A STUDY ON STRESS MANAGEMENT AMONG EMPLOYEES
IN MANUFACTURING INDUSTRIES
Submitted in partial fulfillment of the requirements for the award of
Master of Business Administration
by
HEMALATHA S
Register No.39410067
SCHOOL OF BUSINESS ADMINISTRATION
SATHYABAMA
INSTITUTE OF SCIENCE AND TECHNOLOGY
(DEEMED TO BE UNIVERSITY)
Accredited with Grade “A” by NAAC I 12B Status by UGC I Approved by AICTE
Jeppiaar Nagar, RAJIV GANDHI SALAI, CHENNAI - 600 119
April - 2021
SATHYABAMA
INSTITUTE OF SCIENCE AND TECHNOLOGY
(DEEMED TO BE UNIVERSITY)
Accredited with “A” grade by NAAC I 12B Status by UGC I Approved by AICTE
Jeppiaar Nagar, Rajiv Gandhi Salai, Chennai – 600 119
www.sathyabama.ac.in
SCHOOL OF BUSINESS ADMINISTRATION
BONAFIDE CERTIFICATE
This is to certify that this Project Report is the bonafide work of Ms. HEMALATHA S
(39410067) who have done the Project work entitled “A STUDY ON STRESS
MANAGEMENT AMONG EMPLOYEES IN MANUFACTURING INDUSTRIES” under
my supervision from January 2020 to March 2021.
MR.M.JOHN PAUL
Internal Guide
Dr. BHUVANESWARI G.
Dean – School of Business Administration
Submitted for Viva voce Examination held on .
Internal Examiner External Examiner
DECLARATION
I, HEMALATHA S (39410067) hereby declare that the Project Report entitled “A
STUDY ON STRESS MANAGEMENT AMONG EMPLOYEES IN MANUFACTURING
INDUSTRIES” done by me under the guidance of Mr. JOHN PAUL M, MBA, MHRM,
M.Phil(Ph.D) is submitted in partial fulfillment of the requirements for the award of Master
of Business Administration degree.
DATE:
PLACE: HEMALATHA S
ACKNOWLEDGEMENT
I am pleased to acknowledge my sincere thanks to Board of Management of
SATHYABAMA for their kind encouragement in doing this project and for completing it
successfully. I am grateful to them.
I convey my sincere thanks to Dr. BHUVANESWARI G., Dean, School of Business
Administration and Dr. PALANI A., Head, School of Business Administration for providing
me necessary support and details at the right time during the progressive reviews.
I would like to express my sincere and deep sense of gratitude to my Project Guide
Mr. JOHN PAUL M, MBA, MHRM, Phil (Ph. D) Faculty,School of Business Administration
for his valuable guidance, suggestions and constant encouragement paved way for the
successful completion of my project work.
I wish to express my thanks to all Teaching and Non-teaching staff members of the School
of Business Administration who were helpful in many ways for the completion of the
project.
HEMALATHA
TABLE OF CONTENTS
CHAPTER
NO.
TITLE
PAGE
NO
ABSTRACT
i
LIST OF TABLES
ii
LIST OF CHARTS
iii
1
INTRODUCTION
1-5
1.1 Introduction
1
1.2 Industry Profile
3
1.3 Need for the Study
4
1.4 Scope and Significance of Study
4
1.5 Objectives of the Study
5
1.6 Limitations of the Study
5
2
REVIEW OF LITERATURE
6
3
RESEARCH METHODOLOGY
12
3.1 Research Design
12
3.2 Sampling Technique
12
3.3 Sources of Data
12
3.4 Structure of Questionnaire
12
3.5 Sample Size
12
3.6 Period of Study
12
3.7 Analytical Tools
13
3.8 Statement of problem
13
4
DATA ANALYSIS AND INTERPRETATION
14
4.1 ANOVA
37
4.2 T- Test
38
5
FINDINGS, SUGGESTIONS AND
CONCLUSION
39-44
5.1 Findings of the Study
39
5.2 Suggestions
40
5.3 Conclusion
41
REFERENCES
42
APPENDIX –1 (Questionnaire)
44
APPENDIX –2 (Article)
49
6
ABSTRACT
This study on stress management among employees in Manufacturing
industries. helps the employees in identifying the factors which causes work
stress and the effect of stress on them. The study also emphases on the ways
the organization deals to handle the kind of stress employee’s face and
recommend remedial programs for the same. This study is done using
descriptive research design method and data’s are collected by primary and
secondary sources. The questionnaire method is used as the methodology to
collect primary data for the study and sample size of 120 employees has been
taken in this study. The results are analyzed and interpreted through simple
percentage analysis, ANOVA and T-Test. The data analysis and interpretation
done is being presented through graphs.
7
LIST OF TABLES
TABLE
NO
PARTICULARS
PAGE
NO
4.1.1
The age group of respondents
14
4.1.2
Gender distribution of respondents
15
4.1.3
The nature of job
16
4.1.4
The respondents working period
with the Organization
17
4.1.5
The level of stress created
through job Activities
18
4.1.6
Normal work routine
19
4.1.7
The level of achieving targets
20
4.1.8
The level of standard set by
the top Management
21
4.1.9
The level of achieving these standards.
22
4.1.10
The stress level at work place.
23
4.1.11
The causes of high stress in your work place
24
4.1.12
The level of job satisfaction
25
4.1.13
The feel about the present
organizational Environment
26
4.1.14
The feel about the monitor and non-monitor
compensation of the work.
27
4.1.15
Level how you satisfied with the welfare activities
and working culture of the working conditions.
28
4.1.16
Frequent facing mental and physical problems to
the rountine work progress.
29
4.1.17
Existence of overtime work.
30
4.1.18
Existence of shift arrangement in the firm.
31
4.1.19
The effects of job stress
32
4.1.20
Impact of stress on employees performance
measured.
33
4.1.21
The level company providing recreational facilities to
reduce work stress.
34
4.1.22
Company handling grievance procedures to solve the
problems
35
4.1.23
Best stress prevention method.
36
8
LIST OF CHART
CHART
NO
PARTICULARS
PAGE
NO
4.1.1
The age group of respondents
14
4.1.2
Gender distribution of respondents
15
4.1.3
The nature of job
16
4.1.4
The respondents working period
with the Organization
17
4.1.5
The level of stress created
through job Activities
18
4.1.6
Normal work routine
19
4.1.7
The level of achieving targets
20
4.1.8
The level of standard set by
the top Management
21
4.1.9
The level of achieving these standards.
22
4.1.10
The stress level at work place.
23
4.1.11
The causes of high stress in your work place
24
4.1.12
The level of job satisfaction
25
4.1.13
The feel about the present
organizational Environment
26
4.1.14
The feel about the monitor and non-monitor
compensation of the work.
27
4.1.15
Level how you satisfied with the welfare activities and
working culture of the working conditions.
28
4.1.16
Frequent facing mental and physical problems to the
rountine work progress.
29
4.1.17
Existence of overtime work.
30
4.1.18
Existence of shift arrangement in the firm.
31
4.1.19
The effects of job stress
32
4.1.20
Impact of stress on employees performance measured.
33
4.1.21
The level company providing recreational facilities to
reduce work stress.
34
4.1.22
Company handling grievance procedures to solve the
problems
35
4.1.23
Best stress prevention method.
36
9
1.1 INTRODUCTION
Stress refers to the strain from the conflict between our external environment and
us, leading to emotional and physical pressure. In our fast-paced world, it is
impossible to live without stress, whether you are a student or working adult.
Human Resources Management is an art of managing people at work in such a
manner that they give their best to the organization. In simple word human
resources management refers to the quantitative aspect of employees working in
an organization.
