for question relating to training is different from yours and others are 3.12. The mean value for question relating too much works to do in too little time is 2.96. The mean value for question relating to having Confidence to share your ideas with superior is 2.72. The mean value for question relating to feeling overqualified for the work is 2.49 respectively.
TABLE: 6.15 SHOWING MEAN VALUE OF THE RESPONSES FOR THE 49
QUESTIONS RELATING TO STRESS FACTOR
Std. Question Personal support from co-workers Spend your time as fighting fires Interaction with others Right amount of supervision Opportunity to use your knowledge and skills Improper communication with manager N 110 Minimum Maximum 1 5 Mean 2.97 Deviation .981
110 110 110 110
5 5 5 5
3.13 2.60 2.87 2.70
1.189 1.127 .900 1.201
1 1 1
110
2.99
.914
INFERENCE: The mean value for question relating to spending time as fighting fires rather than working according to plan is 3.13. The mean value for question relating to being improper communication with manager is 2.99 the mean value for question relating to having right amount of interaction with others is 2.60 respectively.
TABLE 6.16 SHOWING MEAN VALUE OF THE RESPONSES FOR THE QUESTIONS RELATING TO STRESS FACTOR 50
Question
No. Of respondents Minimum Maximum Mean 2.61
Std. Deviation 1.166
You skip breakfast or lunch Stress to balance both work life and personal life Job responsibilities are beyond your control Imposed with some responsibility of other workers Pressured to work over time Stress results in family problem
110
110
2.75
.921
110
3.06
1.007
110
3.15
.985
110 110
1 1
5 5
2.79 2.45
1.050 1.028
INFERENCE: The mean value for question relating to when job responsibilities are beyond their control is 3.06. The mean value for question relating to when employees are imposed some responsibility of other worker is 3.15. The mean value for question relating to when employees pressured to work over time is 2.79. The mean value for question relating to stress results in family problem is 2.45.respectively.
TABLE: 6.17 SHOWING ANOVA RESULTS FOR STRESS AND AGE Null Hypothesis: There is no significant difference in job stress among different age groups.
51
Level of Significance = 0.05(5% significance level)
ANOVA Sum of s Squares Between Groups Within Groups Total 192.919 7302.571 7495.491 Df 3 106 109 Mean Square 64.306 68.892 F .933 Sig. .427
INFERENCE Since the significance value is greater than .05, null hypothesis is accepted. Conclusion: There is no significant difference in job stress among different age groups.
52
TABLE 6.18 SHOWING ANOVA RESULTS FOR STRESS AND GENDER Null Hypothesis: There is no significant difference in job stress among different gender groups. Level of Significance = 0.05(5% significance level)
GENDER
ANOVA Sum of Squares .002 7495.489 7495.491
Df
Mean Square .002 69.403
Sig.
Between Groups Within Groups Total
1 108 109
.000
.996
INFERENCE: Since the significance value is greater than .05, null hypothesis is accepted. Conclusion: There is no significant difference in job stress among different gender groups.
53
TABLE 6.19 SHOWING ANOVA RESULTS FOR STRESS AND EDUCATION Null Hypothesis: There is no significant difference in job stress among different education groups.
EDUCATION Between Groups Within Groups Total
ANOVA Sum of Squares 150.522 7344.969 7495.491
Df 3 106 109
Mean Square 50.174 69.292
F .724
Sig. .540
Level of Significance = 0.05(5% significance level)
INFERENCE: Since the significance value is greater than .05, null hypothesis is accepted.
54
Conclusion: There is no significant difference in job stress among different education groups.
TABLE: 6.20 SHOWING ANOVA RESULTS FOR STRESS AND MARITAL STATUS Null Hypothesis: There is no significant difference in job stress among different marital status groups. Level of Significance = 0.05(5% significance level)
Sum of Squares Between Groups Within Groups Total 7495.491 198.621 7296.870
ANOVA Df 1 108 109
Mean Square 198.621 67.564
F 2.940
Sig.
.089
Conclusion: There is no significant difference in job stress among different marital status groups. 55
TABLE 6.21 SHOWING ANOVA RESULTS FOR STRESS AND INCOME Null Hypothesis: There is no significant difference in job stress among different income groups. Level of Significance = 0.05(5% significance level)
Between Groups Within Groups Total
ANOVA Sum of Squares 166.980 7328.511 7495.491
Df 2 107 109
Mean Square 83.490 68.491
F 1.219
Sig. .300
Conclusion: There is no significant difference in job stress among different income.
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TABLE 6.22 SHOWING ANOVA RESULTS FOR STRESS AND EXPERIENCE ANOVA Df 3 106 109
Sum of Between Groups Within Groups Total Squares 411.300 7084.191 7495.491
Mean Square 137.100 66.832
F 2.051
Sig. .111
Null Hypothesis: There is no significant difference in job stress among different work experience groups. Level of Significance = 0.05(5% significance level)
