A PROJECT ON

Stress Management.
In the partial fulfillment of the requirement of the award of degree of Master of Business Administration (MBA) 2008-10 Submitted by
Mala Behl MBA 4th SEM. Under university, roll no:

DESH BHAGAT INSTITUTE OF MANAGEMENT & COMPUTER SCIENCES MANDI GOBINDGARH PUNJAB

ACKNOWLEDGEMENT
My journey towards achieving my destination for the design and development of my project has finally come to a fruitful culmination. My efforts and wholehearted cooperation of each and everyone has ended on a successful note. During this journey, I faced numerous unforeseen problems and unknown challenges. However at these junctures, a few enterprising people stepped in and guided us in a right direction. I would like to give sincere acknowledgement to those who have supported and encouraged me during this tough journey. Many people met me during this endeavor and enriched me with their support and knowledge both personally and professionally that resulted in the project being far better than it could possibly have been without them. I express my sincere gratitude to our respondents for their constant encouragement and support at all stages of this project. Last but not the least I pay my due regards and grateful to Mr.Nishant Garg for assisting me throughout this project. I thank her for providing me the reinforcement, confidence and most importantly the track for the project whenever who needed it.

DECLARATION
I Mala Behl hereby declare that the Project report entitled Stress Management is compiled and submitted by me is my original work. The findings in the report are based on the data collected by me while preparing this report. I have not copied the data from any previous report. However my project guides helped me at various points while preparing this report.

Place: - Mandi Gobindhgarh Dated: -

CONTENTS OF THE STUDY.

1.Title of the project Company profile Introduction to project
1. 2.

Objective of the study Research Methodology

Research design Data collection Sampling Tools of analysis

3.

Data Analysis and interpretation Conclusion Proposed Questionnaire

5. 6.

7. Bibliography

COMPANY PROFILE

TC TERRYTEX LTD is the nouveau venture of Satia Group. Satia Group is one of the oldest and most respected groups of North India with interests in Paper, Yarn, and now Terry Towels. Established in 1980 Satia Group commands a current turnover of USD $150 Million.

SATIA Group of Companies, a 600 Crores group, launches T.C. TERRYTEX LTD, a Terry Towel Unit!
T.C. TERRYTEX LTD. is a Unit of SATIA GROUP, which was started with the objective of offering to its customers a one-stop solution to meet al their home textiles needs by manufacturing customized home textile products like Towels, Bath Mats, and Bath Gown. The Terry Towel division will be the first one to go into commercial production in February 2008.

Associated Companies of Satia Group are: - SATIA PAPER MILL LIMITED - SATIA INDUSTRIES - SATIA SYNTHETICS LIMITED - TC SPINNER PVT LTD - TC TERRYTEX LIMITED
The T.C.TERRYTEX surges in to the future in to existing land of now challenges and opportunities powered by the magic of the past with the removal of qualitative restriction. As per the WTO agreement, there will be tremendous opportunities for the T.C. TERRYTEX group whose core competence in the field of towels, thread, paper, and dyed yarn, synthetic is well establishment. The recent foray in to a new range of towels both top and bottom has completed the group preserve in all the segment of textile. The phasing out of quota system will be enable the group of truly establishment its in the fashion conscious market of USA and EUROPE with its range of world products bearing the tradition of T.C TERRYTEX excellence. The factory is on the National Highway-21 at near Lalru, which is a 3 hours drive on road from New Delhi. It also has the connection with the Air Services. T.C. TERRYTEX Limited, the most sophisticated in terry towel unit in South Asia, Spread across 143, 400 Sq Meters in North India!

An R&D study in towels is focuses on experience for unfurnished results, but the real R&D starts at the basic level i.e. in our Cotton Yarn Factory. Quality control starts from the point where the fiber comes in role. We purchase our yearly cotton requirement from the same region, in order to get consistent standard products, by using the best quality fiber for production on machineries. Which is in step with the latest innovations and employing highly skilled and trained workers we will be able to bring about the best provided there you adequate capital. T.C. TERRYTEX LTD. has a manufacturing set-up, which is one of the most sophisticated in South Asia, Spread across 143,400 Sq Meters. It is equipped with the worlds latest SMIT Rapier Looms and Airjet TSudocama Looms running at 550 RPM with variopick facility, Wide width shuttle less looms with no width limitation (Jumbo Flexible Jacquards). The looms are backed by the latest equipment including Jacquards from Bonas and Warp Tyeing machines from KNOTEX (GERMANY). The latest pressure dyeing vessels from Fongs, and Fabric dyeing from Brazolli (Italy), and the RF dryer from STALAM. It also incorporates the latest technology warping machines from WESTPOINT (U.S.A.), Shearing machines from Mario Crosta fully automated cutting and stitching machines from Schmale (Germany). Along with Genkinger material handling trollys for looms and preparatory. This complete set up Is further supported by latest CAD system and simulation systems from NerdGraphics (Netherlands). T.C. TERRYTEX LTD. also boasts a completely equipped and automated laboratory with a Spectrophoto meter and an automatic color dispensing and dyeing unit from DATA COLOUR from the U.S.A. and a Light Box from Macbeth (Switzerland). Moreover, the strength of the above, we have the countrys best technicians who ensure quality, efficiency, and consistency to provide you with quality terry towels. Our production capacity is approximately 5000 tons with turnover of 150 crores ($40 million U.S.dollars) per annum. Available with a wide range of designs in Bath towels, Embroidered Towels, Beach Towels, Kitchen Towels, Christmas Towels, Blankets, and Bath Robes etc. Our design range encompasses a wide range in both Yarn Dyed and Piece Dyed qualities in both Dobbies and Jacquards. In addition, our designers in U.K., U.S.A., and Australia provide us with a continuous feedback on latest innovations and developments in designs and colors to give us an edge in our enterprise to provide you with new and radically forward products and designs.

TC TERRYTEX LTD- Factory Location

The factory of TC TERRYTEX LTD is very conveniently reachable. It is located on the National Highway-21 at Lalru, near Chandigarh. Approach by Air - Factory is approachable by the Air Services. It is just 16 miles (25 Km) away from Chandigarh Airport. Flight from New Delhi to Chandigarh is Only of 45 minutes duration. Approach by Car - Factory is just 4 hours drive by Car from New Delhi. Approach by Rail - Factory is well connected by Railway service. The factory is located 6 miles (10 Km) from Ambala Cantt Station.