Organizations are not mere bricks, motor, machineries or inventories. They are
people. It is the one who staff and manage organizations. Stress is not necessarily
unpleasant or harmful. When people are able to cope satisfactorily with the stress
and find it to be positive in its effects, they tend to use other words such as
stimulation or challenge.
Today many organizations and employees are experiencing the effects of stress
on work performance. The effects of stress can be either positive or negative.
What is perceived as positive stress by on person may be perceived as negative
stress by another, since everyone perceives situations differently. According to
Barden (2001), negative stress is becoming a major illness in the work
environment, and it can debilitate employees and be costly to employers.
Managers need to identify those suffering from negative stress and implement
programs as a defence against stress. These programs may reduce the impact
stress has on employees work performance.
There are both positive and negative stresses. There is both positive and negative
stress, depending on each individual’s unique perception of the tension between
the two forces. Not all stress is bad. For example, positive stress, also known as
eustress, can help an individual to function at optimal effectiveness and efficiency.
Hence, it is evident that some form of positive stress can add more color and
vibrancy to our lives. The presets of a deadline, for example, can push us to make
the most of our time and produce greater efficiency. It is important to keep this in
mind, as stress management refers to using stress to our advantage, and not on
eradicating the presents of stress in our lives. On the other hand, negative stress
can result in mental and physical strain. The individual will experience symptoms
such as tensions, headache, irritability and in extreme cases, heart palpitation
Hence whilst some stress may be seen as motivating force, it is important to
manage stress levels so that does not have an adverse impact on your health and
relationships
Part of managing stress levels include learning about how stress can affect you
emotionally and physically, as well as how to identify if you are performing at your
optimal, stress level (OSL) or if you are experiencing negative stress. There are
four main categories of stress, namely custress, distress, hyper stress and hypo
stress. Negative stress can cause many physical and psychological problems;
10
while positive stress can be very helpful for us. Here how we differentiate between
them.
Eustress: This is a positive form of stress, which prepares your mind and body for the
eminent challenges that it perceived. Eustress is a natural physical reaction by your
body which increases blood flow to your muscles, resulting in higher heart rate. A
manager before a major presentation would do well with eustress, allowing them to
derive the inspiration and strength that is needed.
Distress: We are familiar with this word, and no that it is a negative form of stress.
This occurs when the mind and body is unable to cope with changes, and usually
occurs when there are deviations from the norm. Trigger events for distress can be a
change job scope or routine that the person is unable to handle and cope with.
Hyper stress: This is another form of negative stress that occurs when the individual
is unable to cope with the work load. Examples include highly stressful jobs, which
require longer working hours than the individual can handle. It is important for you to
recognize that your body needs a break, or you may end up with severe and chronic
physical and psychological reactions.
Hypo stress: Lastly, hypo stress occurs when a person has nothing to do with his time
and feels constantly bored and unmotivated. This is due to an insufficient amount of
stress; hence some stress is inevitable and helpful to us.
11
1.2 INDUSTRY PROFILE
Companies in this industry manufacture mattresses and box springs. Major
companies include US-based Leggett & Platt, select comfort, Serta Simmons, and
Tempur Sealy International, as well as Hiding Anders International, Recticel and
Shandong Fengyang Group. The global mattress market is forecast to reach $33
billion by 2020, according to P&S Market Research reflecting a compound annual
growth rate of 6.3% from 2015. The Asia Pacific mattress market is expected to
achieve a 10.7% CAGR during the period. The US mattress manufacturing industry
includes about 420 establishments with combined annual revenue of about & 8
billion. Demand for mattresses is driven by consumer confidence, disposable
income, and population growth. The profitability of individual companies depends on
efficient operation and effective marketing. Large companies enjoy economies of
scale in manufacturing, marketing, and distribution. Small companies can compete
by offering new technologies or better consumer service, or by focusing on regional
market. The US industry is highly concentrated the top 50 companies account for
about 85% of industry revenue. The top 15 US mattress brands accounted for about
95% of all bedding shipment in 2015, according to Furniture Today. Because
mattresses are expensive to ship relative to their value, competition from imports is
limited. Import mainly from China, Mexico, and Canada, account for about 5% of the
US market. India Mattress Market Outlook, 2022 gives an in-depth analysis of
mattress industry in India. A mattress is large pad for supporting in the reclining body,
used as a bed or as part of a bed, home and décor industry, being our important part
of any nation's life style is growing at a rapid pace to meet the demands and tastes
of variety of people. Mattress, which plays an important role in consumer's lives
worldwide, just used to get ignored in India. However, people are now getting
informed and educated which has increased the importance of mattresses among
Indian consumers. The growth in mattress market is largely led by the domestic
factors such has increased income level and also due to infrastructural development
in terms of increased number of residential units and inflating number of hotels in the
country. The organized mattress market encompasses of three types of mattresses
namely coir, PU foam and spring mattress. Indian consumers usually prefer a coir
mattress or a foam mattress but the demand is now changing towards spring
mattress globally, majority of sales in spring mattress segment while in India the
spring mattress category is at a nascent stage. According to Indian mattress market
outlook, 2022 market share of organized players is expected to drop drastically in
coming years. The Indian mattress market, which is tightly in the grip of the
unorganized sector led by the street side shop and the local ginner, is past shifting
towards branded mattresses. Organized sector is growing with rising demand of
good quality mattresses among Indian consumers. Nowadays, consumers have even
started buying from international brands because of their high quality and
contemporary products. In India, organized players sell mattresses through two
mediums, one is offline and the other is online. Offline mattress market consists of
retail sales of mattresses from dealers/ distributors or own franchised stores. There's
an aggressive new entrant to India's mattress industry, 90% of which is in the
12
unorganized sector. The Dubai Furniture Manufacturing Company, which opened its
first showroom in India in Bangalore last month, will operate in the premium range.
The UAE market leader mattresses and sleep accessories sells premium brands
such as Serta and King coil of US Making the connect between quality mattress and
good health, specifically once back, he says the spring market segment in India is
small and marked by indifferent quality; "the spring makes noise or gives way after a
while, leaving consumers thinking all spring mattress are of poor quality and rejecting
them". But there are quality manufacturers in the coir mattress segment in India. The
company is setting up a distribution network in India for the Serta mattresses; it
already has franchisees in Delhi, Mumbai, Pune, Ahmadabad, and Hyderabad. At its
first showroom Bangalore, the endeavour is to give the customer not only a "shopping
experience but a complete sleep solution". Both have their advantage and
disadvantage are, once again linked to quality most crucially coir has to be treated
well, if not it will read bugs and insects. Similarly, spring mattresses make noise when
not made well.
1.3 NEED FOR STUDY
Work stress is such an aspect which is considered as a monster and it has captured
many employees in its grips. That is why the topic is gaining importance day by day
and more and more firms are taking it seriously. A small extend of stress is allowable
in any organization. Stress due to work is a negative energy in the organization and
it is contradiction with what organizational objectives say so it acts opposite to the
goals of an organization by affecting the performance of employees, being the most
important resource of any firm. Work stress had to be rightly identified at the right time
and measures should be taken to control the stress among the employees. Because
of the above cited importance of work stress, it is worthwhile conducting a study on
the work stress among the employees.
1.4 SCOPE OF THE STUDY
The topic selected “Stress Management” and conducted the study at Manufacturing
industries. is to evaluate whether the proper recreational activities will influence the
morale and loyalty of employess towards the organization. And whether these
activities area help to reduce absenteeism and employ turnover and help to create a
better organization image, Moreover. How the proper stress management techniques
helps to increase productivity and also to attain the organizational objectives.
13
1.5 OBJECTIVES OF THE STUDY
PRIMARY OBJECTIVES
To study about the work stress of employees in manufacturing industries.
SECONDARY OBJECTIVE
To identify factors causing stress among employees.