57
Chi-Square Tests Value Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases 19.894 21.014 .003 110
Df 12 12 1
Asymp. Sig. (2-sided) .069 .050 .954
INFERENCE: Since the observed significance level is greater than the expected significance level null hypothesis is accepted. Conclusion: There is no significant difference in job stress among different work experience groups.
TABLE6.23 SHOWING CHI-SQUARE ASSOCIATION BETWEEN AGE AND OPINION ABOUT ATTENTION TO MANY THINGS AT SAME TIME
58
INTERPRETATION The value of chi square is 19.894 and the level of significance value is .069 since Significance value is greater than .05 it was concluded that the two variables Age and Attention to many things at same time are independent.
TABLE 6.24 SHOWING CHI-SQUARE ASSOCIATION BETWEEN AGE AND OPINION ABOUT NERVOUS /TENSED BECAUSE THINGS OUTSIDE OF YOUR CONTROL
Chi-Square Tests Value Df Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases 6.655 7.696 .189 110 12 12 1
Asymp. Sig. (2-sided) .880 .808 .664
59
INTERPRETATION: The value of chi square is 6.655 and the level of significance value is .880 Since sig value is greater than .05 it was concluded that the two variables Age and Nervous /tensed because things outside of your control are independent.
TABLE: 6.25 SHOWING CHI-SQUARE ASSOCIATION BETWEEN AGE AND OPINION ABOUT STRESS TO BALANCE BOTH WORK LIFE AND PERSONAL LIFE
60
Chi-Square Tests Value Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases 5.884 7.859 .107 110 Df 12 12 1 Asymp. Sig. (2-sided) .922 .796 .743
INTERPRETATION: The value of chi square is 5.884 and the level of significance value is.922 since significant value is greater than .05 it was concluded that the two variables Age and Stress to balance both work life and personal life are independent.
61
TABLE: 6.26 SHOWING CHI-SQUARE ASSOCIATION BETWEEN AGE AND OPINION ABOUT SOME RESPONSIBILITY OF OTHER WORKERS
Chi-Square Tests Value Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases 15.541 18.827 2.033 110 Df 12 12 1 Asymp. Sig. (2-sided) .213 .093 .154
INTERPRETATION: The value of chi square is 15.541 and the level of significance value is .21 since significant value is greater than .05 it was concluded that the two variables Age and Some responsibility of other workers are independent.
62
Chi-Square Tests Value Df TABLE 6.27 SHOWING CHISQUARE Likelihood Ratio Linear-by-Linear Association N of Valid Cases 16.721 1.812 110 12 1 Pearson Chi-Square 17.023 12
Asymp. Sig. (2-sided) .149 .160 .178
ASSOCIATION BETWEEN AGE AND OPINION ABOUT PRESSURED TO WORK OVERTIME
INTERPRETATION: The value of chi square is 17.023 and the level of significance value is .14 since significant value is greater than .05 it was concluded that the two variables Age and Pressured to work overtime are independent. 63
TABLE: 6.28 SHOWING CHI-SQUARE ASSOCIATION BETWEEN GENDER AND OPINION ABOUT ATTENTION TO MANY THINGS AT SAME TIME Chi-Square Tests Value Df Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases 5.535 5.749 4.717 110 4 4 1
Asymp. Sig. (2-sided) .237 .219 .030
INTERPRETATION: The value of chi square is 5.535 and the level of significance value is .23 since 64
significant value is greater than .05 it was concluded that the two variables gender and Attention to many things at same time are independent.
TABLE: 6.29 SHOWING CHI-SQUARE ASSOCIATION BETWEEN GENDER AND OPINION ABOUT NERVOUS/TENSED WHEN THINGS OUTSIDE OF YOUR CONTROL
Asymp. Sig. (2-sided) .376 .361 .525
INTERPRETATION: The value of chi square is 4.229 and the level of significance value is .37 since significant value is greater than .05 it was concluded that the two variables gender and 65
Nervous/tensed when things outside of your control are independent
TABLE: 6.30 SHOWING CHI-SQUARE TEST FOR GENDER AND OPINION ABOUT BALANCING WORK LIFE AND PERSONAL LIFE
Asymp. Sig. (2-sided) .383 .377 .352
INTERPRETATION: The value of chi square is 4.175 and the significance value is .38. Since significance value is greater than .05 it was concluded that the two variables gender and opinion about balancing work life and personal life are independent. 66
Chi-Square Tests Value Pearson Chi-Square Likelihood Ratio Linear-by-Linear TABLE: 6.31 SHOWING CHI-SQUARE ASSOCIATION BETWEEN GENDER AND OPINION ABOUT SOME RESPONSIBILITY OF OTHER WORKERS Association N of Valid Cases 2.628 2.747 1.346 110 Df 4 4 1 Asymp. Sig. (2-sided) .622 .601 .246
67
INTERPRETATION: The value of chi square is 2.628 and the level of significance value is .62 since significant value is greater than .05 it was concluded that the two variables gender and some responsibility of other workers are independent. .
TABLE: 6.32 SHOWING CHI-SQUARE ASSOCIATION BETWEEN GENDER AND OPINION ABOUT PRESSURED TO WORK OVERTIME
Chi-Square Tests Value Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases .790 .805 .194 110 Df 4 4 1 Asymp. Sig. (2-sided) .940 .938 .660
