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1.1 INTRODUCTION
Stress has been called “the invisible”. It is a disease that may affect you, your
organization, and any of the people in it, so you cannot afford to ignore it.
The Garden of Eden began as a tranquil stress environment. However when Adam was
given the tantalizing chance to eat the forbidden fruit, he was trust into mankind’s first
stressful situation. Adam was offered a choice and, as we know, decision-making is the
breeding ground for conflict, frustration and distress.

Definition:
Stress in individual is defined as any interference that disturbs a persons’ healthy mental
and physical well-being. It occurs when the body is required to perform beyond its
normal range of capabilities. Stress is the way that you react physically, mentally and
emotionally to various conditions, changes and demands in your life. High levels of stress
can affect your physical and mental well-being and performance.
The results of stress are harmful to individuals, families, society and organizations, which
can suffer from “organization stress”. Ivancevich and Matteson define stress as individual
with the environment.

Behr and Newman define job stress as “a condition arising from the interaction of people
and their jobs and characterized by changes within people that force them to deviate from
their normal functioning”.

Stress is a dynamic condition, which an individual is confronted with an opportunity,

constraint or demand related to what he or she desires and for which the outcome is
perceived to be both uncertain and important. Stress is associated with constraints and
demands. The former prevent you from doing what you desire, the latter refers to the loss
of something desired.

Stress is highest for those individuals who perceive that they are uncertain as to whether
they will win or lose and lowest for those individuals who think that winning or losing is
certainty. Canadian physician Hans Selye (1907-1982) in his book the stress of life 1956

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popularized the idea of stress. According to Selye, the General Adaptation Syndrome
consists of three phases.

 Alarm Reaction: The first is the alarm phases. Here the individual mobilizes to
meet the threat. The alarm reaction has two phases. The first phases includes in initial
“stock shock phase” in which defensive mechanism become active. Alarm reaction is
characterized by autonomous excitability; adrenaline discharges; increase heart rate,
ulceration. Depending on the nature & intensity of the threat and the condition of the
organization the period of resistance varies and the severity of symptoms may differ from
“mild invigoration” to “disease of adaptation”.
 Resistance: The second is the phase of resistance. The individual attempts to resist
or cope with the threat. Maximum adaptation occurs during this stage. The bodily signs
characteristic of the alarm reaction disappear. It the stress persist, or the defensive
reaction proves ineffective, it may overwhelm the body resources. Depleted of energy,
the body enters the phase of third.
 Exhaustion: Adaptation energy is exhausted. Sings of the alarm reaction reappear,
and the resistance level begins to define irreversibly. The organism collapses.

Figure 1.1 Duration of exposure to Stress

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Pestonjee has attempted / identified three important sectors of life in which Stress
originates. These are
Job and the organization
The social sector
Intrapsychic sector
Job and organization, refers to the totality of the work environment (task, atmosphere,
colleagues, compensation, policies, etc.). The social sector refers to the other such
factors. The Intrapsychic sector encompasses those things, which are intimate, and
persona, like temperament, values, abilities and health. It is contended that stress can
originate in any of these sectors or in combinations thereof.

Major Surface Disfiguration

1. Extra ordinary effort
2. Worry and anxiety about the self
3. Onset of physiological symptoms
4. Aggressive tendencies

Several types of breakdowns and cracks are observable in this stage i.e., fourth stage. If
unchecked the situation may culminate into the last and most intense phase wherein
complete disintegration of personality takes place. At this stage, the individual requires
proper psychological and medical care. The figure below depicts the fourth and fifth
stage.
A. Work related symptoms
Lack of concentration
Affected clarity of thinking & decision – making
Frequent absenteeism
Affected team work
Aggressive behavior
B. Physiological symptoms
Headache / Migraine
Insomnia

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 Lack of appetite
Digestive disorders
Sexual disorders
Temperamental changes.
Pestonjee has also developed a model to explain how we cope with stress reactions. It is
called the BOUNCE model because the behavioral decomposition taking place due to
stress tense to get reflected in interpersonal reactions. The reactions are received &
analyzed by the environment, which in turn, bounce back signals to the individuals to
bring about a change either at the orgasmic level or at the response level.

Figure 1.2: The Bounce Model Stressors

Types of Stress:-
 It the stress for the day to day adaptability of man to his environment and results in
the maintenance of internal steady state (homeostasis) it is know as neustress. For
example, one produces neustress in order to breath, work.
 Stress is through of in negative terms. It is thought to be caused by something bad
(for example the boss gives a formal reprimand for poor performance). It the stress
response is unfavorable and potentially disease producing, this is known as distress.
Constant worry in a susceptible individual can lead to ulcers.

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If the stress response is favorable and results is favorable and results in improvement in
physical and / or mental functioning, it is called estruses. This is the positive, pleasant
side of stress caused by stress caused by good things. For examples an employee is
offered a job promotion at another I.

Defining Stress at Work

Change in working practices, such as the introduction of new technology or the
alternation of new technology or the alternative of targets, my cause stress, or stress may
be built into an organizations’ structure. Organizational stress can be measured by
absenteeism and quality or work.
Organizational Stress:-
Stress affects as well as the individual within them. An organization with a high level of
absenteeism, rapid staff turnover, deteriorating industrial and customer relations, a
worsening safety record, or poor quality control is suffering from organizational stress.