COMPANY PHILOSOPHY
At T.C TERRYTEX, LTD. Company continues to practice good corporate governance. The group firmly believes that good corporate governance is the key to success in business. The Group Corporate philosophy envisages creation and maximization of shareholder wealth while observing the highest level of transparency and accountability
1. Code of conduct for brand members and senior management 2. Compliance with law, rules and regulation, conflict of interest 3. Security transactions/ confidential information

4. Protecting company asset

STATUS OF THE INDUSTRY

THE GROUP HAS OUTSTANDING PERFORMA IN THE NATIONAL TEXTILE INDUSTRY. $ 0.45 MILLION SPINDLES, 5000 ROTARS IN MULTI-LOCATIONAL ALL OVER THE COUNTRY PLACES LALRU. INDIA IS ONE OF THE LARGEST HOISARY TOWELS, MANUFACTURERS, EXPORT HAVING PRESTIGIOUS BUYER LIKE OLD NAVY, GAP. EXPORT MARKET ------------ USA, EUROPE

MAJOR PLAYERS OF THE INDUSTRY

Dr. Ajay Satia Mr. Anil Satia

 Mr. Dhruv Satia Mr. Akhil Satia Mr. Ankit Satia

OUR AIM ZERO DEFECT QUALITY POLICY
T.C TERRYTEX LTD Promoted by SHRI ANIL SATIA and family is situated on the Chandigarh-Ambala highway, about 35 kilometers from Chandigarh. The company has developed a product profile covering 100% Cotton Carded and Combed Yarns for the Indian and Exports markets. The company believes in providing value products to the customer and developing a culturally rich workforce, which is highly motivated to produce quality products. To further augment Top Managements efforts, the company has introduced sound Quality Management systems and Procedures in line with IS/ISO 9001 requirement and started a Programme to inculcate these values in its employees. The company believes that its work force is the biggest resource to foster quality in the Company and it is the basic input needed to build quality into its products. It also believes that to maintain quality, and improve productivity, resources like state of the art machinery, quality testing instruments, and modern work practices on the shop floor are also required. On the direction of worthy Managing Director, a team led by Chief Executive Officer and Departments Heads has been given the responsibility to ensure that the Quality Management system enshrined in Quality Manual is fully understood and practiced to assure customers the enduring quality of companys products on a continuing basis. The company aims to supply quality Terry Towels to meet customer needs by ensuring that quality is built into its product. We have been using a comprehensive management system to test each lot with the latest Testing Equipments. We control the quality right from the initial stage of spinning of yarn, therefore out of our stock of cotton which is always 5-6 months (old?), we have fixed a mix which ensures that the mixing is not only homogenous but also of consistently, long-lasting high quality.

Our mixing incorporates 20-25 lots in order to maintain our desired parameters. We check the UQL, Short Fibre percentage, Neps, Seed coat Neps, trash, & Mic in cotton, of 10% of the bales of each lot. The mixing plan is then made in such a way as to ensure minimal change to the properties of the parameters. We add the new lots in such a way that the changeover of the parameters is minimal so that the products have the same handfeel troughtout the shipments and shade variation problem is negligible.

Quality Control
Quality control starts from the point where the fiber is obtained. Yearly cotton requirement is fulfilled from the same region in order to get consistent standard products and by use of the best quality fiber for production. TC TERRYTEX LTD. boasts of a completely equipped and automated laboratory with a Spectrophotometer and an automatic color dispensing and dyeing unit from DATA COLOUR, U.S.A & Light Boxes from Macbeth. To further enhance the strength of the above, we have the countrys best technicians who ensure quality, efficiency, and consistency to provide you with quality terry towels.

QUALITY OBJECTIVES

Customer Satisfaction Continuous efforts to improve product quality and productivity Continuous training to employees to improve work methods Cost reduction.

Process Control: We have best machines for yarn dyeing from Fongs and for fabric dyeing from Brazzolli. Further our lab for testing and process control is completely equipped with a Spectrophoto Meter and an automatic Color Dispensing and Dyeing unit from DATA COLOUR from the U.S.A., and a Light Box from Macbeth (Switzerland) and other testing equipments for testing of the chemical and physical properties of the product.

The following activities are carried out to ensure quality assurance in our product; Raw material, in-process material, & Final yarn Inspection

Recording of all data in computer for storage and retrieval of process parameters, raw material parameters & yarn parameters Statistical analysis of all process control studies done in each department for comparison of day-to-day results and trials. Quality tracking using control charts and other analysis graphs Periodical Quality Reports

TC TERRYTEX LTD- Infrastructure

TCTL has the most sophisticated manufacturing set-up in South Asia. The factory is spread across 150,000 Sq Meters and is equipped with worlds latest Airjet TSudocama, SMIT Rapier looms, Jacquards from Bonas and running at 550 RPM with vario-pick facility. SPINNING CAPACITY 85000 Spindles 25550 MT per annum WEAVING CAPACITY 32 Dobby looms + 16 Jacquard looms 5000 MT per annum DYEING CAPACITY 5500 MT per annum STITCHING CAPACITY 5500 MT per annum AUTOMATED COLOR KITCHEN - Data Color, USA

Product Range & Designing

Our portfolio of Terry Towels collection has something to suit the tastes of all kinds of connoisseurs in all age groups and in all occupations. The collection of Terry Towels in fresh and lively colors assures to add character to bathroom of young people; the bold and bright color look makes a contemporary style of their bathroom. Jackquard Design Towels with photographic images and funky collection complete the range for young ones.

Product Range Our design range encompasses a wide range in both Yarn dyed & Piece dyed qualities across Dobbies and Jacquards: Bath ensembles Embroidered towels Beach towels Kitchen towel

 Christmas Towels Embellished Towels Specialty Towels Bath Mats Bath Robes Bath Wraps
We have a specialized range of Terry Towels for the health care and hospitality industry. ZERO TWIST BEACH TOWELS KITCHEN TOWEL EGYPTIAN TOWEL BAMBOO TOWEL COMBED -PLY TOWEL FRINGES TOWELS FINE ZERO TWIST TOWELS TEXTURED TOWELS JACQUARD TOWELS CABANA STRIPE TOWELS JACQUARD TERRY TOWELS JACQUARD VELOUR TOWELS PIECE DYED JACQUARD VELOUR TOWELS

Designing In house design studio with latest hardware and software from NedGraphics facilitates outstanding product development. Our designers in UK, USA and Australia provide us with a continuous support & feedback on latest innovations and developments in designs and colors to give us an edge in our enterprise and to provide our customers with new and radically forward products and designs.
These products have been designed keeping in the mind the specific requirements of these industries and some of the characteristics that these products have is as follows:

True to you Nature Relax Look. Super Soft Feel What affects the environment today affects our future tomorrow. The towel of our elegance The Best of the city now in your Bathroom

What nature affects. Ability To Repeated Washings Without Pile Pulling Quick Drying Minimum Linting & Piling (Infection Prevention) Dimensional Stability

TC TERRYTEX LTD Exports to:

KASSATEX SIGMATEX SATURDAY KNIGHTS VENUS TEXTILES WAL-MART E-MART

TC TERRYTEX LTD- Differentiation from other mills
Faster response time - The factory is equipped with multi dyeing vessels & extra preparatory capacity to improvise faster response times. Reliability - The factory is self sufficient with 100% backup of all equipments as Captive Generation of one MW of electricity is done per day. Flexibility - Any widths of towels can be done on Jumbo Jacquards and Variopick helps to make different structure towels. Lower minimums - The factory is established with multiple size vessels from 25 Kgs to 1000 Kgs. Quality - State-of-the-art infrastructure with the best possible manpower. Every member of our team has been trained to achieve the highest quality standards at every step in the process keeping in mind the importance of time. Color Continuity / Consistency - Totally automated & Microprocessor controlled digital plant & laboratory negligible human element. Innovation : Due to a complete vertical set up and Philosophy of the company.To keep ourselves at the forefront of the industry we strive to remain on the cutting edge of technology and also the maintain, develop and hire the best people,

enabling us to building long-term mutually beneficial relationship with you.

Responsibility (Towards the environment, workers and the customers) The factory uses the Reverse Osmosis treatment and a zero discharge plant with water treatment capacity of 2 million liters of water every day with an additional water recycling capacity of 90%. Philosophy of the company We strive to remain on the cutting edge of technology and also to maintain, develop and hire the best people, enabling us to building long-term mutually beneficial relationship with the customer.

TC TERRYTEX LTD- Future Expansion Plans

TC TERRYTEX LTD is in a continuous expansion mode and production capacity is further set to increase to 10000 MT by July 2009.Addition of 60 more looms along with all relevant infrastructures for Line Balancing is on the cards. The current plant has been made in a manner so that further expansion can be done in the existing Civil set up.

TC TERRYTEX LTD Certifications

TC Terrytex has been accredited with following Certifications: 1. OekoTex certificate for Terry Towels & Dyed Yarns: Certificate # - ZHHO 058721 & ZHYO 058720 Valid until 15 December 2009 2. GOTS Scope certificate from Control Union for manufacturing Organic Cotton products Certificate # - C810459GOTS-01.2008 - Valid until 6 January 2010. 3. GOTS OE Scope certificate from Control Union for manufacturing Organic Cotton blended Products Certificate # - C810459OE-01.2008 Valid until 6 January 2010. TC Terrytex has also applied for ISO certification and it will be accomplished in next 6 months time.

GREY YARN DYEING PROCESS

YARN DYEING STORE

GREY YARN

WINDING SECTION

IN THE WINDING SECTION THERE ARE TWO TYPES OF MACHINES

SOFT

WINDING MACHINE

CONE WINDING MACHINE

WINDING SECTION
AFTER DESPATCHING THE YARN FROM THE DYEING SECTION IT AGAIN COMES TO THE WINDING SECTION WHERE THE DYED YARN IS PUT TO THE CONE WINDING MACHINE.

CONE WINDING MACHINE

CONE WINDING MACHINE IS THE MACHINE, WHICH HELP TO PUT THE YARN INTO THE CONE. NO OF CONE WINDING MACHINE IN THE UNIT=6 MACHINES NO OF DRUMS INTO THE MACHINE=108 DRUMS

SOFT WINDING MACHINE

THIS MACHINE IS USED FOR MAKING THE GREY YARN (RAW YARN) INTO THE SOFT YARN THROUGH THE HELP OF WAX AND THE DRUMS. SOFT WINDING IS BASICALLY DONE FOR MAKING YARN FOR THE PURPOSE OF MAKING THE HOSIERY ITEMS NO OF SOFT WINDING MACHINE =7 MACHINES NO OF DRUMS PRESENT IN EACH MACHINE=156 DRUMS

No of carriers=34carrers When these soft yarn when comes from the winding section then these yarn put on these carriers then these carriers help to put the soft yarn into the dyed machines

FIRST OF ALL WINDED SOFT YARN ARE LOADED INTO CARRIERS

CARRIER

CARRIER

CARRIER

CARRIER CARRIER CARRIER

CARRIER

HYDRAULIC MACHINE

HYDRAULIC MACHINE

THIS MACHINE IS USED TO SOAK THE EXTRA LIQUID MATERIAL, WHICH IS IN THE YARN DURING ITS DYEING. NO OF HYDRAULIC MACHINES IN A DYEING UNIT=2 MACHINES AFTER THE YARN COMES OUT OF THE HYDRAULIC MACHINE WHERE Completely EXTRA LIQUID SOAKS IT GOES TO THE DRYEING MACHINE.

DRYER

DRYER

DRYER IS THE MACHINE, WHICH IS USED TO DRY THE YARN.

DYEING MACHINES

These machines are used to dye the soft yarn according to the different colours and the shades, which is prescribed by the customer these colors and shades are made in the laboratory.

LABORATORY

A LABORATORY IS A SEPARATE DEPARTMENT PRESENT IN A DYEING UNIT WHERE THE SHADES ARE MADE ACCORDING TO THE CUSTOMERS REQUIREMENTS

LABORATORY CONSIST OF HIGH SKILLED PROFESSIONALIST WITH WELL EQUIPED MACHINERIES

LABORATORY COLOUR MAKING PROCESS

FIRST OF ALL CUSTOMER SENDS THE SAMPLE OF COLOUR AFTER GETTING THE SAMPLE LABORATORYPERSON PUT THAT SAMPLE IN THE MACHINE CALLED SPECTOPHOTOMETER

SPECTOPHOTOMETER

SPECTOPHOTOMETER IS A DEVICE WHICH IS USED TO CALCULATE THE ACTUAL PERCENTAGE OF DIFFERENT COLOUR PRESENT IN THE SAM PLE WHICH IS PUT IN THE MACHINE THIS DEVICE TELLS THAT WHAT MIXTURE OF COLOUR IS REQUIRED FOR DYEING THE YARN. AFTER GETTING THE ACTUAL PERCENTAGE OF COLOUR FROM THE SPECTOPHOTOMETER IT GOES TO THE AUTOLAB

AUTO LAB

IT IS A DEPARTMENT IN A LABORATORY WHICH WORK ON MIXING THE COLOUR ACCORDING TO THE SPECIFICATIONS IN THIS DEPARTMENT

THERE ARE DIFFERENT MACHINESLIKE DISPENSER, COLOUR MIXING MACHINE, INFRACOLOUR.