INTERPRETATION: 68
The value of chi square is .790 and the level of significance value is .94 since significant value is greater than .05 it was concluded that the two variables gender and Pressured to work overtime are independent.
TABLE: 6.33 SHOWING CHI-SQUARE ASSOCIATION BETWEEN EDUCATION AND OPINION ABOUT ATTENTION TO MANY THINGS AT SAME TIME
69
INTERPRETATION: The value of chi square is 17.288 and the level of significance value is .139 since significant value is greater than .05 it was concluded that the two variables Education and Attention to many things at same time are independent.
TABLE: 6.34 SHOWING CHI-SQUARE ASSOCIATION BETWEEN EDUCATION AND OPINION ABOUT NERVOUS /TENSED WHEN THINGS WERE OUTSIDE YOUR CONTROL
70
INTERPRETATION: The value of chi square is 5.496 and the level of significance value is .93 since significant value is greater than .05 it was concluded that the two variables Education and Nervous /tensed when things were outside your control are independent.
TABLE: 6.35 SHOWING CHI-SQUARE ASSOCIATION BETWEEN EDUCATION AND OPINION ABOUT TO BALANCE BOTH WORK LIFE AND PERSONAL LIFE Chi-Square Tests Value Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases INTERPRETATION: The value of chi square is 21.978 and the level of significance value is .038 since significant value is less than .05 it was concluded that the two variables Education and stress to balance both work life and personal life are associated. 21.978 18.246 .013 110 Df 12 12 1 Asymp. Sig. (2-sided) .038 .108 .908
71
TABLE: 6.36 SHOWING CHI-SQUARE ASSOCIATION BETWEEN EDUCATION AND OPINION ABOUT SOME RESPONSIBILITY OF OTHER WORKERS Chi-Square Tests Value Df Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases 14.213 19.066 .001 110 12 12 1
Asymp. Sig. (2-sided) .287 .087 .976
INTERPRETATION: The value of chi square is 14.213 and the level of significance value is .287 since significant value is greater than .05 it was concluded that the two variables Education and Some responsibility of other workers are independent.
72
TABLE: 6.37 SHOWING CHI-SQUARE ASSOCIATION BETWEEN EDUCATION AND OPINION ABOUT PRESSURED TO WORK OVERTIME
INTERPRETATION: The value of chi square is 17.418 and the level of significance value is .13 since significant value is greater than .05 it was concluded that the two variables Education and Pressured to work overtime are independent. 73
TABLE: 6.38 SHOWING CHI-SQUARE ASSOCIATION BETWEEN MARITAL STATUS AND OPINION ABOUT ATTENTION TO MANY THINGS AT SAME TIME
INTERPRETATION: The value of chi square is 10.376 and the level of significance value is .03 since significant value is less than .05 it was concluded that the two variables marital status and Attention to many things at same time are associated. 74
TABLE: 6.39 SHOWING CHI-SQUARE ASSOCIATION BETWEEN MARITAL STATUS AND OPINION ABOUT NERVOUS/ TENSED WHEN THINGS WERE OUTSIDE YOUR CONTROL
INTERPRETATION: The value of chi square is 5.625 and the level of significance value is. 22 since significant value is greater than .05 it was concluded that the two variables marital status and Nervous/tensed when things were outside your control are independent. 75
TABLE: 6.40 SHOWING CHI-SQUARE ASSOCIATION BETWEEN MARITAL STATUS AND OPINION ABOUT TO BALANCE BOTH WORK LIFE AND PERSONAL LIFE Chi-Square Tests Value Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases 10.898 9.968 2.347 110 Df 4 4 1 Asymp. Sig. (2-sided) .028 .041 .126
INTERPRETATION: The value of chi square is 10.898 and the level of significance value is .02 since significant value is less than .05 it was concluded that the two variables marital status and stress to balance both work life and personal life are associated.
76
TABLE: 6.41 SHOWING CHI-SQUARE ASSOCIATION BETWEEN MARITAL STATUS AND OPINION ABOUT SOME RESPONSIBILITY OF OTHER WORKERS
Chi-Square Tests Value Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases 6.020 5.268 3.788 110 Df 4 4 1 Asymp. Sig. (2-sided) .198 .261 .052
INTERPRETATION: The value of chi square is 6.020 and the level of significance value is .19. Since significant value is greater than .05 it was concluded that the two variables marital status and some responsibility of other workers are independent.
77
Chi-Square Tests Value Df TABLE: 6.42 SHOWING CHISQUARE Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases 4.663 4.830 1.006 110 4 4 1
Asymp. Sig. (2-sided) .324 .305 .316
ASSOCIATION BETWEEN MARITAL STATUS AND OPINION ABOUT PRESSURED TO WORK OVERTIME
78
INTERPRETATION: The value of chi square is 4.663 and the level of significance value is .324 since significant value is greater than .05 it was concluded that the two variables marital status and Pressured to work overtime are independent. Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases Chi-Square Tests Value 22.478 23.452 .401 110 df 8 8 1 Asymp. Sig. (2-sided) .004 .003 .526
