Job Stress

CHAPTER I INTRODUCTION AND DESIGN OF THE STUDY
1.1. INTRODUCTION:
Modern life is full of stress. Dynamic technological evolutions have spawned mega-bureaucracies, micro task specialization and greater urbanization. These
developments are intrinsically tied with work settings which have numerous systems such as finance, production; marketing, administration as well as macro organizational subsystems like inter organizational systems and organizational level goals. Strategies, climate, cultures, structures, management styles and performance very often the human element is reduced to a mere insignificant in the wheel of the total technological system. This tends to generate a feeling of powerless, meaningless, formless and consequent stress. The conflicted demand of the role senders and the environmental constraints put an individual always under pulls and pressures.
WHAT IS STRESS? Every job creates a certain amount of pressure and sometimes it is this pressure that motivates us to do a job well. If we are under excessive pressure or stress for a long time, this may lead to physical or mental illness (such as depression, nervous breakdown, heart disease).
SIGNS OF STRESS: There are certain signals which may suggest that we are experience stress. These include: Head aches, indigestion, aching muscles. Disturbed sleep and fatigue. Change in appetite, fatigue in alcohol consumption smoking or drug taking. Loss of concentration, shortened temper, loss of self-esteem feeling of a lack of claim.
WORK-RELATED STRESS MAY BE CAUSED BY: Poor communication and inappropriate management style. Lack of training, resources and opportunities to develop High workload, unsociable works, inflexible working arrangements. The nature of the job, such as working with the public, working alone, repetitive or boring work. Lack of control over work demands or lack of support. Organizational change and lack of job security interpersonal conflict.
STRESS PERSONALITIES: Every individual is unique. No two personalities are identical. No one can be clubbed together for common habits. The different stress personalities are;
I. The Silent Sufferer:They are anxious. They may, i. Feel reluctant to discuss their problems with other people, in case they appear incompetent or ignorant. ii. Work themselves into a state of nervousness, fear or panic. They could bite the bullet and seek a systematic ear. Reassurance will transform their view of everything.
II. The Obsessed one: They are easily upset. They may, i. Allow their problems to pre occupy them to the exclusion of everything else. ii. iii. Go over and over them until everybody is fed up with listening to them. Feel that their control of the daily routine is slipping because of their constant fretting. iv. Develop compulsive behavior patterns, such as repeatedly checking that gas and electrical appliances are turned off, windows are locked, etc., Since, they cant sort out which worry is worse than the other, sit down and make a list in order of priority.
III. The Calm: They are withdrawn. They may, i. Avoid stress by detaching themselves from involvement with other peoples and events. ii. Create a fantasy world which everything is rosy.
Make a real effort to communicate with other people.
IV. The Victim: They are suspicious. They may, i. ii. iii. iv. v. Believe that the world is filled with perils for them. Suspect other people of having malicious intentions. Blame others for their problems. See any support or advice as a threat. Treat refusal as a personal rejection.
However, difficult try to trust people when they offer help, make an effort to imagine themselves in other peoples shoes and offers help in return.
V. The Beanbag: They are placid. They may, i. ii. Let problems role over they without attempting to defect or resolve them. When people offer advice, try to follow their suggestions better still: take the initiative instead of relying on others to bail them out.
VI. The Surly Solo: They are aggressive and hostile. They may, i. ii. iii. Ignore other peoples feelings and thus make situations worse. Oppose things because they dont agree with it. Reject advice if they dont agree with it.
FACTORS INFLUENCING STRESS: Stress is caused by different sources. We shall consider some of the causes of stress we come across at work, such as: Overload: It is a name for over-work. It may be of two types. - Quantitative overload: It refers to too much of work to be done in a stimulated time. It results in bad effects and illness. - Qualitative overload: It is to perform a task that is rather too complex or difficult and as such is taking for ones capacity or ability.
Work Under load: Too little work can be as much stressful as too much of work, too little work may lead to boredom, monotony which in return may create stress and affect workers health.
Change: When the stability of his working condition is disturbed by sudden or necessary new changes, then he may face greater stress. The changes may be introduction of new machines (or) methods of working (or) changes in working place, transfer, prospects of learning new skills (or) obeying new rules, etc.,
Role Conflict: The conflict in which an individual may have to act contrary to what he really thinks his role as. It results in dissatisfaction, tension, threats and increased rate of heart rate.
Value Conflict: If an employee holds certain values, which he is not able to put into practice, because the company practices are of an opposite nature, a value conflict may ensure and result in stress.
Role Ambiguity: When the roles are not clearly defined, the individuals are at a loss to know what real role in the organization setup is, such types of poorly structured roles are called ambiguous roles and it leads to tension and depression.
Performance Appraisal: It is most often linked with rewards, promotion, etc, when the appraisal goes wrong they get lose rewards and promotion. It leads to high stress.
Pollution: Environmental conditions like noise, smoke, chemical fumes, unclean food and water can contribute greatly to accentuate stress.
Repetitive works: One most dominant feature of modern assembly like work is its unending repetitive character. Such work is tremendously monotonous and boring because it lacks any challenge or involvement of the worker, it makes the employees at a very high stress.
Place Work System: A pay system known as piece work system, in which the worker is paid according to the pieces or units of work, he produces in a given time, has been found more stressful than other pay system.
Family relations: Disturbances in the workers family life increase their vulnerability to stress by adding to their usual quota of stress at their own work places.
Annoyances and Irritations: Life is full of petty annoyances and irritations. All these may expose them sometimes to intolerably high stress and affect their quality of life. 7
COPING STRATEGIES FOR STRESS: Generally, there are two major types of deliberate coping strategies for dealing with stress. Individual coping strategies and organizational strategies are follows;
INDIVIDUAL STRATEGIES:Some specific technologies that individuals can use for coping with stress include the following; 1) Physical Exercise: Non-competitive physical exercises such as aerobics, race walking, jogging, swimming and riding a bicycle have long been recommended by physicians as a way to deal with excessive stress levels. Physical fitness helps the body to cope better with stress, whereas relaxation techniques are useful for the mind.
2) Relaxation: Relaxation is useful in eliminating the immediately stressful situation or managing a prolonged stressful situation more effectively.
Bio feedback is a specific relaxation technique. By the use of a direct signal from a machine, the individual is informed of his level of relaxation; then with practice of he can eventually learn to reach this level without the use of machine.
3) Meditation: Relax your Body: Get into apposition that you can comfortably sustain for a period of time. If you are supple enough, then the lotus position may be appropriate. Otherwise just sit in a comfortable chair or pain flowing out when you exhale.
Focus on a sound: It could be ohm. Some prefer soft instrumental music yet others, different chants. You will find that as you practice meditation, your attention span will improve.
Cognitive Therapy: Under cognitive coping strategy, what happens to an individual is not considered as important as how he choose to look at it. How a person perceives a situation and what he feels is given more importance than the stressor. Maintaining inner stability is also a question how we choose to see things.
Networking: Networking entails forming close associations with trusted, empathetic colleagues who are listeners and confidence builders. These peers are available when needed and provide support to get the person through stressful situations. Networks show relationship through stressful situations.
Time Management:
Many people manage their time properly. A few of the more well known time management principles are, Making daily lists of activities to be accomplished Prioritizing activities by importance and urgency Scheduling activities according to the priorities set, and knowing your daily cycle and handling the most demanding parts of your job during the high part of your cycle when you are most productive and alert.
ORGANISATIONAL STRATEGIES: Stress can affect any worker or a manager, young or old. And almost any job condition can create stress depending upon an employees perception.
Selection and Placement: While certain jobs are more stressful than others, individuals differ in their response to stress situations. For example the individuals with little experience or an external locus of control tend to be more stress prone. Selection and placement decisions should take those facts into consideration. Obviously, while management shouldnt restrict hiring to only experienced individuals with an internal locus, such individuals may adapt better to high stress jobs and perform those jobs more effectively.
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Goal Setting: Individuals perform better when they have specific and challenging goals and receive feedback on how well they are progressing towards these goals. The use foals can reduce stress as well as provide motivation.
Job Redesign: Redesigning jobs to give employees more responsibility, more meaningful work, more autonomy, and increased feedback can reduce stress, because these factors give the employee greater control over the activities and lesson dependence on others.
Participative Decision Making: Role stress is detrimental to a large extent because employees feel uncertain about goals, expectations, hoe they will be evaluated, and the like. By giving these employees a voice in those decisions that directly affect their performance, management can increase employee control and reduce this role stress.
Organizational communication: Increasing formal communication with employee reduces uncertainty by lessening role ambiguity and role conflict. Given the importance that perceptions play in moderating the stress-response relationship, management can also use effective communications as a means of shaping employee performance.
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Wellness programs: The final suggestion is to offer organizationally supported wellness programs. These programs focus on the employees total physical and mental condition. For example, they typically provide workshop to help people quit smoking, control alcohol use, lose weight, eat better and develop a regular exercise program. The assumption underlying most wellness programs is that employees need to take personal responsibilities for their mental and physical health. The organization is merely a vehicle to facilitate this end.
Counseling for highly stressed employees: The life style of people and environmental stressors cannot be completely eliminated, how so ever desirable that goal may be organizations will always have some people who are over stressed, whether due to their own predicament or due to the stress that accompanies their work. The only way to avoid this is to assist such an unfortunate employees by providing the necessary facilities that will take care of stress.
SEVEN STEPS TO COPE WITH CHAOS AND EMERGE A WINNER; Dont take it personally: Business changes and management changes thats the nature of hi-tech. But theres no return on spending time obsessing over whos to blame.
Assess your achievements;
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After every project its important to sort out the positives and negatives, and then integrate the lessons learned into your project, job or career.
Dont focus on negative: There is a positive outlook in every situation, and its important to focus on that before anything else. Look at what wouldnt happen if you hadnt been there. This will encourage you to move forward to the next challenge.
Know when to give up: Truly believe that if you cant go through the barricade, you can go over, you can go under it, or you can around it. But you also need to step back when its too hard if you feel you are constantly pushing uphill or hitting your head against a wall, its time to let go or take a new approach.
Know your purpose: Focus on your long term goals. Dont get caught up in one particular aspect of a project. Take a step back and concentrate on the original purpose.
Keeping exploring new avenues: Keep trying new things. There is always angle or approach to a job. Try them all. You must find the one thats right for you. Something even better than the old one. So, let change be a challenge to take you places. From chaos to comfort zone confidently.
CONCEPT OF STRESS:
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The term stress has been borrowed from physical sciences where it is used to mean force, pressure or strain applied on an organism, which resists this force and struggles to maintain its original position. It was Selye who introduced the concept of stress in life sciences more than five decades age. Selye (1946) observed the reactions of his animal subjects to a variety of stimuli and proposed three stages in the General Adaption Syndrome (GAS) model, to explain the stress phenomenon; Alarm Reaction Stage and Exhaustion Stage.
Ever since Selyes pioneering work on stress, the term has been used variously by researchers of various academic fields to meet their specific requirements. Even the psychologists and behavior lists have been using the term differently. One group of researches, viewing stress a stimulus phenomenon, regard it as an external force operating on an individual which is perceived as a threat. The other group believes that stress should be conceived as an organisms response to internal and external processes that go beyond the limits of physical, psycho-physiological and integrative capacities. There is however still another group of analysts who feel that stress is the outcome of the transaction between the stimulus and the response. Most of the behavioral scientists belong to the third category and believe that stress is a situation created by the interaction between the stimulus or the external force upon the individual and the deviation or the changes made by the individual in response to the external force.
Stress, is therefore a dynamic condition in which an individual is confronted with an opportunity, constraint or demand related to what the individual desires and for which the outcome is perceived to be both uncertain and important. Hence, stress involves an
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interaction between the person and the environment. It begins with the environmental demand or opportunity for a person to behave and ends with the persons response to that opportunity or demand. These demands and influences combine and continuously pressurize an individual until stress develops. However, stress is essentially a psychological and internal phenomenon and its level is subservient to many factors like perception of the individual vis--vis his capacity to deal with the situation and the importance of the possible outcome thereof.
COPING WITH STRESS: Stress has been a part of every civilization and as such people cannot imagine of a stress free life. Nevertheless, given the physical, psychological and behavioral repercussions, individuals and organizations cannot afford to live in the continuous state of tension and anxiety. The researchers have therefore been trying to find out the ways and means to counteract stress. In general, two different strategies of coping with stress have been advocated, avoider and coper. The avoider solves the stress problems simply by denying them, diverting attention, taking time off from routine preoccupations and developing hobbies. (Sharma 1983), Contrary to it, the coper seeks out stress situations so as to learn how to cope with them. Similarly, Pareek (1983) suggests that effective coping strategies are approach strategies, to confront the problem of stress a challenge and to enhance the capability of dealing with it. Ineffective and unpleasant strategies are avoidance or escape strategies, to reduce the feeling of stress by resorting the escapism, denying the reality of stress through use of alcohol drugs and smoking for example.
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Numerous studies have suggested that social support moderates the negative effects of stress on personal well-being.
Some researchers believe that organizational stress can best be managed by creating a person-work environment fit (Agarwal, 1985). Calling this synthesis a job characteristics approach he has empirically found that linking the individual to the job characteristics yields the result of low absenteeism and turnover and high worker satisfaction.
Investigating the impact of yoga and meditation on stress experience has been yet another field of fascination for researchers. Despite the voluminous research on stress management, no panaceas therapy has so far been evolved for effectively managing stress that has been covertly taking its toll. Moreover, the thrust has unevenly been on coping and the preventive antidote. As a potent method of mitigating the impact of this inevitable phenomenon, it has been largely overlooked.
EFFECTS OF STRESS: Due to its far-reaching consequences for organizational health and member well being stress phenomenon has, globally emerged as a focal theme of research a number of studies have been conducted to explore stress situation in the Indian banking industry as well. The studies conducted by Ananthrama and Gopikumar (1990), and Rajeshwari (1992), are but to name a new.
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1.2 INTRODUCTION TO THE INDUSTRY:

GARMENT INDUSTRY IN INDIA: India a country traditionally known as a producer of low cost products and is popular for its cheap labours, has now transformed to a stage where supply of high fashion garments with value addition has generated. Indian Knitting Industry has emerged as a premier supplier of value added items earning high foreign exchange.
For the past 5 years, there was a phenomenal change in technology and large number of sophisticated computerized knitting and embroidery machines, full fledged processing units, individual machine, compacting machines and other machinery required for manufacturing have been imported. Moreover exporters have started concentrating on value added products and high unit value realization.
Indian Knitwear Industry has been able to win all the sophisticated world market including European Union, USA, Canada and Japan besides increasing its export growth rate in non-quota market. World renowned labels like Nike, Lacoste, St. Micheal, Bennetton, Jockey, Cabida, Marks & Spencer, C & A are being manufactured in India. This it is sufficient to prove capability of our industry.
The Indian Textile and Garment Industries including Knitwear sector due to its unique nature has the flexibility to accommodate all kinds of fashion demands, size of order, ensuring quality, delivery, price structure and quick response to customer needs.
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The garment industry has undergone significant change and the gradual up gradation of technology for better quality has been its surge. The improvement in quality of product keeps Indias regular buyers together.
The Central Government has decided to start Apparel Parks in important towns to boost export of readymade garments.
The textiles and Garment Export target for 2001-2002 was about US $ 15 Billion and the achievement was likely to be around US $ 11 Billion. The target for 2002-2003 is US $ 15 Billion which is 37% higher that of the years export.
The competitors for our country garment export are China, Pakistan, Sri Lanka and Bangladesh.
India is a major exporter of fabrics and accessories for the global fashion industry. Indian ethnic designs and materials are an important factor in the plans of fashion houses and garment manufacturers the world over. India happens to be one of the biggest players in the international fashion arena, in fabric sourcing for fashion wear.
The Indian garment and fabric industries have several major favorable factors in terms of cost effectiveness in manufacture and raw material, quick adjustment to what will sell, and a vast and relatively inexpensive skilled work force. India offers the international fashion houses competitive prices, shorter lead times and a virtual monopoly in embellishments.
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India is giving an appreciable export performance of readymade garments for more than two decades. The readymade garment sector in India, Knitwear garments in particular, with its inherent strength of a strong raw materials base and abundant skilled labours force available at competitive cost, has great potential to improve upon its present global share of exports.
Constituting 54% of the total world garment trade, knits have been doing better year after year, all over the world. Luckily, India does have the strength, resting on two pillars, i.e., Ludhiana in the North and Tirupur in the South.
Tirupur, popularly known as the BANIAN CITY of the south has come a long way, from a small cotton marketing centre with a few ginning factories, to become a prominent cluster of small manufacturing enterprises gainfully engaged in the production and export of a range of knitted apparel.
The readymade garments exports accounts for 40% of textile exports and textiles, as a whole, accounts for 30% of Indias total exports. The share of knitwear in total garment exports is of the order of 40% and the share of Tirupur Knitwear is 36%.
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1.3. INTRODUCTION OF THE COMPANY:

Best Wing Exports was promoted by Mr. K. Kandasamy, who has been in Garment industry for more than 21 years. The organization was started with a minimum of only 20 employees and then it has been now developed as a very big concern. It is located in Oddakadu, Tirupur. The company owns a complete set of production system including fashion design, pattern making, cutting stitching and finishing.
Best Wing Exports believes in adding value to every activity they undertake in their business of readymade garments. The Best Wing is a government of India recognized export house, specializing in manufacture of readymade garments to the international market. Their product assortment covers T-shirts, Blouses, Boxer Shirts, Bermudas and shirts etc.
The Best Wing Exports was one of the fast developing concerns in Tirupur and the machines used in the company are latest technology machines and automatic machines.
Their principle countries of export are FRANCE, ITALY and AUSTRALIA.
Best Wing Exports banker is oriental bank of commerce, kumaran Road, Tirupur.
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PRODUCTION DEPARTMENT: Production is the foundation on which every organization is built. Production and Marketing of goods and services are the fundamental objectives of the organization. In the Best Wing Exports the activities of the Production Department are as follows:
Sampling: According to the sample given by the buyer, the sampling supervisor has to buy the threads of different counts. The sample is then checked whether it is qualified according to the original sample. If it is qualified then the process of production begins. So the finalization of qualifying sample is done after the process.
Knitting: The knitting is the second stage in production process and it is done in the knitting unit. There are 30 machines in the knitting unit, they are: RIB STRIBED JACQUARD FLEECE PINE The name of the company for machines is ORZIO, Italy made.
Cutting: 21
In cutting section the fabric is cutter into different pattern according to the buyers order. There are 15 tables in the concern. The sizes are of different like XS, S, L, XL, XXL and XXXL. Stitching: The stitching is done using three machines 1) Over Lock: There are 30 over lock machines in the company. 2) Flat Lock: there are 15 flat lock machines in the company. 3) Singer: There are 40 singer machines in the company and each machine has one tailor and one helper. Inspection: It is done by the inspection officer from the buying house. If there is any mistake the goods are sent fro rechecking or it will be disposed.
MARKETING AND SALES DEPARTMENT: The following are the functions of the marketing and sales department, 1) To give direction and purpose to the marketing division as a whole as to its various departments. 2) To place tactical plans correctly in the strategic setting. 3) To place present activities in prospective. 4) To set growth activities. 5) To analyze the markets thoroughly. 6) To establish the organization methods that will be required. 7) Studying the consumer psychology and demand.
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8) Studying the market fluctuations. 9) Studying the conditions existing in competitive firms.
FINANCE DEPARTMENT: At the end of every financial year the books of accounts are audited by the bank. The performance of the company during the year is given in writing. The annual report is sent to the partners for their approval. Annual Report: At the end of every financial year the books of accounts are audited by the bank. The performance of the company during the year is given in writing. The annual report is sent to the partners for their approval. Wages: The wages can be given to the workers by the finance department in two ways, they are; 1. Time rate system. 2. Piece rate system. In time rate system the wages are paid according to the periods the workers work. They are specialized in areas like Fabrication, Steam, Calendaring, etc. In piece rate system the wages are paid according to the quality they produce. The piece rate system is applicable to Stitching, Cutting, Ironing, Checking, etc. The wages are provided to the workers by the finance department by the above mentioned ways.
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1.4 SCOPE OF THE STUDY
The study indicates the job stress of the workers The study mainly focuses on various satisfactory levels like plan prior to work. The study also reveals factors of workers. The study also reveals the technological advancement. The study also says about the relaxation techniques It helps to find about the stress faced by the workers during the work time.
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1.5 OBJECTIVES OF THE STUDY
Primary Objective: To know the job stress among the workers in Best Wing Exports.
Secondary Objectives: To know the various factors causing stress.
To know stress-related diseases the employees are challenged by.
To know the sub-ordinates participation in decision making.
To know the working condition prevailing in their current job.
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1.6 LIMITATIONS OF THE STUDY
The study is limited to only 100 respondents. Only a small number of factors is considered for analysis. The respondents do not get enough time to fill the questionnaire due to their busy schedule in work. Study is only within the organization. Many of the persons dont say the real facts because of fearness.
1.7 CHAPTER SCHEME:

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The present study is dividend into five chapters as follows. CHAPTER I INTRODUCTION AND DESIGN OF THE STUDY It is followed by introduction of job stress, causes of stress, work related stress, stress personalities, introduction to the industry, introduction of the company, scope of the study, objectives of the study and limitations of the study. CHAPTER II REVIEW OF LITERATURE The second chapter deals with the review of literature. CHAPTER III RESEARCH METHODOLOGY The third chapter contains the sampling techniques, data collection and anlaysis of data. CHAPTER IV ANALYSIS AND INTERPRETATION Data analysis and interpretations are presented in the fourth chapter. CHAPTER IV FINDINGS, SUGGESTIONS AND CONCLUSION This chapter describes two parts. The first part of the chapter contains the major findings of the various statistical analysis used in this study. The second part of this chapter contains the conclusion along with a few relevant constructive suggestions.
CHAPTER II
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REVIEW OF LITERATURE
For any research endeavor, a thorough review of literature is of paramount importance. Such an effort will highlight the past attempts made and provide a clear comprehension of similar studies.
The forthcoming part of this chapter deals with the summary of the research studies already conducted by various previous researches. This review of literature available enables the researcher to define the problem of study precisely, shape the methodology and sharpen analytical tools.
STUDIES RELATING TO STRESS: Stress has been called the invisible disease. It affects psychological and physiological condition of persons and causes loss of efficiency in his works.
The literature on stress-related research is replete with evidence of the conditions such as: migraine, hypertension, heart diseases and asthma. These are the problems related to job stress and health dimensions. The literature on stress distinguishes between bad stress (distress) and good stress (eustress). Distress is reported to have detrimental, even pernicious effects; while eustress has beneficial effects, such as desire to take additional responsibility. Greenwood (1979) uses the terms distress and eustress to refer to effects of stress, and not to different kinds of stress. They also suggest that executive should strive to manage their stress level and to minimize the distressing effects and to maximize the eustress effects. The common psychological conditions associated with stress are 28
dissatisfaction, apathy, withdrawl, projection, tunnel vision, and forgetfulness, inner confusion vacillation in decision making, irritability procrastination and tendency to become distraught with trifles (Schuler, 1980). These lower the effectiveness of an executive.
There is some evidence that over involvement in the work role may be associated with reduced positive mental health (Oater, 1971) due to excessive workload, pressure and tension in job.
Stress is defined as a persons perception of event; based upon his/her ability to handle it, or previous experience in coping with it mechanic, (1974); Wild & Hanes (1978), describe it as a condition that disturbs the individuals psychological and/or psychological state such that he/she is forced to deviate from normal functioning. Stress is explained as an adaptive response, moderated by the individual differences, that is consequence of any action, situation or force that places special physical demands, psychological demands or both on the individual (Ivancevich & Matteston, 1978, 1996). Wrrick (1981), states that it is the mental, emotional, physical and behavioral response to anxiety producing events. Carol A. Betty (1996) has found that the hypothesis that senior manager would have higher levels of anxiety, depression and hostility than middle manager is not supported by factual evidence.
Karasek and Theorell (1990) have found in their study that higher level of stress is presented in the blue collar workers and in those with lower occupational status than in managers.
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Cobb and Karl (1970) observe that individuals with high education achievements but low-level status exhibit abnormally high level of anger, tiredness, depression and low self-esteem. Based on the above studies it was hypothesized that senior executive experience more stress than lower level executives.
Balaraman (1981), shows that the managers peak efficiency will be lower at level of stress, which are above and below the optimum stress level.
Andrews and Farris, (1972); Beehr, Walsh and Taber, (1976) observe A five year penal study was conducted for managerial grade finally they concluded that eustress and positive mental health are of potent measures of managerial effectiveness.
Corneille (1996) suggests: We triumph without glory when we conquer without danger. The total elimination of stress could therefore greatly reduce the quality of life.
Bernard (1968) differentiated it calling unpleasant stress Distress and pleasant stress Eustress. He also says that stress situation is often the impetuses for adoption and changes which are beneficial in long run.
Caplan et al, (1976); Couborn (1975); find out the relation between the stress and low self esteem and also mentioned about the mental problem caused by stress and boredom.
Beehr, Walsh ands Taber (1967) they find show the cause of stress is fatigue.
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Around 40% of the sampled executives say that they frequently lie awake at night or wake up thinking about work problems, while 33% report that they often feel incapable of relaxing at home because of stress. This is the Crux of a survey conducted by the wall Street Journal (1982), which so ingeniously conveys how latently and relentlessly job stress takes the toll on working people.
Stress has probably been associated even with the life of pre-historic man is there to stay in every socio-economic setting. The stress level is on the continuous rise because of the increasing competition and attempts at trying to keep pace with the advancements in ones field together with constant threat of falling short of ones own and other expectations.
CHAPTER III RESEARCH METHODOLOGY
RESEARCH:
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Research is a common parlance refers to a search of knowledge. It can be defined as a scientific and systematic search for pertinent information on a specific task. Infact research is an art of scientific investigation. The advanced learners dictionary of current English lays down the meaning of research as A careful investigation of inquiry especially through search for new facts in any branch of knowledge. Research is thus a systematized effort to gain new knowledge.
RESEARCH DESIGN: A research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. The researcher has undertaken a descriptive type of research. It describes the characteristics of population (or) presentation of answers for the question like whom, what, where, when and how relating to a field (or) matter. This study will present the state of affairs as it exists. This type of study mainly helps to know the past and to predict the future.
SAMPLE SIZE: It refers to the number of items to be selected from the universe to constitute a sample. The total population in the Bestwing Exports is 186; from the population the researcher for the purpose of study took a sample size of 100.
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SAMPLING TECHNIQUE: The sampling technique used to collect the data from the respondents is Simple Random Sampling method. Random Sampling from a finite population refers to that method of sample selection which gives each possible sample combination on equal probability of being picked up and each item in the entire population to have an equal chance of being included in the sample.
INSTRUMENTATION: The instrumentation used to collect the data from the respondents is questionnaire which consists of list of five point scale questions.
DATA COLLECTION: While dealing with any real life problem, it is obvious that data at hand are inadequate and hence it becomes necessary to collect the data that are appropriate. Depending upon the sources of information available data can be classified as: Primary data Secondary data
Primary Data: The research was done with the help of questionnaire that proved to be effective in collecting the relevant information.
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Secondary Data: Secondary data was collected from company records, books, brouchers and journals.
ANALYSIS OF DATA: Simple percentage analysis was initially done to edit and tabulate the data collected through the questionnaire. Pie, bar and column charts have been used to explain the data graphically.
CHAPTER IV ANALYSIS AND INTERPRETATION TABLE 4.1: AGE OF THE RESPONDENTS