DYEING MACHINES IN A DEPARTMENT

DYEING MACHINE PRESENT IN A DEPARTMENT ARE BASICALLY OF FONGS COMPANY. WHICH HAS CERTAIN SPECIFICATIONS? TEMPRATURE=14OC DESIGN PRESSURE=520Kpa HYDRAULIC TEST PRESSURE=300Kpa

NO OF DYEING MACHINES IN A DEPARTMENT

THERE ARE 17 DYEING MACHINES IN A COMPANY WHICH HAVE DIFFERENT SPECIFICATIONS AND OF DIFFERENT SIZES. NO OF MACHINES 2 1 2 2 2 2 2 1 3 KG 1 10 25 50 100 300 400 600 1000

PACKAGING
IT IS A DEPARTMENT IN THE YARN DYEING UNIT WHERE THE FINISHED YARN ARE PACKED. NO OF CARTONS PACKED PER DAY=200 CARTONS CAPACITY OF ONE CARTON=35 KG

H R POLICY OF T C TERRYTEX LIMITED

1) Remuneration policy:

All matters concerning remuneration of an individual are treated confidentially between the individual concerned & the company. The companys policy is to remunerate each employee in the relation to the value of the job held by him & his performance in it. It is not necessary that employee with similar qualification or experience will be remunerated equally. Performance of each & every employee is appraised by the concerned superior and report is presented formally every year. Salary of employees are reviewed in the light of performance reports,forseeable promotional opportunities and long term prospects as applicable to each person. 2) Recruitment Policy Recruitment process is a very crucial task or any organization. To keep manpower available for plant operations all the time we have to keep data bank of professionals required to take care of requirements on account of resignations, retirements additional requirements etc. However, no recruitment / employment should take place until there is a justified reason for recruitment. For recruitment of additional hand or even replacement, concerned Department Head should give reasons in writing for creating / filling the vacancy and benefits occurring to the company from addition of the post / hand. Normally following system is adopted for recruitment: Requisition: Requisition from the Department justifying the appointment / position in writing along with job profile, educational qualification, experience, age etc. Interview: Personnel Department will send applications available to the concerned HOD for scrutiny. Personnel Department will send call letters / tele-message to the candidates whose CVs are scrutinized and approved by the concerned department. In case of workers, he will be send to the concerned department for two days trial and decision taken on basis of his performance during the trial. In case of staff, cadre interview will be conducting by committee consisting of CEO, concerned HOD, Head of HR, and One HOD from any other independent department. Interviews are conducted at fix time (time given in Interview letter) in conference Room preferably in morning hours i.e. before lunch and members should rich the venue in time.

 After HR department will prepare interview merit list and finally the candidates

suiting requirements of the department concerned / company is presented to director and appointment finalized. On selection, an offer for appointment shall be issued to the selected candidate / s by the head of HR department. Joining:
Candidate will report to the HR department for joining where his personal file is

completed. Head of the concerned department in which the candidate is to join will countersign the joining report. HR department will inform the director about the new joined / s. In case employee joins in the rank of Asst. Manager and above, a circular to the effect is issued by the Head of HR department and by Director in case of General Managers and above. Preferably the same day new joined will be introduced to all the HODs (Managers and above) in a formal meeting over a cup of tea in the conference all. In case employee joins below the post of Asst. Managers he will be taken to the concerned HODs office by HR Officer / Personnel Officer who will ensure his introduction to all other employees of that department. In case employee join as a Trainee then his training programmed as well as induction programmed is chalked out by HR department covering all departments. He will devote at least half a day in each department to acquaint him with the activities off that department and will submit a written report to Head of HR department about what he learnt during the training /induction program. How ever, his regular on the job training is imparted by the consent of department. HR dept. Will insure that new employee is given detailed appointment letter in casing all terms and condition of service. Appointment letter will be issued as enter: Workers and staff up too DGM level G.M. (HR) G.M. & above

3) New joiners temporally stay in guesthouse / hotel: Those employees committed a company-hired house / accommodations are allowed single room hotel accommodations until suitable house / accommodations is arrange. However boarding expenses are too be the employ him / her self. 4) Re-imbursement of joining expenses: Reimbursement is not allowed as a policy and only in those cases where it is committed at the time it is reimbursed.

5) Probation & confirmation: Employees up to the level of senior officer i.e.AS-1 to JM-03 will be initially on 6 months probation , which can be extended for another six months. Employee will continue to be on probation unless confirmed in writing, However the employees in the grade of MM-1 viz. Asst. Manager and above will be confirmed from day one i.e. from date of joining. 6) Performance Appraisal: Once a year the performance of each employee is appraised and recorded in the form of a staff report covering preceding 12 months. The substance of the staff report is discussed personally with the individual concerned. Should it reveal my any shortcoming, employee will be given an opportunity to state his/her point of view and ascertain the direction in which improvement need to be made. 7) Confidentiality: All employees are required not to divulge or utilize, expect in the furtherance of Companys business, any confidential information that comes to their knowledge during the course of their employment with the company. The responsibility of keeping such information secret applies not only to the period of employment but also thereafter and violation of this section may attract strict disciplinary action, which may include dismissal / termination of service. 8) Increment / Promotion Letters: All letters pertaining to annual increment/ promotion/ special increment will be signed and released by HR. However , letters will be distributed to employees through their respective Departmental Heads. 9) Duty Timing: Plant keeps running round the clock and shift timings are as under :A Shift 7:00 a.m. To 3:00 p.m. B Shift 3:00 p.m. To 11:00 p.m. C Shift 11:00 p.m. To 7:00 p.m. G Shift 9:00 a.m. To 5:30 p.m. ( with half an hour lunch break)

10) Smoking inside the Factory: Smoking inside the Factory premises except in the places specifically maintained, if any is strictly prohibited. In case of violation strict disciplinary action can be taken. 11) Late Coming: No employee is allowed to report late on duty. However under compelling situations late coming i.e. only 10 minutes is allowed twice in a month and beyond this half day leave / absent will be marked. 12) Short Leave: Short leave up to 2 hours is allowed twice a month but not as routine every month.

Stress Management
Stress management encompasses techniques intended to equip a person with effective coping mechanisms for dealing with psychological stress, with stress defined as a person's physiological response to an internal or external stimulus that triggers the fightor-flight response. Stress management is effective when a person utilizes strategies to cope with or alter stressful situations.

What is Stress?
Stress is the "wear and tear" our bodies experience as we adjust to our continually changing environment; it has physical and emotional effects on us and can create positive or negative feelings. As a positive influence, stress can help compel us to action; it can result in a new awareness and an exciting new perspective. As a negative influence, it can result in feelings of distrust, rejection, anger, and depression, which in turn can lead to

health problems such as headaches, upset stomach, rashes, insomnia, ulcers, high blood pressure, heart disease, and stroke. Stress is our body physical, mental and chemical reaction that frightens, confuses, endangers or irritates you. Stress can lead to: Physiological discomfort. Some kind of emotional un-happiness. Strained relations with other people.