TABLE: 6.43 SHOWING CHI-SQUARE ASSOCIATION BETWEEN INCOME AND OPINION ABOUT ATTENTION TO MANY THINGS AT SAME TIME
79
INTERPRETATION: The value of chi square is 22.478 and the level of significance value is .004 since significant value is less than .05 it was concluded that the two variables Income and Attention to many things at same time are associated.
TABLE: 6.44 SHOWING CHI-SQUARE ASSOCIATION BETWEEN INCOME AND OPINION ABOUT NERVOUS ARE TENSED WHEN THINGS WERE OUTSIDE YOUR CONTROL Chi-Square Tests Value Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases 6.060 5.464 2.172 110 df 8 8 1 Asymp. Sig. (2-sided) .640 .707 .141
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Interpretation: The value of chi square is 6.060 and the level of significance value is .64 since significant value is greater than .05 it was concluded that the two variables Income and Nervous are tensed when things were outside your control are independent.
TABLE: 6.45 SHOWING CHI-SQUARE ASSOCIATION BETWEEN INCOME AND OPINION ABOUT STRESS TO BALANCE BOTH WORK LIFE AND PERSONAL LIFE Chi-Square Tests Value Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases 7.685 8.274 .150 110 df 8 8 1 Asymp. Sig. (2-sided) .465 .407 .699
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INTERPRETATION: The value of chi square is 7.685 and the level of significance value is .46 since significant value is greater than .05 it was concluded that the two variables Income and stress to balance both work life and personal life are independent.
TABLE: 6.46 SHOWING CHI-SQUARE ASSOCIATION BETWEEN INCOME AND OPINION ABOUT SOME RESPONSIBILITY OF OTHER WORKERS
Chi-Square Tests Value Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases 7.247 8.112 .230 110 df 8 8 1 Asymp. Sig. (2-sided) .510 .423 .632
82
INTERPRETATION: The value of chi square 7.247 is and Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases Chi-Square Tests Value 6.571 5.774 .009 110 df 8 8 1 Asymp. Sig. (2-sided) .584 .673 .923
the level of significance value is .51 since significant value greater than .05 it was concluded that the two variables Income and Some responsibility of other workers are independent. is
TABLE: 6.47 SHOWING CHI-SQUARE ASSOCIATION BETWEEN INCOME AND OPINION ABOUT PRESSURED TO WORK OVER TIME
83
INTERPRETATION: The value of chi square is 6.571 and the level of significance value is .58 since significant value is greater than .05 it was concluded that the two variables Income and Pressured to work overtime are independent.
TABLE: 6.48 SHOWING CHI-SQUARE ASSOCIATION BETWEEN EXPERIENCE AND OPINION ABOUT ATTENTION TO MANY THINGS AT SAME TIME
84
Chi-Square Tests Value Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association Pearson Chi-Square N of Valid Cases Likelihood Ratio Linear-by-Linear Association N of Valid Cases INTERPRETATION: The value of chi square is 16.040 and the level of significance value is .18 since significant value is greater than .05 it was concluded that the two variables Experience and Attention to many things at same time are independent. 16.040 df 12 Asymp. Sig. (2-sided) .189 .182 Asymp. Sig. .589 (2-sided) .767 .756 .660
Chi-Square Tests 16.207 12 Value .292 8.235 110 8.370 .194 110 df 1 12 12 1
TABLE: 6.49 SHOWING CHI-SQUARE ASSOCIATION BETWEEN EXPERIENCE AND OPINION ABOUT NERVOUS/ TENSED WHEN THINGS WERE OUTSIDE YOUR CONTROL
85
INTERPRETATION: The value of chi square is 8.235 and the level of significance value is .76 since significant value is greater than .05 it was concluded that the two variables Experience and Nervous/tensed when things were outside your control are independent.
TABLE: 6.50 SHOWING CHI-SQUARE ASSOCIATION BETWEEN EXPERIENCES AND OPINION ABOUT TO BALANCE BOTH WORK LIFE AND PERSONAL LIFE
86
Chi-Square Tests Value df Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases 10.358 11.017 .239 110 12 12 1
Asymp. Sig. (2-sided) .585 .527 .625
INTERPRETATION: The value of chi square is 10.358 and the level of significance value is .58 since significant value is greater than .05 it was concluded that the two variables Experience and to balance both work life and personal life are independent.
TABLE: 6.51 SHOWING CHI-SQUARE ASSOCIATION BETWEEN EXPERIENCE AND OPINION ABOUT SOME RESPONSIBILITY OF OTHER WORKERS
87
INTERPRETATION: The value of chi square is 11.707 and the level of significance value is .47.since significant value is greater than .05 it was concluded that the two variables Experience and Some responsibility of other workers are independent.
TABLE: 6.52 SHOWING CHI-SQUARE ASSOCIATION BETWEEN EXPERIENCE AND OPINION ABOUT PRESSURED TO WORK OVERTIME
88
INTERPRETATION: The value of chi square is 10.244 and the level of significance value is .59 since significant value is greater than .05 it was concluded that the two variables Experience and Pressured to work overtime are independent.
CHAPTER 7 FINDINGS
89
1. Findings from percentage Analysis