SL.NO AGE NO. OF RESPONDENTS PERCENTAGE
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1 2 3 4
Below 20 years 21 30 years 31 40 years Above 40 years TOTAL
9 29 7 5 50
18% 58% 14% 10% 100%
CHART4.1: AGE OF THE RESPONDENTS

AGE OF THE RESPONDENTS
70% PERCENTAGE 60% 50% 40% 30% 20% 10% 0% Below 20 years 21 30 years AGE 31 40 years Above 40 years 18% 14% 10% 58%
INTERPRETATION: The above table infers that 18% of the respondents are below 20 years of age, 58% of the respondents are from 21 30 years of age, 14% of the respondents are from 31 40 years of age and 10% of the respondents are above 40 years. Majority (58%) of the respondents are from 21 30 years of age.
TABLE4.2: GENDER OF THE RESPONDENTS
SL.NO 1 2
GENDER Male Female TOTAL
NO. OF RESPONDENTS 34 16 100
PERCENTAGE 68% 32% 100%
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CHART 4.2: GENDER OF THE RESPONDENTS
GENDER OF RESPONDENTS
80% 60% PERCENTAGE 40% 20% 0%
68%
32%
Male GENDER
Female
INTERPRETATION: The above table shows that 68% of the respondents are male and 32% of the respondents are female. Majority (68%) of the respondents are male.
TABLE4.3: EDUCATIONAL QUALIFICATION OF THE RESPONDENTS

SL.NO 1 2 3 4 5 EDUCATIONAL QUALIFICATION School Level Diploma Graduate Professional Others NO. OF RESPONDENTS 9 12 16 8 5 PERCENTAGE 18% 24% 32% 16% 10%
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TOTAL
50
100%
CHART 4.3: EDUCATIONAL QUALIFICATION OF THE RESPONDENTS

EDUCATIONAL QUALIFICATION
35% 30% 25% 20% 15% 10% 5% 0% School Level Diploma Graduate Professional Others 18% 24% 16% 10% 32%
INTERPRETATION: The above table infers that 18% of the respondents are School level, 24% of the respondents are Diploma Holders, 32% of the respondents are Graduates, 16% of the respondents are Professional and 10% of the respondents are others. Majority(32%) of the respondents are Graduates.
TABLE4.4: MARTIAL STATUS OF THE RESPONDENTS
SL.NO 1 2
MARTIAL STATUS Married Unmarried TOTAL
NO. OF RESPONDENTS
PERCENTAGE
21 29 50
42% 58%
Married
CHART4.4: MARTIAL STATUS OF THE RESPONDENTS Unmarried 37
INTERPRETATION: The above table shows that 58% of the respondents are married and 42% of the respondents are unmarried. Majority(58%) of the respondents are married.
TABLE4.5: NATURE OF FAMILY OF THE RESPONDENTS
SL.NO 1 2
NATURE OF THE FAMILY Nuclear Joint TOTAL
NO. OF RESPONDENTS 18
32 NATURE OF THE FAMILY 50
CHART4.5: NATURE OF FAMILY OF THE RESPONDENTS

36% Nuclear Joint 64%
38
INTERPRETATION: The above table shows that 64% of the respondents are in Nuclear family and 36% of the respondents are in Joint family. Majority (64%) of the respondents are in Nuclear family.
TABLE 4.6: NUMBER OF MEMBERS IN THE FAMILY OF THE RESPONDENTS

SL.NO 1 2 3 NO. OF MEMBERS Below 3 members 3 5 members Above 5 members TOTAL NO. OF RESPONDENTS 9 30 11 50 PERCENTAGE 18% 60% 22% 100%
CHART 4.6: NUMBER OF MEMBERS IN THE FAMILY OF THE RESPONDENTS
39
NUMBER OF MEMBERS IN THE FAMILY

70% PERCENTAGE 60% 50% 40% 30% 20% 10% 0% Below 3 members 3 5 members NO. OF MEMBERS Above 5 members 18% 22% 60%
INTERPRETATION: The above table shows that 18% of the respondents are having below 3 members in the family, 60% of the respondents are having 3 5 members and 22% of the respondents are having above 5 members in the family. Majority (60%) of the respondents are having 3 5 members in the family.
TABLE 4.7: EXPERIENCE OF THE RESPONDENTS

SL.NO 1 2 3 4 EXPERIENCE Below 5 years 5 10 years 11 15 years Above 15 years NO. OF RESPONDENTS 34 10 3 3 PERCENTAGE 68% 20% 6% 6% 100%
TOTAL 50 EXPERIENCE OF THE RESPONDENTS

68% 70% CHART 60% EXPERIENCE OF THE RESPONDENTS 4.7: 50% 40% PERCENTAGE 30% 20% 20% 6% 6% 10% 0% Below 5 5 10 years 11 15 Above 15 40 years years years EXPERIENCE
INTERPRETATION: The above table shows that 68% of the respondents are having below 5 years of experience, 20% of the respondents are having 5 10 years of experience, 6% of the respondents are having11 15 years of experience and above 15 years of experience symmetrically. Majority(68%) of the respondents are below 5 years of experience.
TABLE 4.8: IMPOSING HEAVY WORK ON A SINGLE PERSON
SL.NO 1 2
IMPOSING HEAVY WORK Yes No TOTAL
NO. OF RESPONDENTS 26 24 50
CHART 4.8: IMPOSING HEAVY WORK ON A SINGLE PERSON
IMPOSING HEAVY WORK
48%
52%
41
Yes No
INTERPRETATION: The above table shows that 48% of the respondents say YES to imposing heavy work and 52% of the respondents say NO. Majority (52%) of the respondents are NO to imposing heavy work on a single person.
TABLE 4.9: GETTING MORE ORDERS FROM THE BUYERS