To study about the effect of stress on employees in manufacturing industries.
To identify the method to overcome the impact on stress among employee.
To investigate importance’s of stress management in manufacturing industries.
1.6 LIMITATIONS OF THE STUDY
The following are the limitations of the study.
Lack of time period allowed for this study.
The employees were busy at their work and hard only a little time available for
interviews and conversations.
Chances of errors due to bias response from the respondents.
The employer farness to express their opinion.
14
INTRODUCTION ABOUT REVIEW OF LITERATURE
A literature review or narrative review is a type of review article. A literature review is
a scholarly paper that presents the current knowledge including substantive findings
as well as theoretical and methodological contributions to a particular topic. Literature
reviews are secondary sources and do not report new or original experimental work.
Most often associated with academic-oriented literature, such reviews are found in
academic journals and are not to be confused with book reviews, which may also
appear in the same publication. Literature reviews are a basis for research in nearly
every academic field. A narrow-scope literature review may be included as part of a
peer-reviewed journal article presenting new research, serving to situate the current
study within the body of the relevant literature and to provide context for the reader.
In such a case, the review usually precedes the methodology and results sections of
the work.
Producing a literature review may also be part of graduate and post-graduate student
work, including in the preparation of a thesis, dissertation, or a journal article.
Literature reviews are also common in a research proposal or prospectus (the
document that is approved before a student formally begins a dissertation or this is
2.1 REVIEW OF LITERATURE
2.2 WORK OVERLOAD STRESS
Yan, H. & Xie, S. (2016) Work stress define as a series of physiological, psychological
and behavioural responses due to the continuing effects of one or more stressors on
individuals in an organization
Latif, et al. (2016) highlighted that muscle tension, increased heart rates associated
with high blood pressure, are all due to the stress leading to gastrointestinal,
cardiovascular, respiratory, musculoskeletal, skin, immune, and psychological
disorders.
Y Tatheer (2013) Majority of the bankers of Pakistan claim that they are highly
stressed because their jobs that not only affect their performance in banks but also
equally affect their health and personal life. They also declare that the organization
politics and bureaucracy are the main reasons of stress in their banks.
15
Viljoen and Rothmann, have investigated the relationship between
―occupational stress, ill health and organizational commitment‖ (2009). They found
that organizational stressors contributed significantly to ill health and low
organizational commitment. Stress about job security contributed to both physical and
psychological ill health. Low individual commitment to the organization was predicted
by five stressors, such as Work-life balance, Overload, Control, Job aspects and Pay.
Srivastav AK (2010) The article focusses on the nature of role that causes stress. It
says role performance encountered the problems of stress so they should be tried to
reduce or eliminated. The nature of role stress was found to be whole. Hence, specific
problem related solution or interventions should be adapted heterogeneous which
cannot be dealt with one uniform solution or intervention as for better organization
prefinance and effectiveness.
Kodavatiganti K & Bukusu V (2011) The aim of the article is to have a clear
understanding of the phenomenon that causes stress among the academicians.
According to the article women educators face comparatively higher level of stress
than men counterparts. The stress amongst the academicians are caused because
of lengthy working hours, inadequate resources and long working hours, class rooms
that are over filled.
2.1.2 MOTIVATION
Dr. P.Kannan & Suma.U (2015) in order to manage stress, the organization has to
encourage employee development and embark on training interventions for
employees. Training specifically related to policies and policy implementation is a key
priority. Stress in banking sector is mostly due to excess of work pressure and work
life imbalance the organization should support and encourage taking up roles that
help them to balance work and family.
Charu. M (2013) He in his study started that higher stress is directly proportional to
quality of work life for IT professionals. He outlined few factors namely fire pay
structure, steady role demands, supervisory support, congenial job environment
capability fit of the job, role autonomy and stress that directly affect the quality of work
life. The main reason of stress amongst the associates of IT industries is the rapid
change in technology.
16
P.S. Swaminathan & Rajkumar S. in their work on ―Stress levels in Organizations
and their Impact on Employees’ Behaviour (2013). They have conducted a study that
focused on the levels of stress among the age group, profession, different varieties
of jobs, hours of work and the influence of work environment on the degree of stress
faced by employees. Stress in an employees’ individual in nature. This study indicates
that, an optimum level in which every individual can perform with his full capacity and
identified three conditions responsible for work stress they are 1) Role overload 2)
Role self distance 3) Role stagnation.
Pratibha G (2010) The impact of distress level on the quality of life is level in the
banks can only be reduced by various stress management programmes or
intervention that would also improve the quality of work life. Organisations, where the
workers are said to be stressed are more likely to be successful in the competitive
market.
Singh A.P. & Singh. S (2009) His study emphasizes on the phenomenon of job
satisfaction in the organization. According to him, job satisfaction is directly related to
stress and work culture that an organization provides. He identified three sectors in
the stress originate and classified stress into two main type that is eustress distress.
Further he pointed the importance of positive stress and positive events for better
performance and satisfaction of employees.
2.1.3 EMOTIONAL INTELLIGENCE
Satija S. & Khan W. in their research work titled ―Emotional Intelligence as Predictor
of Occupational Stress among Working Professionals (2013). According to them
Occupational Stress is as same as Job Stress that needs to be controlled at the
workplace otherwise it will negatively affect on employee’s work attitudes & behavior.
This study investigates that, the relationship between Emotional Intelligence and
Occupational Stress. This study revealed findings that, Emotional Intelligence is a
most significant predictor of Occupational Stress.
Kavitha in her research titled ―Role of stress among women employees forming
majority workforce at IT sector in Chennai and Coimbatore (2012), she has focuses
on the organizational role stress for the employees in the IT sector. She found in her
research that, women face more stress than men in the organization and she viewed
to be more specific married women faces more stress than the unmarried women.
17
Weiss. M (1983) The Author investigated the source of Job Stress hat is linked to
the job dissatisfaction, job related tension and anxiety and reduced productivity and
effectiveness. He tried to reduce source of stress so that he can prevent the
deleterious health consequences. Through his study he determined the potential of
social support that alleviate the deleterious consequences of stress.
2.1.4 EXPERENICE
Sinha V. & Subramanian K.S (2012) The study highlights that various levels of
organization experience different kind of organizational role stress. It also states that
stress is influenced by various focus like shortage of resources, Inadequacy within a
person, overload with a role, stagnation of a role and isolation and expectation of a
role.
Sharma S Sharma J & Devi A (2012) The level of stress within a role varies because
of individual difference in mindset, age, gender, and their performance in job.
However various factors that influence stress are age where the younger employees
are more stressed as compared to other employees, level of qualification, pay,
authorities of control, awards, word of praise, improved designation and working
couples. The study recommended a reinforcement approach that should be positive
in nature so as to reduce the degree of stress at the work place.
Gladies J.J & Kennedy V (2011) The author revealed a singnificant correlation
between organizational climate and job stress among the women working in IT
Companies of India. According to him, learning how to manage stress is a very crucial
issue that should be developed in IT companies so that the they can reduce or
eliminate the causes of stress and poor working environment
Khalid A. in his research titled ―Role of Supportive Leadership as a Moderator
between Job Stress and Job Performance (2012), have found that, there is a direct
relationship between stress and job performance in any organization. To improve the
performance of an individual in an organization an employee should receive good
support from their leaders. Therefore, a supportive leader can improve the
performance of an employee even at unfavorable situations.
18
2.1.5 DEPRESSION
Amir Shani and Abraham Pizam (2009) ―Work-Related Depression among Hotel
Employees‖ have conducted a study on the depression of work among hotel
employees in Central Florida. They have found that, incidence of depression among
workers in the hospitality industry by evaluating the relationship between the
occupational stress and work characteristics.