Majority of the respondents are in the age group of 20-30 years Based on gender, majority of the respondents are Female employees. Majority of the respondents are post graduates with regard to education level. Majority of the respondents are married. Majority of the respondents have their income level between Rs.8000-Rs 12000.
Majority of the respondents are having more than 2-4 years of experience in the profession.
2 . Findings from the Mean and Standard Deviation A higher level of stress score was found among the respondents of age group 30-40 years.

A higher level stress score was found among the Female respondents. A higher level stress score was found among the respondents of post graduates. A higher level of stress score was found among the respondents of married group. A higher level of stress score was found among the income group between Rs 8000-Rs 12000. A higher level of stress score was found among the experience group between 4-6 years. A high level of stress score was found among the respondents towards their opinion about giving attention to many things at same time.
A high level of stress score was found among the respondents towards their
opinion about interruptions and disturbance in job.

opinion about Feedback when performance is unsatisfactory.

opinion about Decisions is made without employees knowledge 90
A high level of stress score was found among the respondents towards their opinion about too much works to do in too little time. A high level of stress score was found among the respondents towards their opinion about training is different from yours and. A high level of stress score was found among the respondents towards their opinion about unsettled conflict with co-workers is A high level of stress score was found among the respondents towards their opinion about spending time as fighting fires rather than working according to plan. A high level of stress score was found among the respondents towards their opinion about being improper communication with manager. A high level of stress score was found among the respondents towards their opinion about when job responsibilities are beyond their control. \ A high level of stress score was found among the respondents towards their opinion about when employees are imposed some responsibility of other worker.
4.
Findings from the ANOVA There is no significant difference in job stress among different age groups. There is no significant difference in job stress among different gender groups.
There is no significant difference in job stress among different education groups. There is no significant difference in job stress among different marital status groups.
There is no significant difference in job stress among different income groups. There is no significant difference in job stress among different work experience groups.
4. Findings from the CHI SQUARE
91
There is no association between age and respondents opinion about Attention to many things at same time. Nervous /tensed because things outside of your control. Stress to balance both work life and personal life. Some responsibility of other workers. Pressured to work overtime. There is no association between Gender and respondents opinion about Attention to many things at same time. Nervous/tensed when things outside of your control.