SL.NO 1 2 GETTING MORE ORDERS Yes No TOTAL NO. OF RESPONDENTS 33 17 50 PERCENTAGE 66% 34% 100%
CHART 4.9: GETTING MORE ORDERS FROM THE BUYERS

GETTING MORE ORDERS
70% 60% 50% 40% 30% 20% 10% 0% Yes 34% 66%
42
No
INTERPRETATION: The above table shows that 66% of the respondents say YES to get more orders and 34% of the respondents say NO to getting more orders. Majority (66%) of the respondents say YES to get more orders.
TABLE 4.10: PROPER PLANNING REDUCES STRESS OF THE RESPONDENTS

SL.NO 1 2 PROPER PLANNING Yes No TOTAL NO. OF RESPONDENTS 33 17 50 PERCENTAGE 66% 34% 100%
CHART 4.10: PROPER PLANNING REDUCES STRESS OF THE RESPONDENTS

PROPER PLANNING
70% 60% 50% 40% 30% 20% 10% 0% Yes 34% 66%
43
No
INTERPRETATION: The above table shows that 66% of the respondents say YES to proper planning reduces stress and 34% of the respondents say NO to proper planning reduces stress. Majority (66%) of the respondents say YES to proper planning reduces stress.
TABLE 4.11: INSUFFICIENCY OF BASIC NEEDS OF THE RESPONDENTS

SL.NO 1 2 INSUFFICIENCY OF BASIC NEEDS Yes No TOTAL NO. OF RESPONDENTS 29 21 50 PERCENTAGE 58% 42% 100%
CHART 4.11: INSUFFICIENCY OF BASIC NEEDS OF THE RESPONDENTS
INSUFFICIENCY OF BASIC NEEDS
58% 60% 50% 40% 30% 20% 10% 0% Yes No 42%
44
INTERPRETATION: The above table shows that 58% of the respondents say YES to insufficiency of basic needs and 42% of the respondents say NO to insufficiency of basic needs. Majority (58%) of the respondents are YES to insufficiency of basic needs.
TABLE 4.12: INADEQUATE TRAINING FACILITY OF THE RESPONDENTS

SL.NO 1 2 INADEQUATE TRAINING FACILITY Yes No TOTAL NO. OF RESPONDENTS 23 27 50 PERCENTAGE 46% 54% 100%
CHART 4.12: INADEQUATE TRAINING FACILITY OF THE RESPONDENTS

INADEQUATE TRAINING FACILITY
46% 54%
Yes No
45
INTERPRETATION: The above table shows that 54% of the respondents say YES to inadequate training facility and 46% of the respondents say NO to inadequate training facility. Majority (54%) of the respondents say YES to inadequate training facility.
TABLE 4.13: TIME OF WORK OF THE RESPONDENTS

SL.NO 1 2 TIME OF WORK Part time Full time TOTAL NO. OF RESPONDENTS 17 33 50 PERCENTAGE 34% 66% 100%
CHART 4.13: TIME OF WORK OF THE RESPONDENTS TIME OF WORK OF THE RESPONDENTS
TIME OF WORK
Full time
66%
Part time
34%
0%
10%
20%
30%
40%
50%
60%
70%
PERCENTAGE
46
INTERPRETATION: The above table shows that 66% of the respondents are full time workers and 34% of the respondents are part time workers. Majority (66%) of the respondents are full time workers.
TABLE 4.14: OPINION ABOUT PRIOR PLANNING TO WORK

SL.NO 1 2 3 4 OPINION Strongly Agree Agree Disagree Strongly Disagree TOTAL NO. OF RESPONDENTS 17 26 3 4 50 PERCENTAGE 34% 52% 6% 8% 100%
CHART 4.14: OPINION ABOUT PRIOR PLANNING TO WORK

OPINION ABOUT PRIOR PLANNING TO WORK
60% 50% 40% 30% 20% 10% 0% Strongly Agree Agree Disagree Strongly Disagree 6% 8% 34% 52%
INTERPRETATION: 47
The above table shows that 34% of the respondents strongly agree with the statement prior planning to work, 52% of the respondents agree, 6% of the respondents disagree and 8% of the respondents strongly disagree with the statement prior planning to work. Majority (52%) of the respondents agree with the statement prior planning to work.
TABLE 4.15: OPINION ABOUT GETTING CONSIDERABLE LEISURE TIME

CHART 4.15: OPINION ABOUT GETTING CONSIDERABLE LEISURE TIME

CONSIDERABLE LEISURE TIME
60% 50% 40% 30% 20% 10% 0% Strongly Agree Agree Disagree Strongly Disagree 12% 22% 10% 56%
INTERPRETATION: The above table shows that 12% of the respondents strongly agree with the statement getting considerable leisure times, 56% of the respondents agree, 22% of the 48
respondents disagree and 10% of the respondents strongly disagree with the statement of getting considerable leisure time. Majority (56%) of the respondents agree with the statement of getting considerable leisure time.
TABLE 4.16: OPINION ABOUT HEAVY WORKLOAD

CHART 4.16: OPINION ABOUT HEAVY WORK LOAD

OPINIION ABOUT HEAVY WORKLOAD
40% 35% 30% 25% 20% 15% 10% 5% 0%
36% 24%
22%
18%
Strongly Agree
Agree
Disagree
Strongly Disagree
INTERPRETATION: The above table shows that 24% of the respondents strongly agree with the statement about heavy workload, 36% of the respondents agree, 22% of the respondents disagree and 18% of the respondents strongly disagree with the statement about heavy work load.
49
Majority (36%) of the respondents agree with the statement about heavy work load.
TABLE 4.17: OPINION ABOUT PROMOTIONAL OPPORTUNITY

CHART 4.17: OPINION ABOUT PROMOTIONAL OPPORTUNITY

PROMOTIONAL OPPORTUNITY
60% 50% 40% 30% 20% 10% 0% Strongly Agree Agree Disagree Strongly Disagree 22% 14% 12%
52%
INTERPRETATION: The above table shows that 22% of the respondents strongly agree with the statement about promotional opportunity, 52% of the respondents agree, 14% of the respondents disagree and 12% of the respondents strongly disagree with the statement about promotional opportunity.
50
Majority (52%) of the respondents agree with the statement about promotional opportunity.
TABLE 4.18: OPINION ABOUT SUBORDINATE PARTICIPATION

CHART 4.18: OPINION ABOUT SUBORDINATE PARTICIPATION

SUBORDINATE PARTICIPATION
45% 40% 35% 30% 25% 20% 15% 10% 5% 0% 40% 34% 20% 6%
Strongly Agree
Agree
Disagree
Strongly Disagree
INTERPRETATION: The above table shows that 20% of the respondents strongly agree with the statement about subordinate participation, 40% of the respondents agree, 34% of the respondents disagree and 6% of the respondents strongly disagree with the statement about subordinate participation. Majority (40%) of the respondents agree with the statement about promotional opportunity.
51
TABLE 4.19: OPINION ABOUT INSUFFICIENCY OF SUBORDINATES

CHART 4.19: OPINION ABOUT INSUFFICIENCY OF SUBORDINATES

INSUFFICIENCY OF SUBORDINATES
40% 35% 30% 25% 20% 15% 10% 5% 0% 36% 30% 22% 12%
Strongly Agree
Agree
Disagree
Strongly Disagree
INTERPRETATION: The above table shows that 22% of the respondents strongly agree with the statement insufficiency of subordinates, 36% of the respondents agree, 30% of the respondents disagree and 12% of the respondents strongly disagree with the statement insufficiency of subordinates. Majority (36%) of the respondents agree with the statement insufficiency of subordinates.
52
TABLE 4.20: OPINION ABOUT UNPLEASANT WORKING CONDITION

CHART 4.20: OPINION ABOUT UNPLEASANT WORKING CONDITION

UNPLEASANT WORKING CONDITION
45% 40% 35% 30% 25% 20% 15% 10% 5% 0% 40%
24%
24% 12%
Strongly Agree
Agree
Disagree
Strongly Disagree
INTERPRETATION: The above table shows that 24% of the respondents strongly agree with the statement unpleasant working condition, 40% of the respondents agree, 24% of the respondents disagree and 12% of the respondents strongly disagree with the statement unpleasant working condition. Majority (40%) of the respondents agree with the statement unpleasant working condition.
TABLE 4.21: OPINION ABOUT CURRENT PERFORMANCE APPRAISAL