Definition:-

Hans Selye defined Stress as The force, pressure, or strain exerted upon a material object or person which resist these forces and attempt to maintain its original state Beehr and Newman as job stress is a condition arising from the interaction of the people and their jobs, and characterized by changes within people that force them to deviate from there normal functioning.

Sources of Stress
Extra-organization stress. Organization stress. Group stress. Individual stress.

Extra-organization stress.
Job stress is not limited to things that happen inside the organization factors during the working hours. Extra organization factors also contribute to job stress. There stressors include following factors:1. Political factors:- Political factors are likely to cause stress in countries which suffer from political uncertainties as an Iraq for e.g. the obvious reason is that the countries have stable political system where change is typically implemented in an orderly manner. 2. Economic factors:-Changes in business cycles creates economics uncertainties. When the economy contracts, people get worried about their own security. Minor recessions also causes stress in the work force as

downward swings in the economy are often accomplished by permanent reduction in the work force, temporary layoff or reduction in ply. 3. Technological factors:- technological uncertainty is the third type of environmental factor that can cause stress. In todays era of technological development new skills and experience obsolete in a very short span of time.

Organizational Stressors.
Although there are many factors in the work environment that have some influence on the extent of stress that people experience at the job, the following have been shown to be particularly strong in inducing stress: Job related factors:- Job related factors or task demand are related to the job performed by an individual. These factors includes the following: 1. If the job is too routine, dull and boring or happens to be too demanding in terms of frequent transfers or constant traveling, which limits the time he can spend with his family, the individual is likely to experience stress. 2. Some duties and responsibilities have inbuilt stress such as those of the fire fighter or the police squad which defuses bombs. 3. The more interdependence between a persons task and the tasks of others, the more potential stress is there. Autonomy, on the other hand tends to listen stress. Role related factors:-Role related factors relate to pressures placed on persons as a function of the particular role he or she plays in the organization. Individuals can experience the following role related stress: 1. Role conflicts: A Role conflict occurs when two or more persons have different and sometimes opposing expectations of a given individual. Thus, there are two or more sets of pressure on the individual so that it is not possibly satisfy all of them. Another type of role conflicts is the inter-role conflict where individual plays more than one role simultaneously in his life and the demand of these role conflicts with each other. 2. Role overload: Role overload refers to the situation when an individual is expected to do too many things within a limited time as part of the daily routine. For e.g. if Mr. A is expected to perform the duties of a supervisors, receptionist, public relation officers and accountant, she is likely to experience a lot of stress from the several roles she has to play during the day.

Inter personal and group related factors:-

interpersonal demand are pressure created by other employees. Group related stressors include factors like conflicts; poor communication, unpleasant relations and fear of being ostracized from the group as a valued member.

Organization structural factors:-These factors represent the managerial style

of the organizations seniors managers. They establish unrealistic pressure to perform in the short run, impose excessively tight controls and routinely fire employees who fails to turn up.

Group stressors.
Another source of stress in organization is poor interpersonal relations or conflicts. These conflicts can be among the members of the group or between the superior and subordinates. Groups have a lot of influence on the employees, behavior, performance and job satisfaction. Group can be classified into following factors:1. Group cohesiveness:- The famous Hawthorne studies had proved that group cohesiveness is very important to the employees, particularly at the lower level of the organization. Lack of cohesiveness can be very stress producing especially for those persons who cant thrive in isolation. This stress becomes more intensified when the people we are close to or with whom we come in contact with are in distress themselves.

2.Lack of social support:- Satisfaction, though, a state of mind is

influenced by the positive external factors. These factors include friendliness, respect from other members and self respect, support, opportunity to interact, achievement, protection against threats and a feeling of security.

3.Conflicts: - People who are working in the organization are prone to interpersonal and inter-group conflicts. As we have discussed that conflict has a both functional and dis-functional aspect. Whenever conflict has dis-functional consequences, it will lead to stress in all concerned parties.

4.Organizational climate: - Much of the group or inter-personal

relationships depend upon organizational climate .an all over organizational climate may have a relaxed style of working or it may be tense or crisis oriented so all the employees

of such organization will be continuously tense, if the climate in general is unfriendly, hostile or totally task oriented.

Individual stressors.
The typical individual works for about 8-10 hours a day. The problem and experience4s which he has to face in the remaining 14-16 non working hours can spill over to his work place. Following are the main factors which can causes stress to individuals. 1.Job concerns:- one of the major job concern is lack of job security which can lead to concern, anxiety or frustration to the individual. the prospects of losing a job especially when you have a family and social obligations, is always very stressful.

2.Career changes:-

when an employee has to relocate geographically because of transfer or promotion, it disrupts the routine of his daily life causing concern and stress this lead the following problems:1. The fear of working in a new location. 2. Unpredictability about new work environment. 3. Anxiety about creating new relationships. 4. If the employees has got a working spouse then the stress is greater. Thus when a person is geographical relocated, his stress will be depend upon how many change occur in his social relationships and family life. More the changes more will be the stress.

3.Economics problems:- some people are very poor money manager or

they have wants and desires that always to be exceed their earning capacity. When individuals over extended their financial resources, or on simple words if they spend more than they earn it will always cause stress and distract the employees from their work.

4.

Changes in life structure:-

The life structure of a person changes as he grow older. As he grows older, his responsibilities to himself as well as others changes and increases. The higher the responsibility, the greater the stress.

5.

Personality of a person:- The extent of stress is also determined by

the personality of a person . In respect of the distinction between TYPE A and TYPE B behavior patterns become relevant. As mentioned earlier, TYPE A personalities may creates stress in their work circumstances due to their achievements, orientation, impatience and professionalism. TYPE A people thus, bring stress on themselves. TYPE B personality, on the other hand less stress prone.

Consequences of Stress
As is pointed out in the introducing comments on stress. Stress is not automatically bad for individual employees or their organizational performance. It is dysfunctional aspect of high level of stress that should be and are a major concern for contemporary society in general and for effective human resources management in particular. The consequences of stress can be studied under three general categories:

Consequences for the Individual.

Stress show itself in a number of ways. An individual who is experiencing stress may develop the following symptoms. Physiological symptoms:- In the initial stages, the major concern of stress was directed at physiological symptoms. According to the researched high degrees of stress are typically accompanied by server anxiety, frustration and depression. Some of the physiological symptoms are as follows:
1. Stress: Irritability, insomnia, alcohol and food abuse. Physical

changes including rapid breathing, heart beat and tensed muscles. Prolonged stress can causes muscular twitches, skin problem. Such as impotence 2. Anxiety: excessive worry, irritability, anger, nervousness As well as usability to concentrates or to sleep. Physical Changes includes palpitation, chest pain and dazziness.