Opinion about balancing work life and personal life. Some responsibility of other workers.
Pressured to work overtime. There is no association between Education and respondents opinion about Attention to many things at same time. Nervous /tensed when things were outside your control. Some responsibility of other workers. Pressured to work overtime. There is no association between Marital Status and respondents opinion about Nervous/tensed when things were outside your control . Pressured to work overtime.
some responsibility of other workers.
There is no association between Income and respondents opinion about
92
Nervous are tensed when things were outside your control..
stress to balance both work life and personal life. Some responsibility of other workers. Pressured to work overtime. There is no association between Income and respondents opinion about Attention to many things at same time. Nervous/tensed when things were outside your control.
To balance both work life and personal life.
Some responsibility of other workers. Pressured to work overtime. There is association between Education Stress to balance work life and personal life are associated There is association between Marital status and Attention to many things at same time is associated.
There is association between Marital status and stress to balance both work life and personal life. There is association between Income and Attention to many things at same time is associated.
CHAPTER 8
93
SUGGESTIONS
From the study conducted the following suggestions are made Employee Assistance Programs (EAPs) can be designed to deal with a wide range of stress-related problems, including behavioural and emotional difficulties, substance abuse, and family and marital discord and other personal problems.
Individuals can adopt various relaxation techniques such as meditation, exercises and yoga. Individuals can expand their social support network through friends, family and colleagues thus sharing of issues reduce stress. Counselling sessions can be held for the employees showing the symptoms of stress. The organization can improve the physical conditions like spatial arrangement and the atmosphere of the work area. Employees can be motivated when their performance in work is good. The greatest payoff from stress prevention and management comes not from oneshot activities, but from ongoing and sustained effort; thus, long-term commitment is essential.
Month end picnic can be arranged for employees by management. Employees must be able to participate freely, without either pressure or stigma. Every problem has its own solution and hence positive approach towards them can bring effective solutions and reduce stress.
CHAPTER-9
94
CONCLUSION
This study was carried out in KMCH, Coimbatore to find out the stress among the employees. Each and every individual in the work place experience some sort of stress. The intensity of work they perform. If the stress started dominating it would affect both at individual and the organization as a whole. Stress is a disease of modern times. It afflicts all the people regardless of their station in life; rich or poor, literate or illiterate, men or women. Stress is more evident and is probably more widespread in technologically advanced countries and is common among highly qualified professionals. It is found from the study that the employees are satisfied with their job. The respondents sometimes face frustration and stress in their job. Through the research, employees in KMCH face moderate level of stress. Thus organization must know that reducing organizational stress is important as motivating employees. Stress management programs for the employees can be based on sharing different philosophical values and developing strategies through group learning. This project has given practical exposure where the researcher related it to theoretical learnings.
95
BIBLIOGRAPHY BOOKS Argyle, M. (1992). The Social Psychology of Everyday Life, London: Routledge. Cooper, C.L., Cooper, R.D. and Eaker, L.H. (1998). Living with stress, London: Penguin Books. Cassidy, T. (1999). Stress, Cognition and Health. London: Routledge. Carroll, D. (1992). Health Psychological: Stress, behavior and disease. London: Falmer Lazarus, F. (1996), Psychological Stress and the Coping process , New York: McGraw Hill. Pestonjee , D.M & Pareek, U. (Eds)0. (1997). Studies in Organizational Role Stress and Coping. Jaipur / New Delhi: Rawat Publications. Selye, H.(1956). The Stress of Life. New York: McGraw-Hill. Wolf, S & Goodell, H. (1968). Stress and Disease. Spring field, I.L: Thomas. Kothari c. r., (2004), Research Methodology, New Age International (p) Limited. D.M.Pestojee, Udai Pareek and K.Agarwal(Eds); Studies in stress and its Management, Oxford & IBM, New Delhi. French & Caplan, 1972; Makin, cooper, & Cox, 1996) Understanding Stress and Workplace Stress by Susan M. Heath field. N. M. Agarwal, Application of Job characteristics in management of organizational stress Steven L.MCSHANE TATA McGraw- Hill publishing company limited. Pg.124 Essentials of Organizational Stephen P. Robbins(281,282,1994) Behaviour(Fourth Edition) JOURNALS: Cai, Z., Li, K. and Zhang, X., (2008), Workplace stressors and coping strategies among Chinese psychiatric nurses. Perspectives in Psychiatric Care, 44(4). 96 Prentice-Hall of India