53
SL.NO 1 2 3 4
OPINION Strongly Agree Agree Disagree Strongly Disagree TOTAL
NO. OF RESPONDENTS 14 15 17 4 50
PERCENTAGE 28% 30% 34% 8% 100%
CHART 4.21: OPINION ABOUT CURRENT PERFORMANCE APPRAISAL

CURRENT PERFORMANCE APPRAISAL
40% 35% 30% 25% 20% 15% 10% 5% 0% 34%
28%
30%
8%
Strongly Agree
Agree
Disagree
Strongly Disagree
INTERPRETATION: The above table shows that 28% of the respondents strongly agree with the statement current performance appraisal, 30% of the respondents agree, 34% of the respondents disagree and 8% of the respondents strongly disagree with the statement current performance appraisal. Majority (34%) of the respondents disagree with the statement current performance appraisal.
TABLE 4.22: OPINION ABOUT DEALING AND TIME PRESSURE

SL.NO OPINION NO. OF RESPONDENTS PERCENTAGE
54
1 2 3 4
Strongly Agree Agree Disagree Strongly Disagree TOTAL
10 22 10 8 50
20% 44% 20% 16% 100%
CHART 4.22: OPINION ABOUT DEALING AND TIME PRESSURE

DEALING AND TIME PRESSURE
50% 40% 30% 20% 10% 0% Strongly Agree Agree Disagree Strongly Disagree 20% 20% 44%
16%
INTERPRETATION: The above tables shows that 20% of the respondents strongly agree with the statement about dealing and time pressure, 44% of the respondents agree, 20% of the respondents disagree and 16% of the respondents strongly disagree with the statement about dealing and time pressure. Majority (44%) of the respondents agree with the statement about dealing and time pressure.
TABLE 4.23: OPINION ABOUT TRAVELLING CAUSES STRESS

SL.NO 1 OPINION Strongly Agree NO. OF RESPONDENTS 12 PERCENTAGE 24%
55
2 3 4
Agree Disagree Strongly Disagree TOTAL
14 18 6 50
28% 36% 12% 100%
CHART 4.23: OPINION ABOUT TRAVELLING CAUSES STRESS

TRAVELLING CAUSES STRESS
40% 35% 30% 25% 20% 15% 10% 5% 0% 36% 28% 24% 12%
Strongly Agree
Agree
Disagree
Strongly Disagree
INTERPRETATION: The above tables shows that 24% of the respondents strongly agree with the statement about traveling causes stress, 28% of the respondents agree, 36% of the respondents disagree and 12% of the respondents strongly disagree with the statement about traveling causes stress. Majority (36%) of the respondents disagree with the statement about traveling causes stress.
TABLE 4.24: OPINION ABOUT TECHNOLOGICAL ADVANCEMENT

SL.NO 1 OPINION Strongly Agree NO. OF RESPONDENTS 14 PERCENTAGE 28%
56
2 3 4
Agree Disagree Strongly Disagree TOTAL
18 13 5 50
36% 26% 10% 100%
CHART 4.24: OPINION ABOUT TECHNOLOGICAL ADVANCEMENT

TECHNOLOGICAL ADVANCEMENT
40% 35% 30% 25% 20% 15% 10% 5% 0% 36% 28% 26%
10%
Strongly Agree
Agree
Disagree
Strongly Disagree
INTERPRETATION: The above tables shows that 28% of the respondents strongly agree with the statement about technological advancement, 36% of the respondents agree, 26% of the respondents disagree and 10% of the respondents strongly disagree with the statement about technological advancement. Majority (36%) of the respondents agree with the statement about technological advancement.
TABLE 4.25: OPINION ABOUT TECHNOLOGICAL INSUFFICIENCY

SL.NO 1 2 3 OPINION Strongly Agree Agree Disagree NO. OF RESPONDENTS 9 9 20 PERCENTAGE 18% 18% 40%
57
Strongly Disagree TOTAL
12 50
24% 100%
CHART 4.25: OPINION ABOUT TECHNOLOGICAL INSUFFICIENCY

TECHNOLOGICAL INSUFFICIENCY
40% 35% 30% 25% 20% 15% 10% 5% 0% 40%
24% 18% 18%
Strongly Agree
Agree
Disagree
Strongly Disagree
INTERPRETATION: The above tables shows that 18% of the respondents strongly agree with the statement about technological insufficiency, 18% of the respondents agree, 40% of the respondents disagree and 24% of the respondents strongly disagree with the statement about technological insufficiency. Majority (40%) of the respondents disagree with the statement about technological insufficiency.
TABLE 4.26: OPINION ABOUT INADEQUATE KNOWLEDGE

58
CHART 4.26: OPINION ABOUT INADEQUATE KNOWLEDGE

INADEQUATE KNOWLEDGE
45% 40% 35% 30% 25% 20% 15% 10% 5% 0% 42%
24%
20% 14%
Strongly Agree
Agree
Disagree
Strongly Disagree
INTERPRETATION: The above tables shows that 24% of the respondents strongly agree with the statement about inadequate knowledge, 42% of the respondents agree, 20% of the respondents disagree and 14% of the respondents strongly disagree with the statement about inadequate knowledge. Majority (42%) of the respondents agree with the statement about inadequate knowledge.
TABLE 4.27: OPINION ABOUT GATHERINGS AND GROUPS

CHART 4.27: OPINION ABOUT GATHERINGS AND GROUPS
59
GATHERINGS AND GROUPS

40% 35% 30% 25% 20% 15% 10% 5% 0% 36% 32% 20% 12%
Strongly Agree
Agree
Disagree
Strongly Disagree
INTERPRETATION: The above tables shows that 20% of the respondents strongly agree with the statement about gatherings and groups, 32% of the respondents agree, 36% of the respondents disagree and 12% of the respondents strongly disagree with the statement about gatherings and groups. Majority (36%) of the respondents disagree with the statement about gatherings and groups.
TABLE 4.28: OPINION ABOUT HAVING ENERGY AND ENTHUSIASM

SL.NO 1 2 % 4 OPINION Strongly Agree Agree Disagree NO. OF RESPONDENTS 11 19
HAVING ENERGY & ENTHUSIASM
PERCENTAGE 22% 38% 34% 6%
17 3
Strongly Disagree
38% 40% TOTAL 50 100% 34% 35% 30% CHART 4.28: OPINION ABOUT HAVING ENERGY AND ENTHUSIASM 22% 25% 20% 15% 6% 10% 5% 0% 60 Strongly Agree Disagree Strongly Agree Disagree
INTERPRETATION: The above tables shows that 22% of the respondents strongly agree with the statement about having energy & enthusiasm, 38% of the respondents agree, 34% of the respondents disagree and 6% of the respondents strongly disagree with the statement about having energy & enthusiasm. Majority (38%) of the respondents agree with the statement about traveling causes stress.
TABLE 4.29: OPINION ABOUT RELAXATION TECHNIQUES

SL.NO 1 2 3 4 OPINION Strongly Agree Agree Disagree Strongly Disagree TOTAL
35% 30% 25% 20% 15% 10% 5% 0% Strongly Agree Agree
NO. OF RESPONDENTS 13 17 11 9 50 RELAXATION TECHNIQUES
PERCENTAGE 26% 34% 22% 18% 100%
CHART 4.29: OPINION ABOUT RELAXATION TECHNIQUES 34%

26% 22% 18%
61
Disagree
Strongly Disagree
INTERPRETATION: The above tables shows that 26% of the respondents strongly agree with the statement about relaxation techniques, 34% of the respondents agree, 22% of the respondents disagree and 18% of the respondents strongly disagree with the statement about relaxation techniques. Majority (34%) of the respondents agree with the statement about relaxation techniques.
TABLE 4.30: OPINION ABOUT SUPERVISOR GUIDES

SL.NO 1 2 3 4 OPINION Strongly Agree Agree Disagree Strongly Disagree TOTAL
40%
NO. OF RESPONDENTS 18 20 6 6 50
SUPERVISOR GUIDES
PERCENTAGE 36% 40% 12% 12% 100%
CHART 4.30: OPINION ABOUT SUPERVISOR GUIDES 40% 36%