J.E. Agolla in his research titled ―Police Officers: The Case of Botswana Police
Service, (2009). He has conducted a study in Botswana, among the police to find out
work stress symptoms and coping strategies among the police service. This study
reveals that the police work stressors are; getting injured while on duty and the use
of force when the job demands to do so, etc. The coping strategies were identified as
exercising, socializing, healthy eating or diets, career planning and employee training.
Connolly, John F and Willock, Joyce and Hipwell, Michele and
Urska Treven, Sonja Treven & Simona Sarotar Zizek in their research titled
―Effective approaches to managing stress of employees (2011), have found that,
where the workers are said to be stressed are more likely to be unsuccessful in their
work. Various approaches of managing stress, good work organization and good
management are the effective ways of preventing stress. They categorized stress
broadly into three types; such as
i) Transient Stress ii) Post Traumatic Stress Disorders (PTSD) and iii) Chronic
Stress.
2.1.6 OCCUPATIONAL STRESS
Michailidis M. & Georgiou Y (2005) The author focusses on the degree of
occupational stress that is influenced by the factors like level of education, various
patterns of their relaxation and any other habits like drinking or smoking. The
implications say that consuming alcoholic drinks is the main factor that detemines the
degree of occupational stress in an individual.
Schmidt, Denise Rodrigues Costa; and et al, in their work on
―Occupational stress among nursing staff in surgical settings. They aimed at
evaluating the presence of occupational stress among nursing professionals working
in surgical settings and investigating the relations between occupational stress and
work characteristics.
19
Li-fang Zhang have conducted a study on titled ―Occupational stress and teaching
approaches among Chinese academics (2009). Researcher suggested that,
controlling the self-rating abilities of the participants, the Favorable conceptual
changes in teaching approach and their role insufficiency predicated that the
conceptual change in teaching strategy is negative.
Rosana J.H.A, Blevins R.C, Gaohu, Tengb W.Y & White. J (2011) It reveals the
levels of stress that differ by occupational position, and not by age and gender. The
analysis shows that female had higher stress rates than males. The main problems
faced by students due to stress are sleeping, depression and irritability.
Chisholm, Vivienne in their research titled ―Occupational Stress & Psychological
Well Being following University Relocation (2009) they describe and analyze that
management standards for work related stress (demand, support, control, role,
relationships and change) can be analyzed by examining 1) overall levels of
psychological strain 2) job satisfaction, and 3) the psychosocial working conditions.
Kayoko Urakawa and Kazuhito Yokoyam in their work on ―Sense of Coherence
(SOC) may Reduce the Effects of Occupational Stress on Mental Health Status
among Japanese Factory Workers (2009) has found the result i.e., adverse effects
on mental health due to the job demand and job stress was positively associated with
SOC, the mental health status of males in managerial work was adversely negative,
where as it was positive among the female co-workers. Finally, they found that, SOC
is an important factor determining the coping ability over the job stress for both the
genders.
20
3. RESEARCH METHEDOLOGY
3.1 RESEARCH DESIGN
Research design is the preparation of the design of the research. The approach
adopted in this research is descriptive research or also known as survey research.
3.2 SAMPLING TECHNIQUE
The sampling technique adopted was Simple Random Sampling.
3.3 SOURCE OF DATA
The data were collected from both primary and secondary sources.
Primary source of data
The data which is collected for the first time is primary data. Questionnaire method
is used for collecting the primary data.
Secondary source of data
Secondary data are the data which already exists. The secondary data were also
collected from published records, Journals and Websites for this study.
3.4 STRUCTURE OF QUESTIONNAIRE
A comprehensive questionnaire covering all aspects of the organizational function
was drawn and used in this study. The questionnaire comprised multiple choices and
closed ended questions.
3.5 SAMPLE SIZE
A sample size of 120 employees has been taken in this study.
3.6 PERIOD OF STUDY
The study was conducted for a period of 3 months.
21
3.7ANALYTICAL TOOLS
After the data has been collected, analysis is made from questionnaire and tabulation
method is followed. Tabulation is a technique procedure where in data is classified
and put in the form of tables. The tables thus obtained were analyzed with statistical
tools like percentages and pie diagram so that interpretation would be precise and
easy.
Simple percentage analysis
ANOVA method
T – Test
3.7 STATEMENT OF PROBLEM
Any research requires a proper understanding of the problem. A well-defined problem
is “half well done”. Statement of problem is the section were the reason for taking up
a particular topic for research is justified. Many creative efforts fail because is either
unclear or it is focused in the wrong place. If people have different opinions of what
the problem really is, they will constantly diverge and never be able to find clourse on
a suitable solution.
22
19%
40%
22%
Below 30
30-40
40-50
50-60
20%
4. DATA ANALYSIS AND INTERPRETATION
4.1 Percentage Analysis
TABLE 4.1: TABLE SHOWING THE AGE GROUP OF RESPONDENTS
Age Group
No. of respondents
Percentage
Below 30
23
19
30-40
27
22
40-50
25
20
50-60
45
39
Above 60
-
-
Total
120
100
Source: Primary data
CHART 4.1: CHART SHOWING THE AGE GROUP OF RESPONDENTS
Interpretation
From the above table it is interpreted that, 19% employees are below the age of
30, 22% of employees are between the ages of 30-40, 20% of employees are
between the ages of 40-50, 40% of the employees are between the ages of 50-60.
Inference
Majority (40%) of employees fall under the age group of 50-60.
23
34%
Male
Female
66%
TABLE 4.2: TABLE SHOWING GENDER DISTRIBUTION OF RESPONDENTS
Category
No. of Respondents
Percentage
Male
80
66
Female
40
34
Not to mention
-
-
Total
120
100
Source: Primary data
CHART 4.2: CHART SHOWING GENDER DISTRIBUTION OF RESPONDENTS
Interpretation
From the above table it is interpreted that, 66% of employees are male and 34% of
employees are females.
Inference
Majority (66%) of the employees are male.
24
35%
Part-time
Full-time
65%
TABLE 4.3: TABLE SHOWING THE NATURE OF JOB
Nature
No. of Respondent
Percentage
Part-time
42
35
Full-time
78
65
Contract
-
-
Total
120
100
Source: Primary data
CHART 4.3: CHART SHOWING THE NATURE OF JOB
Interpretation
From the above table it is interpreted that, 35% of the employees are part-time and
65% of the employees are Full-time.
Inference
Majority (65%) of the employees are Full-time.
25
21%
16%
63%
Between 1-5 year
Between 5-10 year
More than 10 year
TABLE 4.4: TABLE SHOWING THE RESPONDENTS WORKING PERIOD WITH
THE ORGANIZATION
Years
No. of Respondents
Percentage
Between 1-5 year
26
21%
Between 5-10 year
19
16%
More than 10 year
75
63%
Total
120
100%
Source: Primary data
CHART 4.4: CHART SHOWING THE WORKING PERIOD OF THE
RESPONDENTS
Interpretation
From the above table it is interpreted that, 21% of employees have been working
between 1-5 years, 16% of employees working between 5-10 years and 63% of the
employees working more than 10 years.
Inference
Majority (63%) of the employees are working more than 10 years.
26
42%
Yes
No
58%
TABLE 4.5: TABLE INDICATING THE LEVEL OF STRESS CREATED THROUGH
JOB ACTIVITIES
Opinion
No. of Respondents
Percentage
Yes
70
58
No
50
42
Total
120
100
Source: Primary data
CHART 4.5: CHART SHOWING THE LEVEL OF STRESS CREATED THROUGH
JOB ACTIVITES
Interpretation
From the above table it is interpreted that, 58% of employees have stress at job and
rest 42% says that no job stress.
Inference
Majority (58%) of employees have stress at job.
