Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
By
…………………..
(Registration No: ……………….)
Of
……………………….
ANNA UNIVERSITY
APRIL 2008
CERTIFICATE
………………. ……………………..
……………….
Project Guide Head of the Department Principal
Of Management Studies
Internal Examiner
External Examiner
2
DECLARATION
……………………… ……………………..
Signature of the Faculty Guide Signature of the Candidate
3
ACKNOWLEDGEMENT
Sincere thanks are also to all the staff members of MBA department for their
valuable guidance and support.
4
Last but not the least I would like to thank the almighty, my family members
and friends for supporting me in hundred little ways that means a lot.
TABLE OF CONTENTS
LIST OF TABLES
LIST OF CHARTS
EXECUTIVE SUMMARY
1 INTRODUCTION 2
2 INDUSTRY PROFILE 7
3 COMPANY PROFILE 15
4 REVIEW OF LITERATURE 25
8 RESEARCH METHODOLOGY 34
10 FINDINGS 65
11 SUGGESTIONS 67
12 CONCLUSION 69
BIBLIOGRAPHY I
5
APPENDIX IV
6
LIST OF TABLES
TABLE PAGE
TITLE
NO. NO.
7
9.17 LEVEL OF STRESS 55
LISTOF CHARTS
8
CHART PAGE
TITLE
NO. NO.
DEPARTMENT WISE CLASSIFICATION OF
9.1 39
EMPLOYEES
9
9.17 LEVEL OF STRESS 55
10
ABSTARCT
The flagship company of Avtar Steel was a humble yet pioneering beginning made by
its founder and chairman Mr . B. B. JINDAL in the year 1996. He is very well supported
by his two sons Mr. AMIT JINDAL and Mr. SUMIT JINDAL and with the team of
professionals who are expert in their respective fields With his courage of conviction and
his undeterred pursuits for growth and excellence, the company has assumed its present
size and credence of global significance.
A strange new disease has found its way into lives of people of this
industrialized nation of the world. The most common disease is headache. Not only is
this, but diseases like heart attack, high Blood Pressure, stomach disorders, and skin
diseases very common to the people in the present world. These have become the effects
of stress and have become most common in many of the organizations, now-a-days.
Stress is an all pervading modern phenomenon that takes a heavy toll of human
life. Different situations and circumstances in our personal life and in our job produce
stress. We shall divide them into factors related to the organization or job factors related
to the person which include his experience or personality traits.
11
12
1. INTRODUCTION
13
with the supervisor or leads to increase of errors, bad decisions and the individual may
experience insomnia, stomach problems, and psychosomatic illness.
The present world is fast changing and there are lots of pressures and demands
at work. These pressures at work lead to physical disorders. Stress refers to individual’s
reaction to a disturbing factor in the environment. It is an adaptive response to certain
external factor or situation or what can be called environmental stimuli as reflected in an
opportunity, constraint, or demand the outcome of which is uncertain but important. In
short stress is a response to an external factor that results in physical, emotional,
behavioral deviations in a person.
Stress is an all pervading modern phenomenon that takes a heavy toll of human
life. Different situations and circumstances in our personal life and in our job produce
stress. Those can be divided into factors related to the organization and factors related to
the person which include his experience and personality traits. Job related factors are
work overload, time pressures, poor quality of supervision, insecure political climate, role
conflict and ambiguity, difference between company values and employee values. Person
related factors are death of spouse, or of a close friend, family problems, change to a
different line of work, prolonged illness in the family, change in social activities, eating
habits, etc.,
Personality traits are ‘Type A’ personality. They are impatient, ambitious,
competitive, aggressive, and hardworking. They set high goals and demands of
themselves and others. And they are particularly prone to stress inducing anticipatory
emotions such as anxiety.
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REMEDIES TO REDUCE STRESS
There are two major approaches to reduce stress. They are,
• Individual approaches
• Organizational approaches
INDIVIDUAL APPROACHES
An employee can take individual responsibility to reduce his/her stress level.
Individual strategies that have proven effective include, implementing time management
techniques, increasing physical exercise, relaxation training, and expanding the social
support network.
Time management
Many people manage their time very poorly. Some of well known time
management principles include,
o Making daily list of activities to be accomplished
o Scheduling activities according to the priorities set
o Prioritizing activities by importance and urgency
o Knowing your daily cycle and handling the most demanding parts of your
job.
Physical exercise
Practicing non-competitive physical exercises like aerobics, race
walking, jogging, swimming, and riding a bi-cycle.
Relaxation training
Relaxation techniques such as meditation, hypnosis and bio-feedback.
The objective is to reach in state of deep relaxation, where one feels physically relaxed,
somewhat from detached from the immediate environment. Fifteen or twenty minutes a
day of deep relaxation releases tension and provides a person with a pronounced sense of
peacefulness.
Social support
Having families, friends or work colleagues to talk provides an outlet,
when stress levels become excessive. So expand your social support network that helps
you with someone to hear your problems.
15
ORGANIZATIONAL APPROACHES
Several of the factors that cause stress particularly task and role demands and
organizations structure are controlled by management. As such they can be modified or
changed. Some of the strategies that management want to consider include improved
personal self section and job placement, use of realistic goal setting, redesigning of jobs,
improved organizational communication and establishment of corporate wellness
programmes.
Certain jobs are more stressful than others. Individual with little experience
or an external lower of control tend to be more proven to stress. Selection and placement
decisions should take these facts into consideration. Goal setting helps to reduce stress. It
also provides motivation. Designing jobs to give employees more responsibility, more
meaningful work, more autonomy, and increased feedback can reduce stress, because
these factors give the employee greater control over work activities and lessen
dependence on others.
Increasingly formal organizational communication with employees reduces
uncertainly by lessency role ambiguity and role conflict. Wellness program, say,
employee counseling form on the employee’s total physical and mental condition. They
typically proud work ships to help people quit smoking, control alcohol usage, eat better
and develop a regular exercise program.
Another remedy for reducing stress is cognitive restructuring. It involves
two step procedures. First irrational or maladaptive thought processes that create stress
are identified. For example Type A individuals may believe that they must be successful
at everything they do. The second step consists of replacing these irrational thoughts with
more rational or reasonable ones.
One important remedy to reduce stress is the maintenance of good sleep.