Psychological symptoms:-

while considerable attention has been given to the relationship between stress and physiological symptoms, especially within the medical community not as much importance has been given to the impact of stress on mental health .But psychological impacts of stress may be:

1.Stress can cause dissatisfaction. Job related stress can cause job related dissatisfaction, is the simplest way and the most psychological aspects of stress.

2.The psychological problems from stress may lead to poor job performance, lowered esteem, resentment, of supervision, inability to concentrate, make decision and job satisfaction. 3. The less control people have over the pace of their Work, the greater the stress and dissatisfaction. Any behavior which indicates that you are not acting your usual self may be a sign of adverse reaction to stress. Direct behavior that may accompany high level of stress includes: 1. 2. 3. 4. 5. 6. 7. Overeating Sleeplessness Drug abuse Nodding off during meetings or social gatherings Losing your sense of humour. Absenteeism and turnover. Reduction to Productivity.

Behaviors symptoms:-

Consistently acting and feeling out of character is a serious warning that we are losing our ability to cope with tension. Inability to feel or express any emotions or a sense of being indicates loss of contacts with surroundings and ourselves. The above indicators can help us in overcoming the tensions in our day to day life.

Consequences for The Family:

Distress which is handed by individuals in dysfunctional ways such as resorting to drinking or withdrawal behaviors, will have an adverse effect on their on their family life. The effect of this will be spouse abuse, child abuse, alienation, from family members and even divorce. The stressor which generally effect the family life are: 1. In the dual career families where both the spouse are pursuing careers, a lot of personal commitments, varied in nature, are demanded

from them. The stresses experienced by the couples stem from role overload, since both partners have to manage their careers as well as the family. 2. Additional stresses are experienced while handling the personal, social and cultural dilemmas of balancing work and family, discharging responsibilities, handling competition at the work place and within the family and being an involved members of the extended family.

Consequences To Organizations:
The effect of employees stress on organizations is many and varied. These include: 1. 2. 3. 4. 5. Low performance and productivity. High rates of absenteeism and turnover. Loss of customers due to poor attitudes of workers. Increased alienation of the worker from the job. Destructive and aggressive behavior resulting in strikes and sabotage.

The stress experienced by employees who take on critical roles and are responsible for public safety can sometimes be detrimental to the well being of the constituents served. For e.g. the stress experienced by airlines pilots, train drivers etc can results in the loss of many lives.

COPING STRATEGIES FOR STRESS

When we look at stress from organization point of view, management may not be concerned about the low to moderate level of stress experienced by the employees. The reason is that some functional level of stress is necessary to improve employees performance. But high level of stress and sustained low level of stress area cause of action by the management. But when we look at stress from individual point of view even the low level of stress is perceived to be undesirable. Keeping this in mind we can discuss the individual and organization approaches towards managing stress. Before discussing these approaches, we must keep in mind two points: 1. Firstly, we must not make any generalization. Each of us have different limits, different optimum stress level and will perceive the sources of stress differently. One person over stress may be an other person challenge and optimum stress.

2. Secondly, we need to differentiate between what we can do to equip and to organize our environment to prevent us from becoming over and under stressed. We label this as PREVENTION. Yet however, well we prepare ourselves and try to control our environment from time to time, we still experience undesirable stress. It is then that we need to have developed MANAGEMENT SKILLS. Now we discuss the individuals and organizational approaches to managing stress.

INDVIDUAL APPROACHES :
Stress can be managed by individual, which will enable him to regain control over his life. Some of the stress reducing strategies from individuals point of view are:
1.

Knowledge about stress:

He should know about the process and effects of stress. He must find out the major source of his stress . he must anticipate stressful periods and plan accordingly in advance.

2. Assertiveness: An individual should become assertive. He should not say YES when he wants to say NO. He Should start saying no to the people or managers who demand too much of his time. Thus assertive is an important factor in reducing stress. 3.

Social support network: Every person should have people to turn to,
talk to and rely upon. Good friends become highly supportive during the time of stress and crisis. Social network includes friends, family or work colleagues.

4. Re-adjust life goals: Every individual must know what he really wants to do. This should relate to not only the major decisions of the life but to all activities in our life. He must know what is important for him. Accordingly every person must re- adjusts his goals and make sure he has the ability and resources to reach such goals. 5. Relaxation techniques: Every individual must teach himself to reduce tension through relaxation techniques such as YOGA, MEDITATION, and HYPNOSIS ETC. 15-20 mins a day of deep relaxation releases tension and provide a person with pronounced sense of peacefulness.

Deep relaxation conditions will bring significant changes in heart rate, blood pressure and other physiological factors. 6. Plan your life in advance: People create situations which induce stress because they either did not plan or did a bad job of planning. This attitude may be relevant in those conditions over which we dont have any control like death in the family etc but for the other events in life, it is better to plan in advance, so that we can confront them with confidence.

ORGANISATIONAL APPORACHES:
Individual may design there own strategies to reduce stress, but it is a must for the organization to develop programmes that will help the employees in reducing their stress. Some of the measures which organization can take care:

1.Goal Setting:

Goal setting can reduce stress as well as provide motivation. It will result in less employee frustration, role ambiguity and stress. Sometimes due to lack of effective communication from the superiors, the employees do not know what they have to do and how they have to do it. This result in role ambiguity. Effective communication with employees reduces the uncertainty by lessening role ambiguity and role conflict.

2.Improved Communication:

should redesign the jobs in such a way as to give employees more responsibility, more work, more autonomy and increased feedback. Job redesigning enhances motivation, reduces the stress among the employees and enhances QUALITY OF WORK LIFE.
3.

Re-Designing Jobs: Organizations

If the organization gives the employees participation in those decisions that directly affect them and their job performance, it can increase employees control and reduces the role stress.
4.

Participative Decision Making:

5. Building Team Work: The management

should try to create such work environment in which there is no provision for inter personal conflict or inter group conflicts. Such conflicts are the causes of stress; such should be prevented from building or eliminated if they develop. To conclude we can say that all these strategies or a combination there of should be applied to make the work environment less stressful to a level which is positive and challenging.