27
6-8 hours
100%
TABLE 4.6: TABLE SHOWING NORMAL WORK ROUTINE
Hours
No. of Respondents
Percentage
1-6 hours
-
-
6-8 hours
120
100
8-10 hours
-
-
Total
120
100
Source: Primary data
CHART 4.6: CHART SHOWING NORMAL WORK ROUTINE
Interpretation
From the above table it is interpreted that, all the employees have 8 hours of working.
Inference
All the employees have 8 hours of working.
28
16%
18%
Sometimes
Often
Rarely
64%
TABLE 4.7: TABLE INDICATING THE LEVEL OF ACHIEVING TARGETS
Opinion
No. of Respondents
Percentage
Sometimes
24
20
Very often
-
-
Often
77
64
Rarely
19
16
Never
-
-
Total
120
100
Source: Primary data
CHART 4.7: CHART INDICATING THE LEVEL OF ACHIEVING TARGETS
Interpretation
From the above table it is interpreted that 64% of the employees are able to achieve
the target Often, 18% sometimes and 16% rarely.
Inference
Majority (64%) of the employees are able to achieve the targets Often.
29
4%
14%
28%
Achievable
Easily
achievable
May be
achievable
Difficult to
achieve
54%
TABLE 4.8: TABLE INDICATING THE LEVEL OF STANDARD SET BY THE TOP
MANAGEMENT
Opinion
No. of Respondents
Percentage
Achievable
33
28
Easily achievable
65
54
Not able to achievable
-
-
May be achieve
17
14
Difficult to achieve
5
4
Total
120
100
Source: Primary data
CHART 4.8: CHART SHOWING THE LEVEL OF STANDARD SET BY TOP
MANAGEMENT
Interpretation
From the above table it is interpreted that, 28% of employees agree that top
management set standards achievable, 54% of employees agrees Easily achievable,
14% May be achievable and only 4% targets that are Difficult to achieve sets.
Inference
Majority (54%) of employees agrees that top management sets standards.
30
17%
29%
Achievable
Easily Achievable
May be achieve
54%
TABLE 4.9: TABLE INDICATING THE LEVEL OF ACHIEVING THESE
STANDARDS.
Opinion
No. of Respondents
Percentage
Achievable
35
29
Easily achievable
65
54
Not achievable
-
-
May be achieve
20
17
Difficult to achieve
-
-
Total
120
100
Source: Primary data
CHART 4.9: CHART SHOWING THE LEVEL OF ACHIEVING THESE
STANDARDS
Interpretation
From the above table it is interpreted that, 54% of employees are of the opinion of
easily achievable, 29% finds it achievable and 17% finds it may be achieve the
standards.
Inference
Majority (54%) of employees finds the standards are easily achievable.
31
16%
16%
Very stressed
Stressed
24%
Not very stressed
Not at all stressed
44%
TABLE 4.10: TABLE INDICATING THE STRESS LEVEL AT WORK PLACE.
Opinion
No. of Respondents
Percentage
Very stressed
19
16
Stressed
53
44
Not very stressed
29
24
Not at all stressed
19
16
May be stressed
-
-
Total
120
100
Source: Primary data
CHART 4.10: CHART INDICATING THE STRESS LEVEL AT WORK PLACE.
Interpretation
The above table and diagram shows that 16% of employees are Very stressed,
44% of employees are stressed, 24% of employees are not very stressed and 16%
of employees are not at all stressed.
Inference
Majority (44%) of the employees are stressed at work place
32
7%
8% 8%
Office environment
10%
Work load
Competition at work
Pressure from dept. Heads
67%
Poor salary
TABLE 4.11: TABLE SHOWING THE CAUSES OF HIGH STRESS IN YOUR
CURRENT JOB.
Opinion
No. of Respondents
Percentage
Office environment
10
8
Work load
80
67
Competition at work
12
10
Pressure from dept. Heads
8
7
Poor salary
10
8
Total
120
100
Source: Primary data
CHART 4.11: CHART INDICATING THE CAUSES OF HIGH STRESS IN YOUR
CURRENT JOB.
Interpretation
The above table and diagram shows that 8% of employees face stress due to office
environment, 7% of employees saw that it’s because of pressure from dept. Heads,
10% of employees saw that because of competition at work, 8% of employees say
that it’s because of poor salary and 67% of employees says it’s because of work load.
Inference
Majority (67%) of the stress is caused by work load.
33
8%
8%
38%
Highly satisfied
Satisfied
Neutral
Dissatisfied
46%
TABLE 4.12: TABLE INDICATING THE LEVEL OF JOB SATISFACTION.
Opinion
No. of Respondents
Percentage
Highly satisfied
10
8
Satisfied
55
46
Neutral
45
38
Dissatisfied
10
8
Highly Dissatisfied
-
-
Total
120
100
Source: Primary data
CHART 4.12: CHART INDICATING THE LEVEL OF JOB SATISFACTION.
Interpretation
The above table and diagram shows that 46% of employees are satisfied with current
job, 8% are highly satisfied, 38% of employees are neutral and 8% of employees are
dissatisfied.
Inference
Majority (46%) of employees are satisfied with current job.
34
7%
7%
16%
20%
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
50%
TABLE 4.13: TABLE SHOWING HOW DO YOU FEEL ABOUT THE PRESENT
ORGANIZATIONAL ENVIRONMENT.
Opinion
No. of Respondents
Percentage
Highly satisfied
20
16
Satisfied
60
50
Neutral
24
20
Dissatisfied
8
7
Highly dissatisfied
8
7
Total
120
100
Source: Primary data
CHART 4.13: CHART SHOWING HOW DO YOU FEEL ABOUT THE PRESENT
ORGANIZATIONAL ENVIRONMENT.
Interpretation
The above table and diagram show that 16% of employees are highly satisfied with
present work environment, 50% employees are satisfied, 20% employees are neutral,
7% of employees are dissatisfied and 7% are highly dissatisfied.
Inference
Majority (50%) of the employees are satisfied with work environment.
35
4%
9%
23%
Highly satisfied
Satisfied
Neutral
Dissatisfied
64%
TABLE 4.14: TABLE SHOWING HOW YOU FEEL ABOUT THE MONITOR AND
NON-MONITOR COMPENSATION OF THE WORK IN THE COMPANY
Opinion
No. of Respondents
Percentage
Highly satisfied
77
64
Satisfied
27
23
Neutral
11
9
Dissatisfied
5
4
Highly dissatisfied
-
-
Total
120
100
Source: Primary data
CHART 4.14: CHART SHOWING HOW YOU FEEL ABOUT THE MONITOR AND
NON-MONITOR COMPENSATION OF THE WORK IN THE COMPANY.
Interpretation
From the above table it is inferred that, 23% are satisfied, 64% of employees are
highly satisfied. 9% of employees are Neutral and 4% of employees are dissatisfied.
Inference
Majority (64%) of the employees are satisfied with the monitor and non-monitor
compensation of the work.
36
19%
12%
38%
31%
Highly satisfied
Satisfied
Neutral
Dissatisfied
TABLE 4.15: TABLE INDICATING THE LEVEL HOW YOU SATISFIED WITH THE
WELFARE ACTIVITIES AND WORKING CULTURE OF THE WORKING
CONDITIONS.
Opinion
No. of Respondents
Percentage
Highly satisfied
15
12
Satisfied
45
38
Neutral
37
31
Dissatisfied
23
19
Highly dissatisfied
-
-
Total
120
100
Source: Primary data
CHART 4.15: CHART INDICATING THE LEVEL HOW YOU SATISFIED WITH THE
WELFARE ACTIVITIES AND WORKING CULTURE OF THE WORKING
CONDITIONS
Interpretation
The above table and diagram show that 38% of employees are satisfied with the
organizational climate, 31% of employees are neutral, 12% of employees feel highly
satisfied and 19% of employees are dissatisfied.