Research conducted on laboratory specimen to have met with startling discoveries. Sleep
starved rats have developed stress syndrome. The amount of sleep one requires varies
from person to person and is dependent on one’s lifestyle. The American National Sleep
Foundation claims that a minimum of eight hours of sleep is essential for good health.
Generally studies shows that young adults can manage with about 7-8 hours. After the
age of 35, six hours of sleep is sufficient whereas people over 65 years may just need
three or four hours.
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2. INDUSTRY PROFILE
Steel Industry
Because of the critical role played by steel in infrastructural and overall economic
development, the steel industry is often considered to be an indicator of economic
progress.
The economic boom in China and India has caused a massive increase in the
demand for steel in recent years. Between 2000 and 2005, world steel demand increased
by 6%. Since 2000, several Indian and Chinese steel firms have risen to prominence like
Tata Steel (which bought Corus Group in 2007), Shanghai Baosteel Group Corporation
and Shagang Group. ArcelorMittal is however the world's largest steel producer.
The British Geological Survey reports that in 2005, China was the top producer of
steel with about one-third world share followed by Japan, Russia, and the USA.
In 2008, steel started to be traded as a commodity in the London Metal Exchange. At the
end of 2008, the steel industry faced a sharp downturn that led to many cut-backs
Steel is the most widely recycled material in the United States. The steel industry
has been actively recycling for more than 150 years, in large part because it is
economically advantageous to do so. It is cheaper to recycle steel than to mine iron ore
and manipulate it through the production process to form 'new' steel. Steel does not lose
any of its inherent physical properties during the recycling process, and has drastically
reduced energy and material requirements compared with refinement from iron ore. The
energy saved by recycling reduces the annual energy consumption of the industry by
about 75%, which is enough to power eighteen million homes for one year. Recycling
one ton of steel saves 1,100 kilograms of iron ore, 630 kilograms of coal, and
55 kilograms of limestone. 76 million tons of steel were recycled in 2005.
18
A pile of steel scrap in Brussels, waiting to be recycled.
In recent years, about three quarters of the steel produced annually has been recycled.
However, the numbers are much higher for certain types of products. For example, in
both 2004 and 2005, 97.5% of structural steel beams and plates were recycled. Other
steel construction elements such as reinforcement bars are recycled at a rate of about
65%. Indeed, structural steel typically contains around 95% recycled steel content,
whereas lighter gauge, flat rolled steel contains about 30% reused material.
Because steel beams are manufactured to standardized dimensions, there is often very
little waste produced during construction, and any waste that is produced may be
recycled. For a typical 2,000-square-foot (200 m2) two-story house, a steel frame is
equivalent to about six recycled cars, while a comparable wooden frame house may
require as many as 40–50 trees.
Global demand for steel continues to grow, and though there are large amounts of
steel existing, much of it is actively in use. As such, recycled steel must be augmented by
some first-use metal, derived from raw materials. Commonly recycled steel products
include cans, automobiles, appliances, and debris from demolished buildings. A typical
appliance is about 65% steel by weight and automobiles are about 66% steel and iron.
While some recycling takes place through the integrated steel mills and the basic oxygen
process, most of the recycled steel is melted electrically, either using an electric arc
furnace (for production of low-carbon steel) or an induction furnace (for production of
some highly-alloyed ferrous products).
Modern steels are made with varying combinations of alloy metals to fulfill many
purposes. Carbon steel, composed simply of iron and carbon, accounts for 90% of steel
production.[1] High strength low alloy steel has small additions (usually < 2% by weight)
of other elements, typically 1.5% manganese, to provide additional strength for a modest
price increase. Low alloy steel is alloyed with other elements, usually molybdenum,
manganese, chromium, or nickel, in amounts of up to 10% by weight to improve the
harden ability of thick sections. Stainless steels and surgical stainless steels contain a
minimum of 10% chromium, often combined with nickel, to resist corrosion (rust). Some
stainless steels are magnetic, while others are nonmagnetic.
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Some more modern steels include tool steels, which are alloyed with large
amounts of tungsten and cobalt or other elements to maximize solution hardening. This
also allows the use of precipitation hardening and improves the alloy's temperature
resistance.
Tool steel is generally used in axes, drills, and other devices that need a sharp,
long-lasting cutting edge. Other special-purpose alloys include weathering steels such as
Cor-ten, which weather by acquiring a stable, rusted surface, and so can be used un-
painted.
Many other high-strength alloys exist, such as dual-phase steel, which is heat
treated to contain both a ferritic and martensitic microstructure for extra strength.
Transformation Induced Plasticity (TRIP) steel involves special alloying and heat
treatments to stabilize amounts of austentite at room temperature in normally austentite-
free low-alloy ferritic steels. By applying strain to the metal, the austentite undergoes a
phase transition to martensite without the addition of heat. Maraging steel is alloyed with
nickel and other elements, but unlike most steel contains almost no carbon at all.
This creates a very strong but still malleable metal. Twinning Induced Plasticity
(TWIP) steel uses a specific type of strain to increase the effectiveness of work hardening
on the alloy. Eglin Steel uses a combination of over a dozen different elements in varying
amounts to create a relatively low-cost metal for use in bunker buster weapons. Hadfield
steel (after Sir Robert Hadfield) or manganese steel contains 12–14% manganese which
when abraded forms an incredibly hard skin which resists wearing. Examples include
tank tracks, bulldozer blade edges and cutting blades on the jaws of life. A special class
of high-strength alloy, the superalloys, retain their mechanical properties at extreme
temperatures while minimizing creep. These are commonly used in applications such as
jet engine blades where temperatures can reach levels at which most other alloys would
become weak.
Most of the more commonly used steel alloys are categorized into various grades
by standards organizations. For example, the Society of Automotive Engineers has a
series of grades defining many types of steel. The American Society for Testing and
20
Materials has a separate set of standards, which define alloys such as A36 steel, the most
commonly used structural steel in the United States.
Though not an alloy, galvanized steel is a commonly used variety of steel which
has been hot-dipped or electroplated in zinc for protection against corrosion
The Ministry of Steel, a branch of Government of India, is the apex body for
formulating all policies regarding steel production, distribution and pricing in India. All
steel companies except Tata Steel are under the administrative control of the Government
of India. As of May 2008, The Ministry is headed by a Minister of Cabinet rank, Ram
Vilas Paswan, and is assisted by a Minister of State, Akhilesh Das
Steel industry reforms – particularly in 1991 and 1992 – have led to strong and
sustainable growth in India’s steel industry.