STRESS SYMPTOMS
Work related stress has a way of creeping into our lives, sometimes without our even realizing it. Some of the symptoms are minor, while others are more serious and even hazardous to your health. You may be stressed out if you Have a hard time making decisions Have trouble meeting important deadlines Experience feelings of fatigue or sleepiness even with enough sleep Have low self-esteem Feel that there just arent enough hours in the day to get the job done Tend to criticize and be argumentative Experience moodiness or depression Get the constant feeling that something is wrong or missing Have a change in appetite so that you eat more or less than usual Find yourself smoking, drinking, or using drugs to cope with your job. Have high blood pressure Experience rapid breathing or hyperventilation Get muscle aches, headaches, or migraines

Models of stress management

Transactional model Richard Lazarus and Susan Folkman suggested in 1984 that stress can be thought of as resulting from an imbalance between demands and resources or as occurring when pressure exceeds one's perceived ability to cope. Stress management was developed and premised on the idea that stress is not a direct response to a stressor but rather one's resources and ability to cope mediate the stress response and are amenable to change, thus allowing stress to be controllable. In order to develop an effective stress management programme it is first necessary to identify the factors that are central to a person controlling his/her stress, and to identify the intervention methods which effectively target these factors. Lazarus and Folkman's interpretation of stress focuses on the transaction between people and their external environment (known as the Transactional Model). The model conceptualizes stress a as a result of how a stressor is appraised and how a person appraises his/her resources to cope with the stressor. The model breaks the stressor-stress link by proposing that if stressors are perceived as positive or challenging rather than a threat, and if the stressed person is confident that he/she possesses adequate rather than deficient coping strategies, stress may not necessarily follow the presence of a potential stressor. The model proposes that stress can be reduced by helping stressed people change their perceptions of stressors, providing them with strategies to help them cope and improving their confidence in their ability to do so.

Health realization/innate health model

The health realization/innate health model of stress is also founded on the idea that stress does not necessarily follow the presence of a potential stressor. Instead of focusing on the individual's appraisal of so-called stressors in relation to his or her own coping skills (as the transactional model does), the health realization model focuses on the nature of thought, stating that it is ultimately a person's thought processes that determine the response to potentially stressful external circumstances. In this model, stress results from appraising oneself and one's circumstances through a mental filter of insecurity and negativity, whereas a feeling of well-being results from approaching the world with a "quiet mind," "inner wisdom," and "common sense". This model proposes that helping stressed individuals understand the nature of thought--especially providing them with the ability to recognize when they are in the grip of insecure thinking, disengage from it, and access natural positive feelings-will reduce their stress.

Techniques of stress management

There are several ways of coping with stress. Some techniques of time management may help a person to control stress. In the face of high demands, effective stress management involves learning to set limits and to say "No" to some demands that others make. Techniques of stress management will vary according to the theoretical paradigm adhered to, but may include some of the following:

Autogenic training

Cognitive therapy Conflict resolution Exercise Meditation Deep breathing Nootropic Relaxation techniques o Fractional relaxation o Progressive relaxation o Stress balls Natural medicine Clinically validated alternative treatments[7] Time management Listening to certain types of relaxing music,[8] particularly:
o o

New Age music Classical music

Measuring stress
Levels of stress can be measured. One way is through the use of the Holmes and Rahe Stress Scale to rate stressful life events. Changes in blood pressure and galvanic skin response can also be measured to test stress levels, and changes in stress levels. A digital thermometer can be used to evaluate changes in skin temperature, which can indicate activation of the fight or flight response drawing blood away from the extremities. Stress management has physiological and immune benefit effects.

WHAT CAUSES JOB STRESS?

Management style. Interpersonal relationships Work roles. Career concerns The design of tasks Environmental conditions

Effectiveness of stress management

Positive outcomes are observed using a combination of non-drug interventions.

treatment of anger or hostility, autogenic training talking therapy (around relationship or existential issues) biofeedback cognitive therapy for anxiety or clinical depression

OBJECTIVES OF THE STUDY

1. To identify situations that causes stress. 2. To know various stress reduction techniques to alleviate stress. 3. To identify emotional, physical, and mental effects of stress.

4. To know how stress effect the working process of employees of the company.

Research Methodology.
Research in common parlance, to research for knowledge and it is

not concerned to the revision of the facts but to discover the new facts involved.

Research Design:

The research design is the combination of Exploratory and descriptive designs. This study is conducted in various steps: The relevant information is collected to meet the need of objective. The analysis is made and finally the findings and suggestions are made.

Data Collected Method

The data is collected both by Primary and secondary data sources.

Primary Data:
Most of information is gathered through primary sources. The method use for collecting primary data is questionnaire and interview.
Research Design in this case Interview and Interaction with the Officers and Officials of the Corporation has been conduct in order to find out the existing system of man power planning and to suggest feasible improvements in the system in the TCTL .Discussions with the officials of the company have provided retailed in sight into these issues . Contact Method : Interview/interaction method Type of universe : Workforce in TCTL Ltd. Sampling Procedure : Randomly & Convenience Sample size : 60 employees (mainly the senior executives, managers and heads of departments including few supervisors)

Secondary Data:
The secondary data has been collected from the company records already available like Annual report, budgetary performance report and data available on Internet.

Tools of Analysis:
The statistical tools for analysis of collecting data are used by average percentage and comparisons.

LIMITATIONS
As nothing is perfect except the effort. This study too has its limitations that limit the applicability and validity of the study. The limitations that limit the effectiveness of the research are like:

TIME- Foremost of all the constraints was the limited time. The time to do the research was limited. So, present study is the result of whatever efforts I could put in within the time limit. LIMITED RESOURCES- Monetary and other resources were limited so I could do the research in the specific regions of Punjab only, no other state could be covered. BIASNESS- The study sought the opinions of the respondents and opinions have all the chances to be biased. LIMITED VALIDITY- The business environment factors and variables underlying the study belong to a very dynamic category.

1.

What is your marital status? Married ( ) Unmarried ( )

No of respondents 60 Percentage

Married 27 45%

Unmarried 33 55%

55%

45% Married

Unmarried

It was found that the 45% employees were married and 55% employees were unmarried.

2. How old are you? 20 25 yrs old ( ) 30 - 35 yrs old ( ) 25 30yrs old ( ) more then 35 yrs old ( )

No of 20 25 yrs old 25 30yrs old respondents 60 15 17 Percentage 25% 28%

30 - 35 yrs old 18 30.4%

more then 35 yrs old 10 16.6%

16.6%

25%

20 25 yrs old 25 30yrs old 30 - 35 yrs old more then 35 yrs old

30.4%

28%

It was found that the employees 0f 20-25 years old were 25%, 25-30 years old 28%, 30-35 years old were 30.4% and the employees of age more tan 35 years were 16.6%.

3. Are you able to maintain balance between your personal & official life? Upto great extent ( ) No ( ) No respondents 60 Percentage of Up to extent 14 23.3% Sometimes ( ) great Sometimes 26 43.4% No 20 33.3%

33.3%

23.3% Upto great extent Sometimes No 23.3%

It was found that the 23.3% employees maintained the balance between personal life and official life, 43.4% sometimes and 33.3% saying no for the balance between the personal life and official life.