Inference
Majority (38%) of employees are satisfied with the welfare activities and working
culture of the working conditions.
37
3%
11%
Always
28%
Sometimes
Often
58%
Never
TABLE 4.16: TABLE INDICATING FREQUENT FACING MENTAL AND PHYSICAL
PROBLEMS TO THE ROUTINE WORK PROGRESS
Opinion
No. of Respondents
Percentage
Always
17
11
Sometimes
33
28
Often
70
58
Very often
-
-
Never
4
3
Total
120
100
Source: Primary data
CHART 4.16: CHART INDICATING FREQUENT FACING MENTAL AND
PHYSICAL PROBLEMS TO THE ROUTINE WORK PROGRESS.
Interpretation
From the above table it is interpreted that, 11% always face mental and physical
problem, 28% face sometime, 58% of employees face often and 3% never face any
mental or physical problems.
Inference
Majority (58%) of the employees often face mental and physical problems to the
routine work progress.
38
Yes
No
100%
TABLE 4.17: TABLE SHOWING EXISTENCE OF OVERTIME WORK.
Opinion
No. of Respondents
Percentage
Yes
-
-
No
120
100
Total
120
100
Source: Primary data
CHART 4.17: CHART SHOWING EXISTENCE OF OVERTIME WORK.
Interpretation
There is no overtime work.
Inference
No overtime work exists in the company.
39
Yes
No
100
TABLE 4.18: TABLE SHOWING EXISTANCE OF SHIFT ARRANGEMENT IN THE
FIRM.
Opinion
No. of Respondents
Percentage
Yes
-
-
No
120
100
Total
120
100
Source: Primary data
CHART 4.18: CHART SHOWING EXISTANCE OF SHIFT ARRANGEMENT IN THE
FIRM.
Interpretation
There is no shift arrangement.
Inference
No shift arrangement exists in the firm.
40
8%
8%
40%
44%
Increaseed absenteesim
Decreased productivity
Reduces job satisfaction
Reduced work effectiveness
TABLE 4.19: TABLE SHOWING THE EFFECTS OF JOB STRESS.
Opinion
No. of Respondents
Percentage
Increased absenteeism
10
8
Decreased productivity
52
44
Reduces job satisfaction
48
40
Reduced work effectiveness
10
8
Total
120
100
Source: Primary data
CHART 4.19: CHART SHOWING THE EFFECTS OF JOB STRESS.
Interpretation
The above table and diagram shows that, decrease in productivity and reduces job
satisfaction are the major effects of job stress.
Inference
Majority (44%) of employees inferred that decrease in productivity is a major effect of
job stress.
41
33%
Unachieved production targets
Regular appraisal method
67%
TABLE 4.20: TABLE INDICATING IMPACT OF STRESS ON EMPLOYEES
PERFORMANCE MEASURED.
Opinion
No. of Respondents
Percentage
By
unachieve
d Production targets
40
33
By regular
appraisal method
80
67
Others
-
-
Total
120
100
Source: Primary data
CHART 4.20: CHART INDICATING IMPACT OF STRESS ON EMPLOYEES
PERFORMANCE MEASURED.
Interpretation
The above table and diagram shows that 33% employee’s performance is measured
by unachieved production targets, 67% employees performance is measured by
regular appraisal method.
Inference
Majority (67%) employees performance is measured by regular appraisal method.
42
24%
24%
8%
Always
Sometimes
Never
Rarely
44%
TABLE 4.21: TABLE SHOWING THE LEVEL COMPANY PROVIDING
RECREATIONAL FACILITIES TO REDUCE WORK STRESS.
Opinion
No. of Respondents
Percentage
Always
29
24
Sometimes
53
44
Never
9
8
Often
-
-
Rarely
29
24
Total
120
100
Source: Primary data
CHART 4.21: CHART INDICATING THE LEVEL COMPANY PROVIDING
RECREATIONAL FACILITIES TO REDUCE WORK STRESS.
Interpretation
The above table and diagram shows 24% of employees are of the opinion that
company provides recreational facilities always, 44% of employees say sometimes,
8% of employees say never and 24% of employees say rarely.
Inference
Majority (44%) of employees are of the opinion that company sometimes provide
recreational facilities.
43
15%
Yes
No
85%
TABLE 4.22: TABLE INDICATING COMPANY HANDLING GRIEVANCE
PROCEDURES TO SOLVE THE PROBLEMS.
Opinion
No. of Respondents
Percentage
Yes
102
85
No
18
15
Total
120
100
Source: Primary data
CHART 4.22: CHART INDICATING COMPANY HANDLING GRIEVANCE
PROCEDURES TO SOLVE THE PROBLEMS
Interpretation
The above table and diagram shows that 85% of employees agree that company do
solve their grievances and problems and 15% of employees say no to that.
Inference
Majority (85%) of employees agree that company do solve their problems.
44
19%
29%
Time Managemnt
Realistic goal setting
Physiological fitness
29%
All of the above
23%
TABLE 4.23: TABLE SHOWING THE BEST STRESS PREVENTION METHOD.
Opinion
No. of Respondents
Percentage
Time management
23
19
Realistic goal setting
35
29
Physiological fitness
27
23
All of the above
35
29
Others
-
-
Total
120
100
Source: Primary data
CHART 4.23: CHART SHOWING THE BEST STRESS PREVENTION METHOD.
Interpretation
The above table and diagram shows that 29% are of the opinion of realistic goal
setting. 19% of employees to time management, 23% of employees to physiological
fitness and 29% of employees agree to all of the above.
Inference
Majority (29%) of employees recommended all the three opinions as best prevention
methods.
45
4.2 ONE WAY ANNOVA
Age of respondents and their opinion about present organizationalenvironment
H
0
(Null Hypothesis): There is no significant relationship between age of
respondents and their opinion about present organizational environment.
H
1
(Alternate Hypothesis): There is a significance relationship between age of
respondents and their opinion about present organisational environment
Descriptives
Respondents opinion about present organization environment
Age
N
Mean
Std.
Deviation
Std.
Error
95%
Confidence
Interval for
Mean
Minimum
M
a xi
m
u
m
Lower
Boun
d
Uppe
r
Boun
d
Below
30
23
1.565
1.1995
.2501
1.047
2.084
.0
4.0
30-40
27
1.370
1.1485
.2210
.916
1.825
.0
4.0
40-50
25
1.320
1.0296
.2059
.895
1.745
.0
4.0
50-60
45
1.289
.9444
.1408
1.005
1.573
.0
4.0
Total
120
1.367
1.0527
.0961
1.176
1.557
.0
4.0
ANOVA
Respondents opinion about present organisational environment
Sum of
Squares
Df
Mean Square
F
Sig.
Between Groups
1.234
3
.411
.365
.778
Within Groups
130.633
116
1.126
Total
131.867
119
H
O
> H
1
: H
0
is accepted.
Interpretation
Hence there is no relationship between the age of respondents and their opinion
about present organisational environment.
46
4.3 T-TEST
Gender of the respondents and feel about the monitor and non-monitor
compensation of the work in the company
H
0
(Null Hypothesis) = There is no significant relationship between gender of the
respondents and feel about the monitor and non-monitor compensation of the
work in the company.
H
1
(Alternate Hypothesis) = There is a significance relationship between gender
of
the respondents and feel about the monitor and non-monitor compensation of
the work in the company.
Group Statistics
relation with monitor
and non-monitor
N
Mean
Std. Deviation
Std. Error
Mean
Gender
1.0
66
.714
.4600
.0869
2.0
34
.636
.5045
.1521
Gender
Mean value
T value
Sig
value
Male
.714
.463
.407
Female
.636
.445
Interpretation
From the above analyzed data, it is interpreted that the p value is 0.407 which is
above the significance level 0.05, therefore reject the null hypothesis and accept the
alternative hypothesis. Thus, there is significance influence between the gender of
the employees and their relationship with feel about the monitor and non-monitor
compensation of the work in the company.