Since its independence, India has experienced steady growth in the steel industry, thanks
in part to the successive governments that have supported the industry and pushed for its
robust development.
Further illustrating this plan is the fact that a number of steel plants were established in
India, with technological assistance and investments by foreign countries.
India continually posts phenomenal growth records in steel production. In 1992, India
produced 14.33 million tones of finished carbon steels and 1.59 million tones of pig iron.
Furthermore, the steel production capacity of the country has increased rapidly since
21
1991 – in 2008, India produced nearly 46.575 million tones of finished steels and 4.393
million tones of pig iron.
Both primary and secondary producers contributed their share to this phenomenal
development, while these increases have pushed up the demand for finished steel at a
very stable rate.
In 1992, the total consumption of finished steel was 14.84 million tones. In 2008, the
total amount of domestic steel consumption was 43.925 million tones. With the increased
demand in the national market, a huge part of the international market is also served by
this industry. Today, India is in seventh position among all the crude steel producing
countries.
The 1991 reforms allowed for no licenses to be required for capacity creation, except for
some locations. Also, once India’s steel industry was moved from the listing of the
industries that were reserved exclusively for the public sector, huge foreign investments
were made in this industry.
Yet another reform for India’s steel industry came in 1992, when every type of control
over the pricing and distribution system was removed, making the modern Indian Steel
Industry extremely efficient, as well as competitive.
Additionally, a number of other government measures have stimulated the growth of the
steel industry, coming in the form of an unrestricted external trade, low import duties,
and an easy tax structure.
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STEEL PRODUCTION BY COUNTRY
STATES
RUSSIA 66.1 Mton MEXICO 16.2 Mton
SOUTH KOREA 47.8 Mton CANADA 15.3 Mton
GERMANY 44.5 Mton UK 13.2 Mton
UKRAINE 38.6 Mton BELGIUM 10.4 Mton
SWOT ANALYSIS
Huge fund
Strength Skilled employees
Monopoly
23
expansion
Weakness red tape
rules and regulation
Opportunities Modernization
World class standard
Threats Legal issues
Security issues
CLASSIFICATION OF EMPLOYEES
EXECUTIVES NON-EXECUTIVES
25
AVTAR STEELS has a professional consultancy
division comprising of competent designers, planners, architects, computer analysts and
research engineers. The construction division undertakes execution of projects strictly
according to schedule with the use of latest project management techniques and high-tech
construction equipment.
26
AVTAR STEELS IS REGISTERED WITH
• International Bank of reconstruction and development (world Bank)
• International civil aviation organization
• African development bank
• Asian development bank
• Kuwait fund for Arab development
• Government of Zambia
• Republic of Iraq
STEELS CLASSIFICATION
International steels
There are declared as international steels and are available for scheduled international
operations by Indian and foreign carriers. Presently, Mumbai, Delhi, Chennai, Calcutta,
and Trivandrum are in this category.
Domestic steelss
Customs steelss with limited international operations (Limited
international operations)
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Model steelss-runway-7500 feet and terminal capacity is 400 and above,
320 type of air craft.
Other domestic steelss -71
Civil enclaves in defense steels-28
GEOGRAPHICAL CLASSIFICATION OF STEELSS
Northern region
Southern region
Eastern region
Western region
North eastern region
28
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3.
COMPANY PROFILE
AVTAR STEELS, CHENNAI DIVISION,
The flagship company of Avtar Steel was a humble yet pioneering beginning made by its
founder and chairman Mr . B. B. JINDAL in the year 1996. He is very well supported by
his two sons Mr. AMIT JINDAL and Mr. SUMIT JINDAL and with the team of
professionals who are expert in their respective fields With his courage of conviction and
his undeterred pursuits for growth and excellence, the company has assumed its present
size and credence of global significance. The journey has been tedious and tiring, the
efforts – Herculean, The expectations of its Patrons-Nerve Wrecking and the never
receding competition in the global markets – Mind Boggling. Yet success at Avtar Steel
has never been an end in itself rather a motivation to outperform its previous accolades.
And all through this long, Tedious and soul and body wrecking process of evolution, the
beautiful melody of the words of learned David Frost has been its constant companion:
QUALITY POLICY
“To provide our passengers a safe smooth and enjoyable transit
through Chennai steels. Also to provide secured and speedy movement of international
steels through Chennai steels
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MISSION
To deliver superior value to our customers, employees and society at large. We will
follow this principle in evaluating and guiding our business activities.
We will to set an example of quality works and intend to contribute to build a flourishing
economy. We will achieve this by offering our clients a comprehensive portfolio of
commercially viable products coupled with the expertise and services required. We will
endeavour to create high quality products that enable the growth of our organization. At
Avtar Steel Ltd., the well-trained staff will achieve job satisfaction through security,
motivation and harmonious work environments.
VISION
We recognize that every organization is different with its own unique business objectives,
commercial approach and culture. That is why we have created flexibility and
pragmatism with in our service options enabling us to tailor services to meet specific
objectives
Our customers are our biggest asset and customer satisfaction ranks first on our business
priorities. Over the years, we have grown to diversify into various fields but never have
we let go off our roots. We lay stress on worker’s training, sensitization, orientation and
updating their skills for over all exposure as well as growth
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1) HUMAN RESOURCE DEPARTMENT IN AVTAR STEELS CHENNAI
As like any other organization, HR department at AA1 also takes the
responsibility in maintaining its employee's welfare as well as its policy.
Main functions
It identifies and meets the man power requirements of Chennai steels.
It recruits and selects the Group ‘C’ and ‘D’ positions
It implements welfare measures and carries out performance appraisal
techniques.
It conducts training and development programmes
It ensures discipline and maintains industrial relations.
STEELS DIRECTOR
Quality policy of the HR Department
"Select the right personnel for the Right job and provide him with the right
working at".
Manpower position at Chennai Steels::
Main activities
1) Recruitment and promotion cell.
2) Disciplinary cell.
3) Performance appraisal cell
4) Advances (HBA, Vehicle and other advance)
5) Leave cell
6) Training and welfare cell.
7) LTE and CEA cell.