4. According to you stress is mainly due to which reason? Career change Role characteristics No respondents 60 ( ) ( ) Personality type ( )

of Career change 26

Personality type 17

Role characteristics 17

Percentage

43.4%

28.4%

28.4%

28.4%

Career change Personality type Role characteristics

28.4%

43.4%

It was found that the 43.4% employees saying that stress is mainly due to career change, 28.4% due to personality type and 28.4% said due to role characteristics.

5. Within the organization which factors you find is most stress going? Organisation policies Physical condition ( ) ( ) Organisation structure ( )

No respondents 60 Percentage

of Organization policies 28 46.7%

Organization structure 18 30.%

Physical condition 14 23.4%

23.4% Organisation policies Organisation structure 30% 46.7% Physical condition

It was found that the 46.7% employees said that the organization policies is most stress going, 30% organization structure and 23.4% said due to the physical condition.

6. For how long time you are working in this Organisation? 1 3 yrs 6 8 yrs ( ) ( ) 4 6 yrs More then 8 yrs 4 6 yrs 18 30% 6 8 yrs 8 13.3% ( ) ( ) More then 8 yrs 6 10%

No of 1 3 yrs respondents 60 28 Percentage 46.7%

13.3%

10%

46.7% 1 - 3 yrs 4 - 6 yrs 6 - 8 yrs

30%

More then 8 yrs

It was found that the 46.7% of 1-3 years were working in this organization, 30% were 4-6 years, 13.3% were 6-8% and 10% more than 8 years.

7. What is the tenure of your work shifts in a day? 7am to 3 pm 3pm to 11 pm ( ) ( ) 1 pm to 7 am 9am to 5.30pm ( ) ( )

No of 4 hours respondents 60 Percentage -

6 hours 9 15%

8 hours 40 66.7%

More then 8 yrs 11 18.3%

18.3%

15% 4 hours 6 hours 8 hours More then 8 yrs 66.7%

It was found that the employees were working in the organization continuously 6 hours 15%, 8hours 66.7% and more than 8 hours were 18.3%.

8. Do you come under stress very soon? Yes No No respondents 60 Percentage ( ) ( ) of Yes 18 30% Sometimes ( )

Sometimes 20 33.4%

No 22 36.6%

36.6%

30% Yes Sometimes No 33.4%

The 30% employees were said that we are coming stress very soon, the 33.4% said sometimes and 36.6% said no.

9. Under stressful situation what you do to reduce stress? Yoga Holidays ( ) ( ) Meditation Any other ( ) ()

No respondents 60 Percentage

of Yoga 19 31.6%

Meditation 17 28.4%

Holidays 24 40%

40%

31.6% Yoga Meditation Holidays

28.4%

It was found that the 31.6% employees are using yoga to reduce stress, 28.4% did meditation and 40% did the holidays.

10.What techniques your Organisation use to reduce stress of there employs? Convinent Work shifts ( ) Team work ( ) providing healthy environment Small get together ( ) ( )

No of Work shifts respondents 60 Percentage 15 25%

providing healthy environment 20 33.4%

Team work 15 25%

Small together 10 16.6%

get

16.6%

25%

Work shifts providing healthy environment Team work Small get together

25%

33.4%

It was finally found that the techniques used by the organization to reduce the stress 25% work shifts, 33.4% providing healthy environment, 25% team work and 16.6% small get together.

Conclusion.
It was found that the 45% employees were married and 55% employees were unmarried. It was found that the employees 0f 20-25 years old were 25%, 25-30 years old 28%, 30-35 years old were 30.4% and the employees of age more tan 35 years were 16.6%. It was found that the 23.3% employees maintained the balance between personal life and official life, 43.4% sometimes and 33.3% saying no for the balance between the personal life and official life. It was found that the 43.4% employees saying that stress is mainly due to career change, 28.4% due to personality type and 28.4% said due to role characteristics. It was found that the 46.7% employees said that the organization policies is most stress going, 30% organization structure and 23.4% said due to the physical condition. It was found that the 46.7% of 1-3 years were working in this organization, 30% were 4-6 years, and 13.3% were 6-8% and 10% more than 8 years. It was found that the employees were working in the organization continuously 6 hours 15%, 8hours 66.7% and more than 8 hours were 18.3%. The 30% employees were said that we are coming stress very soon, the 33.4% said sometimes and 36.6% said no. It was found that the 31.6% employees are using yoga to reduce stress, 28.4% did meditation and 40% did the holidays. It was finally found that the techniques used by the organization to reduce the stress 25% work shifts, 33.4% providing healthy environment, 25% team work and 16.6% small get together. At last we can conclude that 40% employees were going for holidays to reduce there stress level & 33.4% employees want thats organization should use health environment technique to reduce the stress.

SUGGESTIONS BY STAFF MEMBERS:

Organisation should improve more profits and the part of it should be divided in

employees as financial reward. Training programmes of operators should be held Annua functional programmes of staff and workers must be performed and reward should be given for their activitry. Company should provide family accommodation which had committed at the time of joining Some work to be done on employee satisfaction

Questionnaire
(Note: - please record your response by making check sign in the appropriate box or write your response in the space provided.) Name Designation. Address .. 1. What is your marital status? Married ( ) Unmarried ( )

2. How old are you? 20 25 yrs old ( ) 30 - 35 yrs old ( ) 25 30yrs old ( ) more then 35 yrs old ( )

3. Are you able to maintain balance between your personal & official life? Upto great extent ( ) No ( ) Sometimes ( )

4. According to you stress is mainly due to which reason? Career change Role characteristics ( ) ( ) Personality type ( )

5. Within the organization which factors you fine is most stress going?

Organisation policies Physical condition

( ) ( )

Organisation structure

( )

6. For how long time you are working in this Organisation? 1 3 yrs 6 8 yrs ( ) ( ) 4 6 yrs More then 8 yrs ( ) ( )

7. What is the tenure of your shift in a day??

7am to 3 pm 3pm to 11 pm

( ) ( )

1 pm to 7 am 9am to 5.30pm

( ) ( )

8. Do you come under stress very soon? Yes No ( ) ( ) Sometimes ( )

9. Under stressful situation what you do to reduce stress??

Yoga Holidays

( ) ( )

Meditation Any other

( ) ( )

10.What techniques your Organisation use to reduce stress of there employs? Convenient Team work Work shifts ( ) ( ) providing healthy environment Small get together ( ) ( )

11.What would you like to comment on stress?

Bibliography Library Resources.

C.R. Kothari. Research Methodology. Harvard Business Review. Business Today.

Internet Resources

www.tcterrytex.com
www.google.com www.wikipedia.com www.yahoo.com

Search engines
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3.