47
5.1 FINDINGS
Work stress has an impact on the performance of the employees. Decrease in
productivity and decrease in job satisfaction are the factors through which the impact
of stress can be identified. These two problems are prevailing in the organization.
Lack of recreational facilities is also one of the main stressors.
Counselling programs and grievance handling procedures have been adopted by the
company.
All the workers have a normal work routine of 8-10 hours; there is only one hour to
rest.
It has been found out that for most of the employees, their job creates stress.
Production targets have been set up by the top management for the respondents to
be achieved.
It has been found that most of the employees are satisfied with their current job.
It has also been found that the employees maintain a good relationship with their co-
workers.
Employees face various Mental and physical problems to the routine work progress.
It was found that the main reasons for work stress are due to heavy work load and
pressure from department heads.
It was also found out that majority of the employees are able to achieve the targets
sometimes only.
The standards set up by the top management are not easily achievable by the
employees but achievable.
48
5.2 SUGGESTIONS & RECOMMENDATIONS
The top management should try to give additional breaks during the working hours.
The management can provide more recreational facilities to the employees so that
stress can be reduced to some extent.
Improvement in work environment can be encouraged by providing lighting and
ventilation in work room.
The management can redesign the job to reduce work stress.
Health promotion programs could be implemented in the firm which is helpful in
monitoring the overall health of the employees.
Employees who feel more stress at work should be provided with separate
counselling.
Employee’s engagement cum motivational programs should be conducted
periodically to sensitize the staff towards public service motive.
49
5.3 CONCLUSION
Stress management is not as difficult as it seem. If you think you have too much of
stress in your life, it may be helpful to talk with your doctor, spiritual advisor, or any
local mental health association. Because reaction to stress can be a factor in
depression, anxiety and other disorders, they may suggest that you visit with a
psychiatrist, psychologist, social worker, or other qualified counsellor. We don’t want
to present ourselves as medical professionals. All we want to do is give you some
tools to implement in your life to help you cope with those things which make us
overwhelmed and feel out of control.
You may also want to look into time management tools inorder to get rid of some of
your stressors. Stress management tips are simple cost effective methods to
effectively check stress. They can be practiced anywhere and at anywhere. If you feel
you are in need of help, do not hesitate. You might not be correct always. The cause
of your stress might be for no reason at all. But it might be physical in its roots.
Understand your limitation and it can relieve stress to a large extend.
The project entitled “A study on the stress management among employees”
focuses on the relationship between the stressors and the performance of employees.
This is gaining importance day by day so it was decided to take up. Human resource
is the most important resource of any organization and therefore it must be taken care
of. The employees are the assets of the firm hence the factors which cause stress to
them must be identified and eliminated because this stress will prevent from doing
their job effectively.
50
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Latif, et al (2016). Occupational stress and psychological problems among workers.
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Kavitha, Role of stress among women employees forming majority workforce at IT
sector in Chennai and Coimbatore, Tier-I & Tier-II centers, (2012),
Sarvesh Satija and Waheeda Khan Emotional Intelligence as Predictor of
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Amir Shani and Abraham Pizam (2009) ―Work-Related Depression among Hotel
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Viljoen and Rothmann, the relationship between occupational stress, ill health and
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Occupational Stress & Psychological Well Being following University Relocation
(2009)
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Performance (2012)
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Behavior.
52
QUESTIONNAIRE
This is Hemalatha S doing MBA in Sathyabama Institute of Science and
Technology as per being academic procedure. I need to collect the information and
data for my research project titled “A STUDY ON STRESS MANAGEMENT AMONG
EMPLOYEES IN MANUFACTURING INDUSTRIES”. Kindly give the valuable time
to complete this research process. By filling this Questionnaire.
1)
Name:
2)
Department:
3)
Age:
Below 30
⬜
30-40
⬜
40-50
⬜
50-60
⬜
Above 60
4) Gender:
⬜
Male
⬜
Female
⬜
Not to mention
⬜
5) Nature of job
Part-time
⬜
Full-time
⬜
Contract
⬜
53
6)
How long have been working with the organization?
Between 1-5 years
⬜
Between 5-10 years
⬜
More than 10 years
⬜
7)
Does your job create stress?
Yes
⬜
No
⬜
8)
What is your normal work routine?
1-6 hours
⬜
6-8 hours
⬜
8-10 hours
⬜
9)
How often you able to achieve your target?
Very often
⬜
Often
⬜
Sometimes
⬜
Rarely
⬜
Never
⬜
10)
Does the top management set standards for the job you perform?
Easily achievable
⬜
Achievable
⬜
Not achievable
⬜
Difficult to achieve
⬜
May be achieve
⬜
54
11)
What is your opinion about these standards?
Easily achievable
⬜
Achievable
⬜
Not achievable
⬜
Difficult to achieve
⬜
May be achieve
⬜
12)
How do you describe your stress level at work place?
Very stressed
⬜
Stressed
⬜
Not very stressed
⬜
Not at all stressed
⬜
May be stressed
⬜
13)
Rate the following statements
What causes you to get stress in your job?
Work load [1-5]
Poor salary [1-5]
Office environment [1-5]
Pressure from dept. Heads [1-5]
Competition at work [1-5]
14)
How is the impact of stress on employee’s performance measured?
By unachieved Production targets
⬜
By regular appraisal method
⬜
Others
⬜
55
Particulars
Highly
Satisfied
Satisfied
Neutral
Dissatisfied
Highly
Dissatisfied
15
Are you satisfied with
your current job?
16
How do you feel about
the present work
environment?
17
Relationship with
colleagues?
18
Organizational
climate in terms of
health and safety
condition?
19)
Have you faced any physiological and psychological problems after entering into
the present job?
Always
⬜
Sometimes
⬜
Often
⬜
Very often
⬜
Never
⬜
20)
Do you have a system of overtime work?
Yes
⬜
No
⬜
21)
Is there any shift arrangement in your firm?
Yes
⬜
No
⬜
56
22)
Kindly rate the factors that lead for effects of job stress.
Increased Absenteeism [1-5]
Decreased productivity [1-5]
Reduces job satisfaction [1-5]
Reduced work effectiveness [1-5]
23)
Do your company provide recreational facilities to reduce work stress?
Always
⬜
Sometimes
⬜
Never
⬜
Rarely
⬜
Very rarely
⬜
24)
Does the organization adopt grievance handling procedure to solve your
problems?
Yes
⬜
No
⬜
25)
Which is the best stress prevention method you would recommend?
Time management
⬜
Realistic goal setting
⬜
Physiological fitness
⬜
All of the above
⬜
Others
⬜
1
A STUDY ON STRESS MANAGEMENT AMONG THE EMPLOYEES IN
MANUFACTURING INDUSTRIES
1
Hemalatha.S &
2
John Paul M
1
Student, School of Business Administration
2
Assistant Professor, School of Business Administration
Sathyabama Institute of Science and Technology, Chennai 600119, Tamil Nadu, India
ABSTRACT
This study on stress management among employees in manufacturing industries
helps the employees in identifying the factors which causes work stress and the
effect of stress on them in work place. The study also emphases on the ways the
organization deals to handle the kind of stress employee’s face and recommend
remedial programs for the same work place. This study is done using descriptive
research design method and data are collected by primary and secondary
sources. The questionnaire method is used as the methodology to collect primary
data for the study and the sample size of 120 employees has been taken in this
study for data analysis. The results are analyzed and interpreted, interference
through simple percentage analysis, ANOVA method and T-Test. The data
analysis and interpretation are collected and done is being presented through
graphs.