8) Services records
9) Central dispatch
10) Central diary
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STEELS D
Personal
Assistant
SR. PERSONNEL
MANAGER ASST. MANAGER
MANAGER
(PERSONNEL) (OFF. LANGUAGE)
33
DY. GENERAL MANAGER (P&A)
34
Employee motivation schemes
1. Incentive scheme for acquiring professional/additional qualifications
2. Production linked incentive
3. Flexible complementing scheme (FCS): Staffs that have been waiting for
promotion for long years after completing the eligibility period.
4. Career progression scheme (CPS): As a one time measure Asst.
managers/managers in various disciplines are eligible for consideration for
promotion to the next higher post.
35
o Coordinating with internal and external audit and government audit for
smooth disposal of audit queries.
Different sections in accounts department
1. Revenue section.
2. Steels accounts section.
3. Budget and accounts section
4. Works section
5. Establishment sections
6. Contributory provident fund section (CPF)
3) DEPARTMENT OF STEELS
1. Export
2. Import
3. Transshipment
AVTAR STEELS air steels terminals provide for truck locks, strong
rooms, live animals sheds, hazardous steels go down and palletisation station, offices for
airlines, government regulatory agencies, multimodal steels operators, break bulk agents,
and consolidators for ease of operation and user convenience.
4) DEPARTMENT OF OPERATIONS
The entire function of the terminal building is been
controlled by the operations dept. The work has been divided and is controlled by various
sections according to their activities such as house keeping, electronic, material
management.
Functions:
To maintain and look after terminal building, city side and baggage make up
and baggage breakup areas to ensure service ability of facilities provided.
Handling terminal building and air craft emergencies and bomb threats as per
laid down emergency procedure.
36
Handling of VVIPS/VIPS and, up keep and allotment of retiring rooms.
Lost and found property receipt, shortages are sent to the department after
expiry of 24 hours. Perishable item can be disposed off with in reasonable
time.
Carrying out terminal inspections, city side, toilet inspections and record
observations toilet cave provided.
5) DEPARTMENT OF COMMERCIAL
AVTAR STEELS has over last 10 years or so
developed a team of experts in the field of commercial aspects and based on the
experience gained, can provide assistance to other steels operators in improving the
financial viability of the steelss.
Functions:
Administrative work.
6) DEPARTMENT OF LEGAL
37
Objectives:
o To minimize the cases against AVTAR STEELS
o Providing legal assistance/advice to other dept on the queries required.
o Speedy disposal of the files.
o Attending and making available facts oat the time of contingency
situations of AA1 and acting according to the contingency plan.
Documents maintained:
o Policy circular issued of the HQ.
o Regulation of AA1.
o Delegation of power.
o Judgment copies of the important cases.
o Notification files.
8) DEPARTMENT OF PROJECT
The project department handles with under taking of new projects for the
development or the expansion of the steels. There are two major sub divisions which
handle the project by the specific department. They are
1) Electrical division
2) Civil division
Electrical department:
38
As per the head of the department DGM shall be over all in charge for proper
administration of "Work contract" and shall ensure that all provisions of the contract
agreement are correctly implemented and installed of the same quality.
• Over all proper admin of work contract and shall ensure that all
provisions of contract agreement are correctly implemented.
• To accord technical sanction and approval of draft NIT as per
• Delegation of power.
• To assist and guide engineer-in charge. In processing and defending
the arbitration proceedings.
• To exercise effective budgetary control.
• To issue completion certificates.
• To attend periodical HOD meetings conducted by APD.
Civil Department:
The main duty of civil department is to examine the details which are given
in the report as per the requirement. The total expenses for the completion of the project,
number of bricks required, and time required for the completion of the project and the
necessity of the product.
Duties and Responsibilities
o To project yearly budget for the maintenance and original works.
o Responsible for utilization of funds provided in the approved budget.
39
o To guide engineer in charge and approval of extra items/ substituted items.
o To finalize replies to CTE'S observations and submit the same with in the
stipulated time.
o Follow up observations of quality control and those raised by technical
and financial audit.
o To exercise effective budgetary control.
o The civil department is not only responsible for the construction works but
also take care of the environment of the steels through horticulture.
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PRODUCT PROFILE
Avtar steels has a huge amount of products dealing with and it continues to produce more
for the welfare of the society. Following are some of the products of the company
1. INGOTS:
Ingots of all sizes and lengths confirming to all standards and grades are manufactured at
Avtar Steel. The products are well-suited for all industrial applications It covers the range
of both standard as well as special products. Ingots are manufactured confirming to ISO
standards.
2. BRIGHT BARS :
In Steel Industry we are known amongst the Best Bright Bar producers in INDIA. The
production range includes Rounds, Flats, Ingots, Strips up to 15000 tons per annum.
Our Hot Rolled Bar is perfect product for the needof the forging companies, likewise
upsetting or Re-Rolling.
• While hot rolling by selection of the most appropriate Ingot/ Billet size optimum
reduction ratios are maintained. Which further ensure the complete breakage of as
cast product and afterwards resulting the good internal soundness in the rolled
products.
• At every step proper identification and traceability of the material is maintained
for the proper sorting of the material as per grade vise.
4. FLATS:
Flats of different sizes and lengths confirming to all standards and grades are
manufactured at Avtar Steel. The products are well-suited for all industrial applications It
covers the range of both standard as well as special products. Flats are manufactured
confirming to ISO standards.
5. FORGED :
Flat strips of different sizesand lengths confirming to all standards and grades are
manufactured at Avtar Steel. The products are well-suited for all industrial applications It
covers the range of both standard as well as special products. Flats are manufactured
confirming to ISO standards.
Flats of acid bright of different sizes and lengths confirming to all standards and grades
are manufactured at Avtar Steel. The products are well-suited for all industrial
applications It covers the range of both standard as well as special products. Flats are
manufactured confirming to ISO standards.
THICKNES WIDTH
LENGTH in ( in inches)
5 mm 160 mm & 170 mm up to 6 Mtr
6 mm 160 mm & 170 mm up to 6 Mtr
8 mm 160 mm & 170 mm up to 6 Mtr
10 mm 160 mm & 170 mm up to 6 Mtr
12 mm 160 mm & 170 mm up to 6 Mtr
16 mm 160 mm & 170 mm up to 6 Mtr
20 mm 160 mm & 170 mm up to 6 Mtr
25 mm 160 mm & 170 mm up to 6 Mtr
30 mm 160 mm & 170 mm up to 6 Mtr
Cold Rolled Patta of different sizes and lengths confirming to all standards and grades
are manufactured at Avtar Steel. The products are well-suited for all industrial
applications It covers the range of both standard as well as special products are
manufactured confirming to ISO standards.