35% 30% 25% 20% 15% 10% 5% 0%
12%
12%
Strongly Agree
Agree
62
Disagree
Strongly Disagree
INTERPRETATION: The above tables shows that 36% of the respondents strongly agree with the statement about supervisor guides, 40% of the respondents agree, 12% of the respondents disagree and 12% of the respondents strongly disagree with the statement about supervisor guides. Majority (40%) of the respondents agree with the statement about supervisor guides.
TABLE 4.31: OPINION ABOUT MEDICAL FACILITIES

CHART 4.31: OPINION ABOUT MEDICAL FACILITIES

MEDICAL FACILITIES
60% 50% 40% 30% 20% 10% 0% Strongly Agree Agree 18% 22% 6% 54%
63
Disagree
Strongly Disagree
INTERPRETATION: The above tables shows that 18% of the respondents strongly agree with the statement about medical facilities, 54% of the respondents agree, 22% of the respondents disagree and 6% of the respondents strongly disagree with the statement about medical facilities. Majority (54%) of the respondents agree with the statement about medical facilities.
TABLE 4.32: OPINION ABOUT ADDITIONAL WORKERS TO REDUCE STRESS

CHART 4.32: OPINION ABOUT ADDITIONAL WORKERS TO REDUCE STRESS

ADDITIONAL WORKERS TO REDUCE STRESS
35% 30% 25% 20% 15% 10% 5% 0% Strongly Agree Agree 12% 28% 30% 30%
64
Disagree
Strongly Disagree
INTERPRETATION: The above tables shows that 28% of the respondents strongly agree with the statement about additional workers to reduce stress, 30% of the respondents agree, 30% of the respondents disagree and 12% of the respondents strongly disagree with the statement about additional workers to reduce stress. Majority (30%) of the respondents agrees and disagrees with the statement about additional workers to reduce stress.
TABLE 4.33: OPINION ABOUT OCCURRENCE OF STRESS

CHART 4.33: OPINION ABOUT OCCURRENCE OF STRESS

OCCURRENCE OF STRESS
45% 40% 35% 30% 25% 20% 15% 10% 5% 0% 40% 26% 18% 16%
Strongly Agree
Agree
Disagree
Strongly Disagree
65
INTERPRETATION: The above table shows that 18% of the respondents strongly agree with the statement about occurrence of stress, 40% of the respondents agree, 26% of the respondents disagree and 16% of the respondents strongly disagree with the statement about supervisor guides. Majority (40%) of the respondents agree with the statement about occurrence of stress.
TABLE 4.34: OPINION ABOUT STRESS RELATED DISEASES

SL.NO 1 2 3 4 5 6 7 OPINION Head Ache Ulcer Back pain Sugar Chest pain BP (High / Low) Others TOTAL NO. OF RESPONDENTS 12 9 8 7 8 3 3 50 PERCENTAGE 24% 18% 16% 14% 16% 6% 6% 100%
INTERPRETATION: The above table shows that 24% of the respondents are Suffering from Head Ache, 18% of the respondents are Suffering from Ulcer, 16% of the respondents are Suffering from Back Pain, 14% of the respondents are Suffering from Sugar, 16% of the respondents
66
are Suffering from Chest Pain, 6% of the respondents are Suffering from BP (High / Low) and 6% of the respondents are Suffering from Others. Majority (24%) of the respondents are Suffering from Head Ache.
CHART 4.34: OPINION ABOUT STRESS RELATED DISEASES
\ STRESS RELATED DISEASES

30% 25% 20% 15% 10% 5% 0% Head Ache Ulcer Back pain Sugar Chest pain BP (High / Low) Others 24% 18% 16% 16%
14%
6%
6%
67
TABLE 4.35 TABLE SHOWING THE SALARY OF THE WORKERS

S. No 1 2 3 4 Salary Highly satisfied Satisfied Dissatisfied Highly dissatisfied TOTAL No. of Respondents 20 25 5 50 Percentage 40% 50% 10% 100%
CHART 4.35 SHOWING THE SALARY OF THE WORKERS
SALARY OF THE WORKERS

60% 50% 40% 30% 20% 10% 0% 50% 40%
10% 0
sa tis fi e d D is sa tis fie d di ss at is fi e d H ig hl y Sa t is f ie d
H ig hl y
68
INTERPRETATION: The above table infers that 40% of the respondents are highly satisfied, 50% of the respondents are satisfied, 10% of the respondents are dissatisfied and 0% of the respondents are highly dissatisfied. Majority (50%) of the respondents are satisfied.
TABLE 4.36 TABLE SHOWING THE ESI OF THE WORKERS

S. No 1 2 3 4 ESI Highly satisfied Satisfied Dissatisfied Highly dissatisfied TOTAL No. of Respondents 11 33 6 50 Percentage 22% 66% 12% 100%
CHART 4.36 SHOWING THE ESI OF THE WORKERS

ESI OF THE WORKERS
70% 60% 50% 40% 30% 20% 10% 0% 66%
22% 12% 0 Highly satisfied Satisfied Dissatisfied Highly dissatisfied
69
TABLE 4.37 TABLE SHOWING THE PF OF THE WORKERS

S. No 1 2 3 4 PF Highly satisfied Satisfied Dissatisfied Highly dissatisfied TOTAL No. of Respondents 15 27 7 1 50 Percentage 30% 54% 14% 2% 100%
CHART 4.37 SHOWING THE PF OF THE WORKERS

PF OF THE WORKERS
60% 50% 40% 30% 20% 10% 0% Highly satisfied Satisfied Dissatisfied Highly dissatisfied 14% 2% 30% 54%
70
TABLE 4.38 TABLE SHOWING THE FIRST AID OF THE WORKERS

S. No 1 2 3 4 First aid Highly satisfied Satisfied Dissatisfied Highly dissatisfied TOTAL No. of Respondents 17 25 6 2 50 Percentage 34% 50% 12% 4% 100%
CHART 4.38 SHOWING THE FIRST AID OF THE WORKERS

FIRST AID OF THE WORKERS
71
TABLE 4.39 TABLE SHOWING THE ALLOWANCE OF THE WORKERS

S. No 1 2 3 4 Allowance Highly satisfied Satisfied Dissatisfied Highly dissatisfied TOTAL No. of Respondents 14 24 9 3 50 Percentage 28% 48% 18% 6% 100%
CHART 4.39 SHOWING THE ALLOWANCE OF THE WORKERS

ALLOWANCE OF THE WORKERS
60% 50% 40% 30% 20% 10% 0% Highly satisfied Satisfied Dissatisfied Highly dissatisfied 28% 18% 6%
48%
72
TABLE 4.40 TABLE SHOWING THE BONUS OF THE WORKERS

S. No 1 2 3 4 Bonus Highly satisfied Satisfied Dissatisfied Highly dissatisfied TOTAL No. of Respondents 7 26 9 8 50 Percentage 14% 52% 18% 16% 100%
CHART 4.40 SHOWING THE BONUS OF THE WORKERS

BONUS OF THE WORKERS
73
TABLE 4.41 TABLE SHOWING THE INCREMENT OF THE WORKERS

S. No 1 2 3 4 Increment Highly satisfied Satisfied Dissatisfied Highly dissatisfied TOTAL No. of Respondents 14 17 14 5 50 Percentage 28% 34% 28% 10% 100%
CHART 4.41 SHOWING THE INCREMENT OF THE WORKERS

INCREMENT OF THE WORKERS
40% 30% 20% 10% 0% Highly satisfied Satisfied Dissatisfied Highly dissatisfied 28% 34% 28%
10%
74
TABLE 4.42 TABLE SHOWING THE CANTEEN FACILITIES OF THE WORKERS

S. No 1 2 3 4 Canteen Facilities Highly satisfied Satisfied Dissatisfied Highly dissatisfied TOTAL No. of Respondents 14 21 11 4 50 Percentage 28% 42% 22% 8% 100%
CHART 4.42 SHOWING THE CANTEEN FACILITIES OF THE WORKERS

CANTEEN FACILITIES OF THE WORKERS 50% 40% 30% 20% 10% 0% Highly satisfied Satisfied Dissatisfied Highly dissatisfied 28% 42% 22% 8%
75
INTERPRETATION: The above table infers that 28% of the respondents are highly satisfied, 42% of the respondents are satisfied22% of the respondents are dissatisfied and 8% of the respondents are highly dissatisfied. Majority (42%) of the respondents are satisfied.
TABLE 4.43 TABLE SHOWING THE TIMINGS OF THE WORKERS