Alves, S. L., (2005), A study of occupational stress, scope of practice and collaboration in nurse anesthetists practice and collaboration in nurse anesthetists practicing in anesthesia care team settings. AANA Journals, 73 (6)
Health Education Journal, Vol. 64, No. 3, 271-288 (2005)
WEBSITE: 1. www.kmchonline.com 2. www.orgnstress.com/index.html 3. www.stresscope /index.html 4. www.stress.Mind Tools.com
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APPENDIX QUESTIONNAIRE
Dear Sir/Madam This is RAJESHWARI .S Final Year MBA student of GRG SCHOOL OF MANAGEMENT STUDIES, as a part of my final year project I am conducting a survey on JOB STRESS AMONG EMPLOYEES in KMCH at COIMBATORE. The response given by you will be used only for academic purpose. I assure you that these data will be kept highly confidential.
1. PERSONAL PROFILE I. Name: II. Age: III. Gender: V. Marital Status a) 20-30 b) 30-40 c) 40-50 d) above 50 Male Married Female UnMarried
IV. Education: a) Diploma b) Graduates c) Post-graduates d) Professional degree VI. Monthly Income: a) Rs 4000- Rs 8,000 b) Rs 8,000- Rs 12,000 c) Above Rs 12,000 VII. Work Experience: a) less than 2 yrs b) 2-4 yrs c) 4-6 yrs d) Above 6 yrs 2. Did you have to give attention to many things at the same time? a) Never b) Rarely c) Sometimes d) Often e) Always 3. Do you have many interruptions and disturbance in your job? a) Never b) Rarely c) Sometimes d) Often e) Always 4. Do you have freedom in carrying out your work activities? a) Never b) Rarely c) Sometimes d) Often e) Always 5. Did you get feedback only when your performance is unsatisfactory? a) Never b) Rarely c) Sometimes d) Often e) Always 6. Decisions or changes that affect you are made without your knowledge a) Never b) Rarely rationale? a) Never b) Rarely a) Never b) Rarely a) Never b) Rarely a) Never b) Rarely c) Sometimes d) Often e) Always c) Sometimes d) Often e) Always c) Sometimes d) Often e) Always c) Sometimes d) Often e) Always 98 8. Did you have too much work to do and too little time in which to do it? 9. Have you been nervous or tensed because of things were outside of your control? 10. Do you feel overqualified for the work you actually do? c) Sometimes d) Often e) Always 7. Are you expected to accept the decisions of others without being told their
11. Do you have confidence to share your ideas and problems with your superior? a) Never b) Rarely a) Never b) Rarely a) Never b) Rarely a) Never b) Rarely a) Never b) Rarely a) Never b) Rarely a) Never b) Rarely a) Never b) Rarely a) Never b) Rarely c) Sometimes d) Often e) Always c) Sometimes d) Often e) Always c) Sometimes d) Often e) Always c) Sometimes d) Often e) Always c) Sometimes d) Often e) Always c) Sometimes d) Often e) Always c) Sometimes d) Often e) Always c) Sometimes d) Often e) Always c) Sometimes d) Often e) Always 12. The people you work with closely are trained in a field that is different 13. Do you have unsettled conflict with your co-workers? 14. Did you get any personal support from your co-workers? 15. Did you spend your time fighting fires rather than working according to plan? 16. Did you have the right amount of interaction with others? 17. Did you receive the right amount of supervision? 18. Did you have the opportunity to use your knowledge and skills? 19. Do you experience improper communication with managers about new strategies?
20. Do you skip Breakfast or lunch because of the stress of job demands? a) Never b) Rarely a) Never b) Rarely a) Never b) Rarely a) Never b) Rarely a) Never b) Rarely a) Never b) Rarely c) Sometimes d) Often e) Always c) Sometimes d) Often e) Always c) Sometimes d) Often e) Always c) Sometimes d) Often e) Always c) Sometimes d) Often e) Always c) Sometimes d) Often e) Always Thank you
21. Do you feel stress to balance both work life and personal life? 22. Did your job responsibilities are beyond your capabilities? 23. Did you imposed with some responsibility of other workers? 24. Did you experience pressured to work overtime? 25. Did your work stress results in family problem? 26. Give your suggestion that organization can support you to overcome stress
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CHAPTER 1