43
Avtar Steel manufacture all types of Cold Rolled Flat (Bright Patta):
44
4. REVIEW OF LITERATURE
The research study of Jamal. M* finds that job stressors were significantly
related to employees’ psychosomatic problems, job satisfaction, unproductive time at the
job, and absenteeism. Type A behavior was found to be an important moderator of the
stress outcome relationship.
Brief. A. P. and J. M. Atieh*, argues that it is not safe to assume that job
conditions that have an adverse impact on affective reactions to the job will also have a
negative impact on overall subjective well-being.
Recent research into the interaction between the mind body show that we
may place our body on stress ‘alert’ quite unconsciously, because of our psychological
and emotional attitudes to stress. Anticipatory emotions like impatience, anxiety, and
anger can produce the same nerve impulses and chemical reactions as being faced with a
concrete challenge. So when faced with a stressful situation, we must either use up the
energy created by the body to challenge or learn how to “turn off”, the response using a
conscious relaxation technique.
45
Brief. A. P and J. M. Atieh, “Studying job stress: Are we making mountains out of
molehills?” Journal of occupational behavior, 1987 pp115-26.
Hans Seyle, the endocrinologist, whose research on General Adaptation
Syndrome (GAS), for the first time, revealed how human beings adapt themselves to
emotional strives and strains in their lives. According to him emotional stress occurs in
three important stages. 1. Alarm reaction stage 2. Resistance stage 3. Exhaustion stage.
According to Stephen .P. Robbins*, stress related headaches are the leading
cause of loss of work time in U. S. industry.
46
47
5. OBJECTIVES OF THE STUDY
Primary objective:
Secondary objective:
48
49
6. SCOPE OF THE STUDY
The present world is fast changing and there are lots of pressures and demands
at work. These pressures at work lead to physical disorders. Stress refers to individual’s
reaction to a disturbing factor in the environment. Hence this study would help the
organization to know the factors of stress and to reduce the stress in employees. Since it
is a well known fact that healthy employee is a productive employee.
50
51
7. LIMITATIONS OF THE STUDY
As the study was done within a limited time, investigator could not
select a sufficiently large sample for the study.
52
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8. RESEARCH METHODOLOGY
APPROACHES TO RESEARCH
Descriptive approach is one of the most popular approaches these days. In this
approach, a problem is described by the researcher by using questionnaire or schedule.
This approach enables a researcher to explore new areas of investigation.
54
RESEARCH DESIGN
A research design is the arrangement of conditions for collection and analysis of
data in a manner that aims to combine relevance to the research purpose with economy in
procedure.
• A well structured questionnaire is framed.
• Data is collected from the employees in AVTAR STEELS.
• Findings are made and necessary suggestions and recommendations are given.
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DATA SOURCES
There are two types of data collection namely primary data collection and
secondary data collection.
PRIMARY DATA
The primary data is defined as the data, which is collected for the first time and fresh in
nature, and happen to be original in character through field survey.
Primary data collection, you collect the data yourself using methods such as interviews
and questionnaires. The key point here is that the data you collect is unique to you and
your research and, until you publish, no one else has access to it.
There are many methods of collecting primary data and the main methods include:
• questionnaires
• interviews
• focus group interviews
• observation
• case-studies
• diaries
• critical incidents
• portfolios.
SECONDARY DATA
56
The secondary data are those which have already been collected by someone
else and have been passed through statistical process. The secondary data for this study
are already available in the firm's internal records, annual report, broaches, and
company's website.
In research, Secondary data is collecting and possibly processing data by people other
than the researcher in question. Common sources of secondary data for social science
include censuses, large surveys, and organizational records (Mintel). In sociology
primary data is data you have collected yourself and secondary data is data you have
gathered from primary sources to create new research. In terms of historical research,
these two terms have different meanings. A primary source is a book or set of archival
records. A secondary source is a summary of a book or set of records.
Advantages to the secondary data collection method are - 1) it saves time that would
otherwise be spent collecting data, 2) provides a larger database (usually) than what
would be possible to collect on ones own However there are disadvantages to the fact that
the researcher cannot personally check the data so it's reliability may be questioned.
57
RESEARCH TOOL
A structured questionnaire has been prepared to get the relevant information from
the respondents. The questionnaire consists of a variety of questions presented to the
respondents for their despondence. The various types of questions used in this survey
are:
Open ended questions
Closed ended questions
Multiple choice questions
SAMPLING-MEANING
58
Sampling is that part of statistical practice concerned with the selection of individual
observations intended to yield some knowledge about a population of concern, especially
for the purposes of statistical inference. Each observation measures one or more
properties (weight, location, etc.) of an observable entity enumerated to distinguish
objects or individuals. Survey weights often need to be applied to the data to adjust for
the sample design. Results from probability theory and statistical theory are employed to
guide practice.
SAMPLE UNIT
The employees of AVTAR STEELS are the sample unit in the survey.
SAMPLE SIZE
The sample size chosen for this study is 100.
HR - 15
CIVIL - 10
ELECTRICAL - 10
STEELS - 35
ACCOUNTS - 25
COMMERCIAL - 5
----------
100
TYPE OF SAMPLING
59
The sampling type is non-probability which involves deliberating selections of
particular units constituting a sample, which represents the universe.
STRATIFIED SAMPLING:
Stratum means a layer population from which samples are to be selected
may contain a number of layers from each layer a few samples are selected that is why
this method is called stratified sampling.
60
DEFINITION OF HYPOTHESIS:
According to Goode and Hatt, "Hypothesis is a proposition, which can be put to
test to determine validity".
A hypothesis can be defined as a logically conjectured relationship between two
or more variables expressed in the form of testable statement.
NULL HYPOTHESIS (H0):
Null hypothesis is formulated only to test whether there is any relationship
between variables related to the problem being studied. Usually the null hypothesis is
formed as a negative statement.