S. No 1 2 3 4 Timings Highly satisfied Satisfied Dissatisfied Highly dissatisfied TOTAL No. of Respondents 9 21 16 4 50 Percentage 18% 42% 32% 8% 100%
CHART 4.43 SHOWING THE TIMINGS OF THE WORKERS

TIMINGS OF THE WORKERS
50% 40% 30% 20% 10% 0% Highly satisfied Satisfied Dissatisfied Highly dissatisfied 18% 8% 42% 32%
76
TABLE 4.44 TABLE SHOWING THE TRAINING OF THE WORKERS

S. No 1 2 3 4 Training Highly satisfied Satisfied Dissatisfied Highly dissatisfied TOTAL No. of Respondents 15 25 5 5 50 Percentage 30% 50% 10% 10% 100%
CHART 4.44 SHOWING THE TRAINING OF THE WORKERS

TRAINING OF THE WORKERS
77
CHAPTER - V FINDINGS, SUGGESTIONS AND CONCLUSIONS 5.1. FINDINGS OF THE STUDY:

The various aspects of job stress have been studied and the findings are: 58% of the respondents are between 21-30 years. 68% of the respondents are Male. 32% of the respondents are Graduate. 58% of the respondents are Unmarried. 64% of the respondents are Joint Family. 60% of the respondents are between 3-5 years. 68% of the respondents are below 5 years. 52% of the respondents say that they have heavy work. 66% of the respondents say that the stress is due to getting more orders. 66% of the respondents say that proper planning readuces stress.
78
58% of the respondents say that the stress is created due to insufficiency of basic needs. 54% of the respondents say that the stress is created due to inadequate training facility. 66% of the respondents are full time workers. 52% of the respondents agree that they give prior to their work. 56% of the respondents agree that they have considerable leisure time. 36% of the respondents agree that feel too much of work to do. 32% of the respondents agree that promotional opportunity is high. 40% of the respondents agree that they invite subordinate participation. 36% of the respondents agree that they have insufficiency subordinates. 40% of the respondents agree that the working condition is unpleasant. 34% of the respondents disagree that the current performance appraisal. 44% of the respondents agree that they work on dealings and time pressure. 36% of the respondents disagree that the job involves a lot of traveling. 36% of the respondents agree that the technological advancement is difficult. 40% of the respondents disagree that technical insufficiency creates stress. 42% of the respondents agree that they have inadequate knowledge about the particular field of work. 36% of the respondents disagree that they avoid gatherings and groups. 38% of the respondents agree that they have less energy and enthusiasm. 34% of the respondents agree that they use relaxation techniques.
79
40% of the respondents agree that their supervisors guides properly. 54% of the respondents agree that the medical facility is provided by the company. 30% of the respondents disagree that the company provides additional workers. 40% of the respondents agree that they have heavy work on weeks. 24% of the respondents agree that head ache is occurred due to stress.
5.2. SUGGESTIONS OF THE STUDY:

36% of the respondents agree that they feel too much of work to do. So that, the work can be minimized through work deviation. 36% of the respondents agree that they have insufficiency subordinates. So that, more number of subordinates can be appointed by the company. 42% of the respondents agree that they have inadequate knowledge about the particular field of work. Then it can be reduced by giving proper training to the workers. 36% of the respondents agree that the job involves a lot of traveling. So that, the company can provides housing facilities to the workers. 38% of the respondents agree that they less energy and enthusiasm. This can be satisfied by providing canteen facilities to the workers.
80
5.3 CONCLUSION:
Every job creates a certain amount of pressure and sometimes it is that pressure which motivates us to do the job well. Stress can result when demands are too great or when our expectations are not met. Stress may result from our Family, Relation, workers or a combination of these.
It is analyzed from the study that most of the respondents in Best Wing Exports are influenced by various factors which cause stress. Coping with the new technological advancement is difficult for the respondents and their job involves lot of traveling are the main factors which cause more stress.
81
The best wing exports should extend the necessary facilities to the workers and should reduce the traveling hours to the employees which may reduce the stress and motivates the workers to perform well in their job.
82

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CHAPTER I INTRODUCTION AND DESIGN OF THE STUDY

Make a real effort to communicate with other people.

Assess your achievements;

1.2 INTRODUCTION TO THE INDUSTRY:

1.3. INTRODUCTION OF THE COMPANY:

Their principle countries of export are FRANCE, ITALY and AUSTRALIA.

1.4 SCOPE OF THE STUDY

1.5 OBJECTIVES OF THE STUDY

Secondary Objectives: To know the various factors causing stress.

To know stress-related diseases the employees are challenged by.

To know the sub-ordinates participation in decision making.

To know the working condition prevailing in their current job.

1.6 LIMITATIONS OF THE STUDY

1.7 CHAPTER SCHEME:

CHAPTER III RESEARCH METHODOLOGY

CHAPTER IV ANALYSIS AND INTERPRETATION TABLE 4.1: AGE OF THE RESPONDENTS

Below 20 years 21 30 years 31 40 years Above 40 years TOTAL

18% 58% 14% 10% 100%

CHART4.1: AGE OF THE RESPONDENTS

TABLE4.2: GENDER OF THE RESPONDENTS

GENDER Male Female TOTAL

NO. OF RESPONDENTS 34 16 100

PERCENTAGE 68% 32% 100%

CHART 4.2: GENDER OF THE RESPONDENTS

80% 60% PERCENTAGE 40% 20% 0%

TABLE4.3: EDUCATIONAL QUALIFICATION OF THE RESPONDENTS

CHART 4.3: EDUCATIONAL QUALIFICATION OF THE RESPONDENTS

TABLE4.4: MARTIAL STATUS OF THE RESPONDENTS

MARTIAL STATUS Married Unmarried TOTAL

PERCENTAGE 42% 58% 100%

CHART4.4: MARTIAL STATUS OF THE RESPONDENTS Unmarried 37

TABLE4.5: NATURE OF FAMILY OF THE RESPONDENTS

NATURE OF THE FAMILY Nuclear Joint TOTAL

PERCENTAGE 36% 64% 100%

32 NATURE OF THE FAMILY 50

CHART4.5: NATURE OF FAMILY OF THE RESPONDENTS

TABLE 4.6: NUMBER OF MEMBERS IN THE FAMILY OF THE RESPONDENTS

CHART 4.6: NUMBER OF MEMBERS IN THE FAMILY OF THE RESPONDENTS

NUMBER OF MEMBERS IN THE FAMILY

TABLE 4.7: EXPERIENCE OF THE RESPONDENTS

TOTAL 50 EXPERIENCE OF THE RESPONDENTS

TABLE 4.8: IMPOSING HEAVY WORK ON A SINGLE PERSON

IMPOSING HEAVY WORK Yes No TOTAL

PERCENTAGE 52% 48% 100%

CHART 4.8: IMPOSING HEAVY WORK ON A SINGLE PERSON

IMPOSING HEAVY WORK

TABLE 4.9: GETTING MORE ORDERS FROM THE BUYERS

CHART 4.9: GETTING MORE ORDERS FROM THE BUYERS

TABLE 4.10: PROPER PLANNING REDUCES STRESS OF THE RESPONDENTS

CHART 4.10: PROPER PLANNING REDUCES STRESS OF THE RESPONDENTS

TABLE 4.11: INSUFFICIENCY OF BASIC NEEDS OF THE RESPONDENTS

CHART 4.11: INSUFFICIENCY OF BASIC NEEDS OF THE RESPONDENTS

INSUFFICIENCY OF BASIC NEEDS

58% 60% 50% 40% 30% 20% 10% 0% Yes No 42%

TABLE 4.12: INADEQUATE TRAINING FACILITY OF THE RESPONDENTS

CHART 4.12: INADEQUATE TRAINING FACILITY OF THE RESPONDENTS

TABLE 4.13: TIME OF WORK OF THE RESPONDENTS

TABLE 4.14: OPINION ABOUT PRIOR PLANNING TO WORK

CHART 4.14: OPINION ABOUT PRIOR PLANNING TO WORK

TABLE 4.15: OPINION ABOUT GETTING CONSIDERABLE LEISURE TIME

CHART 4.15: OPINION ABOUT GETTING CONSIDERABLE LEISURE TIME

TABLE 4.16: OPINION ABOUT HEAVY WORKLOAD

CHART 4.16: OPINION ABOUT HEAVY WORK LOAD