Keywords: Stress management, Work stress, Manufacturing industries.
INTRODUCTION
Stress is one of the pervasive problems of an organization. Work stress is such an
important aspect to face which is considered as a monster and it has captured many
employees in its grips. That is why the topic is gaining importance day by day and
more and more firms are taking it seriously work place. Work stress has to be rightly
identified at the right time and measures should be taken to control the work stress
among employees. Because of the above cited importance of work stress, it is
worthwhile conducting a study on the work stress among the employees in
manufacturing industries to develop the industries and achieve to the great success
in future forecasting in the workplace.
REVIEW OF LITERATURE
• Yan, H. & Xie, S. (2016) stress define as a series of physiological,
psychological and behavioral responses due to the continuing effects of
one or more stressors on individuals in an organization
• Latif, et al. (2016) highlighted that muscle tension, increased heart rates
associated with high blood pressure, are all due to the stress leading in
2
the working organization to gastrointestinal, cardiovascular, respiratory,
musculoskeletal, skin, immune, and psychological disorders.
• Dr. P.Kannan & Suma.U (2015) in order to manage stress the organization
has to encourage employee development and embark on training
interventions for employees. Training specifically related to policies and
policy implementation is a key priority to succeed. Stress in banking
industries is mostly due to excess of over work pressure and work life
imbalance in the organization should support and encourage taking up the
roles that help them to balance work and family.
• Karthik R. (2013) Employee’s performance at work is influenced by stress
that can be either positive or negative work stress. The employees
performs better if they face low to moderate 54 amount of stress. Hence, it
aims at reducing the level of stress rather than eliminating stress
completely we have to conduct some program to the employees in
working organization to reduce work stress
• Y. Tatheer (2013) Majority of the bankers of Pakistan claim that they are
highly stressed because of their jobs that not only affect their performance
in banks but also equally affect their health and personal life of the
employee. They also declare that the organizational politics and
bureaucracy are the main reasons of stress in their banks.
OBJECTIVES OF THE STUDY
To study about the work stress of employees in manufacturing industries that is
to identify factors causing stress among employees in this study about the effect
of stress on employees in manufacturing industries that is to identify the method
to overcome the impact on stress among employee to investigate importance’s of
stress management in manufacturing industries.
RESEARCH METHODOLOGY
RESEARCH DESIGN
The approach adopted in this research is descriptive research.
TYPES OF DATA COLLECTED
Primary data was collected using a structured questionnaire and Secondary data
were taken from books, journals and records.
SAMPLE SIZE
A sample size of 120 employees has been taken in this study.
TOOLS FOR ANALYSIS
After the data has been collected, analysis is made from questionnaire and
tabulation method is followed. Tabulation is a technique procedure where in data
is classified and put in the form of tables. The tables thus obtained were analyzed
with statistical tools like
• Simple percentage analysis
• ANOVA method
3
7%
8% 8%
Office environment
10%
Work load
Competition at work
Pressure from dept. Heads
67%
Poor salary
• T Test
TABLE SHOWING THE CAUSES OF HIGH STRESS IN YOUR CURRENT JOB.
Source: Primary data
CHART INDICATING THE CAUSES OF HIGH STRESS IN YOUR CURRENT JOB.
Interpretation
The above table and diagram shows that 8% of employees face stress due to
office environment, 7% of employees saw that it’s because of pressure from dept.
Heads, 10% of employees saw that because of competition at work, 8% of
employees say that it’s because of poor salary and 67% of employees says it’s
because of work load.
TABLE SHOWING THE EFFECTS OF JOB STRESS.
Opinion
No. of Respondents
Percentage
Increased absenteeism
10
8
Decreased productivity
52
44
Reduces job satisfaction
48
40
Reduced work effectiveness
10
8
Total
120
100
Opinion
No. of Respondents
Percentage
Office environment
10
8
Work load
80
67
Competition at work
12
10
Pressure from dept.
Heads
8
7
Poor salary
10
8
Total
120
100
4
8%
8%
40%
44%
Increaseed absenteesim
Decreased productivity
Reduces job satisfaction
Reduced work effectiveness
Source: Primary data
CHART SHOWING THE EFFECTS OF JOB STRESS.
Interpretation
The above table and diagram show that, decrease in productivity and reduces job
satisfaction are the major effects of job stress.
4. ONE WAY ANNOVA
4.2.1 Age of respondents and their opinion about present organizational
environment.
H
0
(Null Hypothesis) = There is no significant relationship between age of
respondents and their opinion about present organizational environment.
H
1
(Alternate Hypothesis) = There is a significance relationship between age of
respondents and their opinion about present organizational environment
Descriptive
Respondents opinion about
present organizational
environment
Age
N
Mean
Std.
Deviation
Std.
Error
95% Confidence
Interval for Mean
Minimum
Maximum
Lower
Bound
Upper
Bound
Below
30
23
1.565
1.1995
.2501
1.047
2.084
.0
4.0
30-40
27
1.370
1.1485
.2210
.916
1.825
.0
4.0
5
40-50
25
1.320
1.0296
.2059
.895
1.745
.0
4.0
50-60
45
1.289
.9444
.1408
1.005
1.573
.0
4.0
Total
120
1.367
1.0527
.0961
1.176
1.557
.0
4.0
ANOVA
Respondents opinion about present
organizational environment
Sum of
Squares
df
Mean
Square
F
Sig.
Between Groups
1.234
3
.411
.365
.778
Within Groups
130.633
116
1.126
Total
131.867
119
H
O
> H
1
: H
0
is accepted.
Interpretation
Hence there is no relationship between the age of respondents and their opinion
about present organizational environment.
T-TEST
4.3.1 Gender of the respondents and feel about the monitor and non-monitor
compensation of the work in the company
H
0
(Null Hypothesis) = There is no significant relationship between gender of the
respondents and feel about the monitor and non-monitor compensation of the
work in the company.
H
1
(Alternate Hypothesis) = There is a significance relationship between gender
of the respondents and feel about the monitor and non-monitor compensation of
the work in the company.
Group Statistics
relation with monitor
and non-monitor
N
Mean
Std. Deviation
Std. Error
Mean
Gender
1.0
66
.714
.4600
.0869
2.0
34
.636
.5045
.1521
6
Gender
Mean value
T value
Sig
value
Male
.714
.463
.407
Female
.636
.445
Interpretation
From the above analyzed data, it is interpreted that the p value is 0.407 which is
above the significance level 0.05, therefore reject the null hypothesis and accept
the alternative hypothesis. Thus, there is significance influence between the
gender of the employees and their relationship with feel about the monitor and
non-monitor compensation of the work in the company.
FINDINGS
Work stress has an impact on the performance of the employees. Decrease in
productivity and decrease in job satisfaction are the factors through which the
impact of stress can be identified. It has been found out that for most of the
employees, their job creates stress and the main reasons for work stress are due
to heavy work load and pressure from department heads. Main stressors are lack
of recreational facilities and insufficient break during work hours.
SUGGESTIONS & RECOMMENDATIONS
The top management should try to give additional breaks during the working
hours. The management can provide more recreational facilities to the
employees so that stress can be reduced to some extent. Improvement in work
environment can be encouraged by providing lighting and ventilation in work
room. The management can redesign the job to reduce work stress. Health
promotion programs could be implemented in the firm which is helpful in
monitoring the overall health of the employees. Employees who feel more stress
at work should be provided with separate counselling.
CONCLUSION
The project entitled “A study on the stress management among employees”
focuses on the relationship between the stressors and the performance of
employees. This is gaining importance day by day so it was decided to take up.
Human resource is the most important resource of any organization and
therefore it must be taken care of. The employees are the assets of the firm
hence the factors which cause stress to them must be identified and eliminated
because this stress will prevent from doing their job effectively.
7
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