ALTERNATE HYPOTHESIS (H1):
Alternate Hypothesis (H1) is a statement, which is accepted after the null
hypothesis is rejected based on the test result. The alternate hypothesis usually is formed
as a positive statement
CHI-SQUARE TEST:
The Chi-Square test is one of the simplest and most
widely used non parametric tests in statistical work. The symbol X2 is the Greek letter
Chi. Karl Pearson first used the chi-square test in the year 1980. The quantity chi-square
describes the magnitude of the discrepancy between theory and observation.
In this Chi-square test Yates correction is used when the value of observed frequency in
less than 10. The formula is given as,
61
WEIGHTED AVERAGE:
It can be defined as an average whose component items are multiplied by
certain values (weights) and the aggregate of the products are divided by the total of
weights.
If x1, x2, x3 ...xn are n values and f1, f2, f3........fn are their weights (frequencies)
respectively then,
f1x1+f2x2+.....+fnxn
X = ---------------------------
f1+f2+.......+fn
62
63
9. DATA ANALYSIS AND INTERPRETATIONS
90
80
70
60
50 NO. OF
40 RESPONDENTS
30
20
10
0
S
S
S
S
R
R
Y
Y
E
)
)
V
0
30
50
4
O
1-
1-
1-
B
(2
(3
(4
A
&
50
Inference:
It is observed from the survey that 25% of the respondents are
between (31-40) yrs, 24% of the respondents are between (41-50) yrs, 28% of the
respondents are above 50 years and 23% of the respondents are between (21-30) yrs.
64
TABLE 9.3: GENDER WISE CLASSIFICATION OF EMPLOYEES
MALE
FEMALE
Inference:
It is found from the survey that 57% of the respondents are male and 43%
of the respondents are female.
65
TABLE 9.4: CLASSIFICATION ON EDUCATIONAL QUALIFICATION
SSLC
UNDER
GRADUATE
POST GRADUATE
TECHNICAL
PROFESSIONAL
Inference:
It is evident from the survey that 69% of the respondents are
professionally qualified,23% of the respondents have graduation, 17% of the respondents
have post graduation and technically qualified, 20% of the respondents have only done
finished SSLC.
66
TABLE 9.5: WORK EXPERIENCE WITH AVTAR STEELS
90
80
70
60
50 NO. OF
40 RESPONDENTS
30
20
10
0
<5 (5-10) (10-15) > 15
YRS YRS YRS YRS
Inference:
It is found from the survey that 24% of the respondents have more
than 15 years of experience, 23% of the respondents have (5-10) yrs of experience and
28% of the respondents have their experience between (10-15)yrs remaining 24% of the
respondents have less than 5 years of experience.
90
80
70
60
50 NO. OF
40 RESPONDENTS
30
20
10
0
DISSATISFIED
DISSATISFIED
SATISFIED
SATISFIED
NUETRAL
HIGHLY
HIGHLY
Inference:
It is found from the survey that more than half of the respondents (28%) are
satisfied with the physical working condition of the organization. 27% of the
respondents are neither satisfied nor dissatisfied with the physical working condition
of the organization, 23% of the respondents are highly satisfied with the physical
working condition of the organization, 17% of the respondents are highly dissatisfied
wth physical condition provided and 8% respondents are dissatisfied with physical
working condition of the organization.
68
TABLE 9.7: OPINION ABOUT THE PAYPACKAGE PROVIDED BY THE
ORGANIZATION
69
SATISFACTION NO. OF RESPONDENTS PERCENTAGE
HIGHLY SATISFIED 84 28%
SATISFIED 72 24%
NUETRAL 69 23%
HIGHLY DISSATISFIED 24 8%
DISSATISFIED 51 17%
TOTAL 300 100%
90
80
70
60
50 NO. OF
40 RESPONDENTS
30
20
10
0
DISSATISFIED
DISSATISFIED
SATISFIED
SATISFIED
NUETRAL
HIGHLY
HIGHLY
Inference:
It is evident from the survey that 28% of the employees are highly
satisfied with the pay scale provided, 24% of the respondents are satisfied with their pay
scale, 23% of them are neither satisfied nor dissatisfied, 8% of them are highly
dissatisfied, and 17% of the respondents are dissatisfied with the pay scale provided.
70
PARTICULARS NO. OF RESPONDENTS PERCENTAGE
CHALLENGING 24 8%
INTERESTING 84 28%
ROUTINE 51 17%
BORING 72 24%
MONOTOUS 69 23%
TOTAL 300 100%
90
80
70
60
PARTICULARS
50
NO. OF
40
RESPONDENTS
30
20
10
0
RO NG
G
BO E
US
NO G
TE GIN
IN
N
I
TO
RI
UT
ST
N
RE
LE
O
AL
M
IN
CH
Inference:
It is observed from the survey that 28% of the respondents feel the job
interesting, 24% of them feel it boring, 17% of the respondent feel it routine, 23% of
them feel it boring and 8% of them feel it challenging.
71
SATISFACTION NO. OF RESPONDENTS PERCENTAGE
STRONGLY AGREE 69 23%
AGREE 24 8%
UNDECIDED 72 24%
STRONGLY DISAGREE 84 28%
DISAGREE 51 17%
TOTAL 300 100%
90
80
70
60
50 NO. OF
40 RESPONDENTS
30
20
10
0
UNDECIDED
STRONGLY
DISAGREE
STRONGLY
AGREE
DISAGREE
AGREE
Inference:
It is found from the survey that 23% of them strongly agree that
they can complete the work at time, 8 % of them agree that they can complete work at
time, 24% of them have no idea, 28% of them strongly disagree that they cannot
complete the work in time, 17% of them disagree that they cannot finish the work in time.
72
UNDECIDED 72 24%
DISAGREE 69 23%
STRONGLY DISAGREE 24 8%
TOTAL 300 100
NO. OF
RESPONDENTS
STRONGLY
AGREE
0 50 100
Inference:
It is observed from the survey that 17% of the respondents are
overloaded with work, 24% left it undecided and 23% of the respondents say that they are
not overloaded with work.
73
PREFERNCE NO. OF RESPONDENTS PERCENTAGE
YES 183 61%
NO 117 39%
TOTAL 300 100%
YES
NO
Inference:
It is evident from the survey that 61% of the respondents suffer
stress and 31% of the respondents do not suffer stress.