1.1 INTRODUCTION TO THE SECTOR

1.2 ABOUT KOVAI MEDICAL CENTER AND HOSPITALCOIMBATORE

1.3 INTRODUCTION TO THE STUDY

Physiological and Behavioural Changes:

Crying for no apparent reason.

Laughing in a high pitch and nervous tone of voice.

Increasing smoking and use of drugs and alcohol

Perspiration /sweaty hands

Increased heart beat

Dryness of throat and mouth.

Diarrhea / indigestion / vomiting/ nausea

Pain in the neck and or lower back

Loss of appetite or over eating

is necessary to make employees work and achieve their

Coping with Stress:

To reduce harmful environmental conditions and enhance the prospects of recovery.

To tolerate or adjust to negative events or realities.

To maintain a positive self image.

To maintain emotional equilibrium, and

To continue satisfying relationship with others.

How to Handle Stress at Work

Take Regular Breaks:

Change your Lifestyle:

Many times, during

like jogging, aerobics, walking, etc. also

Many people end up being victimized by

It is not really their fault, our

6. Know your limits; be realistic about what you can accomplish.

1.4 NEED AND SCOPE OF THE STUDY

To know how the organizations stress reduction programmes has contributed to

decrease stress among Employees.

To provide solution for the employees to reduce their stress by themselves.

How stress can be controlled better.

CHAPTER 2 REVIEW OF LITERATURE

A model of work-family conflict is proposed, and a series of research propositions is presented.

OBJECTIVES OF THE STUDY

CHAPTER 4 RESEARCH METHODOLOGY

ONE WAY ANOVA

CHAPTER 5 LIMITATIONS OF THE STUDY

The following are the limitation of the present study 32

The study is confined to a sample of 110 respondents only.

Age 20-30 30-40 40-50 Above 50 Total

No. of respondents 47 32 23 8 110

Percent 42.7 29.1 20.9 7.3 100.0

ANALYSIS AND INTERPRETATION

TABLE: 6.1 SHOWING DISTRIBUTIONS OF RESPONDENTS ON THE BASIS OF AGE

CHART 6.1 SHOWING DISTRIBUTION BASED ON AGE

Gender Male Female Total

No. of respondents 51 59 110

Percent 46.4 53.6 100.0

TABLE: 6.2 SHOWING THE DISTRIBUTION OF RESPONDENTS ON THE BASIS OF GENDER

CHART: 6.2 SHOWING DISTRIBUTION BASED ON GENDER

TABLE: 6.3 SHOWING THE DISTRIBUTION OF RESPONDENTS ON THE BASIS OF EDUCATION

Education Diploma Graduates

No. of respondents 5 22 65 18 110

Percent 4.5 20.0 59.1 16.4 100.0

2 Post-graduates 3 4 CHART: Professional degree Total

6.3 SHOWING DISTRIBUTION BASED ON AGE

TABLE : 6.4 SHOWING THE DISTRIBUTION OF RESPONDENTS ON THE 37

BASIS OF MARITAL STATUS

Marital status Married Single Total