NO.OF
FACTORS PERCENTAGE
RESPONDENTS
ROLE OVERLOAD 40%
120
74
ROLE
31%
UNDERLOAD 93
INTERPERSONAL
29%
RELATIONSHIP 87
TOTAL 100%
300
140
120
100
80 NO.OF
60 RESPONDENTS
40
20
0
L
IP
AD
AD
NA
SH
O
O
SO
RL
N
RL
O
ER
DE
VE
TI
RP
LA
UN
O
RE
LE
TE
LE
RO
IN
RO
Inference:
It is observed from the survey that for most of the respondents of all the
level of employees role overload is the major stress causing factor; the second place goes
to the role under load and then comes the inter personal relationship
NO.OF
PARTICULARS PERCENTAGE
RESPONDENTS
75
PHYSICAL 31%
93
MENTAL 29%
87
BOTH 40%
120
TOTAL 100%
300
140
120
100
80 NO.OF
60 RESPONDENTS
40
20
0
TH
L
AL
TA
IC
BO
EN
YS
M
PH
Inference:
It is found from the survey that 31% of them suffer physical stress,
29% of them suffer mental stress and the remaining of them suffer from both the stress.
76
LEVEL OF STRESS NO. OF RESPONDENTS PERCENTAGE
VERY HIGH 72 24%
HIGH 69 23%
MODERATE 51 17%
LOW 72 24%
VERY LOW 36 12%
TOTAL 300 100%
NO. OF
TE
RESPONDENTS
RA
DE
O
M
H
G
HI
H
G
HI
0 20 40 60 80
Y
R
VE
Inference:
It is found from the survey that 17% of the respondents have moderate level of
stress, 24% of the respondents have high level of stress, and only 12% of the respondents
have very low level of stress.
YES
NO
Inference:
It is evident from the survey that 52% of the respondents suffer
from physical inconvenience due to stress and 48% of the respondents do not suffer
stress.
80
70
60
50
NO. OF
40
30 RESPONDENTS
20
10
0
DIGESTIVE
HYPERTENSION
HIGH BLOOD
NERVOUSNESS
HEADACHE
PROBLEM
PRESSURE
Inference:
It is observed from the survey that most of the respondents 24% suffer
from headache and hypertension and second comes the digestive problem due to stress,
then comes the nervousness and only less % of the respondents suffer from nervousness
and digestive problems.
79
PREFERENCE NO. OF RESPONDENTS PERCENTAGE
YES 153 51%
NO 147 49%
TOTAL 300 100%
YES
NO
Inference:
It is evident from the survey that 51% of the respondents agrees that their
organization is helping them in overcoming stress, and the 49% of them are not satisfied
with the help provided by the organization to overcome stress.
80
70
60
50
NO. OF
40
30 RESPONDENTS
20
10
0
DIGESTIVE
HYPERTENSION
HIGH BLOOD
NERVOUSNESS
HEADACHE
PROBLEM
PRESSURE
Inference:
It is observed from the survey that most of the respondents 24% suffer
from headache and hypertension and second comes the digestive problem due to stress,
then comes the nervousness and only less % of the respondents suffer from nervousness
and digestive problems.
80
70
60
50
NO. OF
40
30 RESPONDENTS
20
10
0
COUNSELING
AUTONOMOUS
WORK GROUPS
EMPLOYEE
Inference:
It is observed from the survey 24% of them recommend employee
counseling,12% of them need effective training, 23% need work groups, 24% need health
groups, and the remaining need transport subsidy.
82
PARTICULARS NO. OF RESPONDENTS PERCENTAGE
STRONGLY AGREE 51 17%
AGREE 84 28%
NEUTRAL 72 24%
DISAGREE 69 23%
STRONGLY DISAGREE 24 8%
TOTAL 300 100%
90
80
70
60
50 NO. OF
40 RESPONDENTS
30
20
10
0
NEUTRAL
STRONGLY
STRONGLY
DISAGREE
AGREE
DISAGREE
AGREE
Inference:
From the above we can find that17% of them strongly agree that
counseling can overcome stress, 28% of them agree that they can over come stress
through counseling, 24% of them don’t have any idea, 28% disagree and the remaining
disagree.
83
PARTICULARS NO. OF RESPONDENTS PERCENTAGE
HIGHLY ACCEPTED 51 17%
ACCEPTED 84 28%
NOT ACCEPTED 72 24%
HIGHLY NOT
31%
ACCEPTED 93
TOTAL 300 100%
100
90
80
70
60
NO. OF
50
RESPONDENTS
40
30
20
10
0
ACCEPTED
ACCEPTED
HIGHLY
NOT
Inference:
It is observed from the survey that most of the respondents accept that the
companies policies are stress free, 28% of them have accepted that organization policies
are stress free, 24% of them have not accepted it, 31% of them have not accepted that
their organization policy is full of stress.
100
90
80
70
60 NO. OF
50
40 RESPONDENTS
30
20
10
0 MANAGEMENT
DEVELOPMENT
WORKING
techniques
TRAINING AND
Relaxation
TIME
Inference:
It is observed from the survey that most of the respondents 31% says that
relaxation techniques, 28% of them need time management,24% says that training is the
best intervention,17% says working intervention is the best thing to overcome stress.
90
80
70
60
50 NO. OF
40 RESPONDENTS
30
20
10
0
NEUTRAL
STRONGLY
STRONGLY
DISAGREE
AGREE
DISAGREE
AGREE
Inference:
From the above we can find that17% of them strongly agree that
they have strained interpersonal relationship, 28% of them agree that they have strained
interpersonal relationship stress , 24% of them don’t have any idea, 28% disagree that
they do not have strained interpersonal relationship.
90
80
70
60
50 NO. OF
40 RESPONDENTS
30
20
10
0
H
H
TE
W
G
G
LO
LO
RA
HI
HI
DE
Y
Y
R
R
O
VE
VE
M
Inference:
From the above we can find that17% of them strongly agree that
they have stress in night shift, 28% of them agree that they have stress in night
shifts,24% of them don’t have any idea, 28% disagree that they do not have any stress in
night shift.
87
FRIENDS/RELATIVES
MUSIC CLASSES 69 23%
ANY OTHER (SPECIFY) 24 8%
TOTAL 300 100
90
80
70
60
50 NO. OF
40 RESPONDENTS
30
20
10
0
GET TOGETHER
FRIENDS/RELATIV
GOING TO
ANY OTHER
MUSIC CLASSES
(SPECIFY)
MOVIES
VISIT
ES
Inference:
From the above we can find that 28% of them would like to go to
movies, 17% would like a get together,24% would like to visit friends/relatives, and23%
would like to go to music class and the remaining prefer any other thing.
NO.OF
PARTICULARS PERCENTAGE
RESPONDENTS
DEPENDENT 31%
93
88
ILLNESS 29%
87
FINANACIAL
20%
POSITION 60
OTHER
20%
PROBLEMS 60
TOTAL 100%
300
100
90
80
70
60 NO.OF
50
40 RESPONDENTS
30
20
10
0
FINANACIAL
DEPENDENT
ILLNESS
PROBLEMS
POSITION
OTHER
Inference:
It is found from the survey that 31% of them says dependency
influence stress, 29% says that illness influence stress, 20% of them says that financial as
well as other problem influence stress.
NO.OF
PARTICULARS PERCENTAGE
RESPONDENTS
PERCEPTION 20%
60
89
ATTITUDE 29%
87
HEALTH
20%
CONDITION 60
PERSONALITY 31%
93
TOTAL 100%
300
100
90
80
70
60 NO.OF
50
40 RESPONDENTS
30
20
10
0
ATTITUDE
CONDITION
PERCEPTION
PERSONALITY
HEALTH
Inference:
It is found from the survey that 20% of them says perception
influence stress, 29% says that attitude influence stress, 20% of them says that health
condition influence stress, and the remaining says that personality influence stress.
90
YOGA 10 10 10 10 11 50 17
MEDITATIO 10 11 11 17 20 69 23
N
MOTIVATIO 11 11 10 20 20 72 24
N
COUNSELIN 0 0 0 9 0 9 3%
G
INDOOR 11 20 20 11 11 72 23
GAMES
OHTERS 2 10 6 10 0 28 6%
80
70 YOGA
60 meditation
50 MOTIVATION
40
30 COUNSELING
20 INDOOR GAMES
10 OHTERS
0
Ne d
l
at d
d
Sa ied
g h is s utra
ta
fie
e
ie
To
i
Di tisf
f
isf
tis
tis
a
Sa
ss
ly
D
gh
ly
Hi
Hi
Inference:
It is found from the above table that 17% prefer yoga, majority
prefer indoor games, and the next majority prefer motivation.
91
CHI-SQUARE TEST ON SPENDING WEEKEND Vs STRATEGY TO
REDUCE STRESS
Null Hypothesis (H0): There is no significant relation between spending weekend and
strategy to reduce stress
Alternate Hypothesis (H1): There is a significant relation between spending weekend
and strategy to reduce stress
STRATEGY
Degrees of freedom = 12
Calculated value = 27.497
For 12 degrees of freedom at 5% level of significance, the chi-square table value is 5.226.
Inference:
92
Calculated value > Tabulated value.
Hence H0 is rejected and H1 is accepted.
Conclusion:
There is a significant relation between the spending weekend and strategy to reduce
stress
93
94
FINDINGS
• Out of the total sample most of the respondents are male and many are between
50 and above. Most of the respondents are under graduate and have professional
qualification.
• Most of the respondents have 10-15 years of long association with the
organization.
• Almost all the respondents are satisfied with the physical and psychological
working condition of the organization, and only fewer respondents are dissatisfied
with the psychological working condition of the organization.
• The opinion about the training programs conducted by the organization is almost
better, according to majority of the respondents.
• Almost all the respondents are satisfied with the pay package provided by the
organization and nearly half of the respondents feel that they do a routine job.
• Most of the respondents agree that they can complete their work within the
specified time and some of the respondents are undecided.
• Nearly half of the respondents agree that they are overloaded with work.
• More than half of the respondents suffer stress in their job.
• Among all other factors, role overload cause more stress according to most of
the respondents.
• Most of the respondents from steels department suffer from physical stress; most
of the respondents from accounts department suffer from mental stress, and most
of the respondents from civil department suffer from both physical and mental
stress.
• Most of the respondents feel only moderate level of stress and some of the
respondents feel high level of stress in their job.
• More than half of the respondents have physical inconvenience due to stress and
most of the respondents suffer from headache and high blood pressure.
• Almost all the respondents prefer to follow coping strategies personally, to
manage stress and they prefer to do meditation and yoga to reduce stress.
• Most of the respondents say that the organization does not take suitable steps to
manage stress.
95
• Employee counseling and effective training & development programs are the
company wide programs that could be adapted to manage stress.
96
10. SUGGESTIONS
Adopt the work to home transition strategy. It means instead of carrying the
pressures of the work to home, the suggestion is to start the unwinding process
during the work day and enter the home in a relaxed and peaceful mind.
Giving counseling to the employees when they face problems, because counseling
is the discussion of a problem that usually has emotional content with an
employee in order to help the employee cope within better.
Engaging the bored employee in aerobic exercise, because it stimulates the brain
and the body. Also the employee must do meditation and yoga in their daily life.
97
11. CONCLUSION
Stress in the work place has become the black plague of the present century.
Much of the stress at work is caused not only by work overload and time pressure but
also by lack of rewards and praise, and more importantly, by not providing individuals
with the autonomy to do their work as they would like. Most of the employees were not
satisfied with the grievance handling procedure of the organization which was found by
the unstructured interview.
98
99
BIBLIOGRAPHY
BOOKS
PERSONAL PROFILE
Kindly provide your valuable personal information.
: _______________________ Dept:
_______
1. Name:
1. Age group (2 (21-30) yrs (31-40) yrs
(41-50) yrs 50 & above yrs
2. Sex :Male / Female
3. Educational Qualification: SSLC/UG/PG/Technical/Professional
5. Experience : < 5 yrs (5-15)
yrs > 15 yrs
102
Strongly agree Agree Undecided Strongly Disagree
Disagree
12. Do you agree that you are overloaded with work?
Strongly agree Agree Undecided Strongly Disagree
Disagree
COPING STRATEGIES
19. Have you taken any coping strategies personally to manage stress?
Yes No
20. What kind of strategies of the following have you taken?
Exercise Meditation Listening music Take a
walk Spend time with children
21. Does this organization take any suitable steps to manage stress?
Yes No
22. What type of company-wide programs that are/could be adapted to manage
stress?
103
Employee counseling Effective Training & Development program
Autonomous work groups Health clubs
Transport subsidy
23. Kindly give your suggestions to reduce stress………………………………
104