1.1.1 Consequences of Stress

The effect of stress is closely linked to individual personality. The same level of stress
affects different people in different ways & each person has different ways of coping.
Recognizing these personality types means that more focused help can be given.
Stress shows itself number of ways. For instance, individual who is experiencing high
level of stress may develop high blood pressure, ulcers, irritability, difficulty in making
routine decisions, loss of appetite, accident proneness, and the like. These can be
subsumed under three categories:
 Individual consequences
 Organizational consequence
 Burnout

Individual consequences:
Individual consequences of stress are those, which affect the individual directly. Due to
this the organization may suffer directly or indirectly, but it is the individual who has to

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pays for it. Individual consequences of stress are broadly divided into behavioral,
psychological and medical.
 Behavioral consequences of stress are responses that may harm the person under
stress or others. Behaviorally related stress symptoms include changes in
productivity, turnover, as well as changes in eating habits, increased smoking or
consumption of alcohol, paid speech, and sleep disorders.
 Psychological consequences of stress replace to an individual mental health and well-
being from or felling depressed. Job related stress could cause dissatisfaction, infact it
has most psychological effect on the individual and lead to tension, anxiety
irritability, and boredom.
 Medical consequences of stress affect a person’s well being. According to a research
conducted, it revealed that stress could create changes in metabolism, increase heart
and breathing rates, increases blood pressure bring out headaches and induce heart
attacks.

Organizational Consequences:
Organizational consequences of stress have direct affect on the organizations. These
include decline in performance, withdrawal and negative changes in attitude.
 Decline in performance can translate into poor quality work or a drop in productivity.
Promotions and other organizational benefits get affected due to this.
 Withdrawal behavior also can result from stress. Significant form of withdrawal
behavior is absenteeism.
 One main affect of employee stress is directly related to attitudes. Job satisfaction,
morale and organizational commitment can all suffer, along with motivation to
perform at higher levels.

Burnout
A final consequence of stress has implementation for both people and organizations.
Burnout is a general feeling of exhaustion that develops when an individual
simultaneously experiences too much pressure and few sources of satisfaction.

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1.1.2 Managing Stress in the Work Place
Every responds to stress in a different way, it is only by understanding the nature of
individual responses that you can start fighting stress yourself and others. Reduction or
elimination of stress is necessary for psychological and physical well being of an
individual. Efficiency in stress management enables the individual to deal or cope with
the stressful situations instead of avoidance. Strategies like tie management, body-mind
and mind-body relaxation exercise, seeking social support help individual improve their
physical and mental resources to deal with stress successfully. Apart from helping
employees adopt certain coping strategies to deal with stress providing them with the
service of counselor is also useful. Many strategies have been developed to help manage
stress in the work place. Some are strategies for individuals, and other is geared toward
organizations.

1.1.2.1 Individual Coping Strategies:

Many strategies for helping individuals manage stress have been proposed.
Figure 1.3 Individual Coping Strategies

Individual coping strategies are used when an employee under stress exhibits undesirable
behavior on the jobs such as performance, strained relationship with co-workers,

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absenteeism alcoholism and the like. Employees under stress require help in overcoming
its negative effects. The strategies used are:

Exercise
One method by which individual can manage their stress is through exercise. People who
exercise regularly are known to less likely to have heart attacks than inactive people are.
Research also has suggested that people who exercise regularly feel less tension and
stress are more conflict and slow greater optimism.

Relaxation
A related method individual can manage stress is relaxation. Copying with stress require
adaptation. Proper relaxation is an effective way to adopt.
Relaxation can take many forms. One way to relax is to take regular vacations; people
can also relax while on the job (i.e. take regular breaks during their normal workday). A
popular way of resting is to sit quietly with closed eyes for ten minutes every afternoon.

Time management
Time management is an often recommended method for managing stress, the idea is that
many daily pressures can be eased or eliminated if a person does a better job of managing
time. One popular approach to time management is to make a list, every morning or the
thins to be done that day. Then you group the items on the list into three categories:
critical activities that must be performed, important activities that should be performed,
and optimal or trivial things that can be delegated or postponed, then of more of the
important things done every day.

Role Management
Somewhat related to time management in which the individual actively works to avoid
overload, ambiguity and conflict.

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Support Groups
This method of managing stress is to develop and maintain support group. A support
group is simply a group of family member or friends with whom a person can spend time.
Supportive family and friends can help people deal with normal stress on an ongoing
basis. Support groups can be particularly useful during times of crisis.

Behavioral Self-Control
In ultimate analysis, effective management if stress presupposes exercise of self-control
on the part of an employee. By consciously analyzing the cause and consequences of
their own behavior, the employees can achieve self-control. They can further develop
awareness of their own limits of tolerance and learn to anticipate their own responses to
various stressful situations. The strategy involves increasing an individuals control over
the situations rather than being solely controlled by them.

Cognitive Therapy
The cognitive therapy techniques such as Elli’s rational emotive model and
Meichenbaum’s cognitive strategy fir modification have been used as an individual
strategy for reducing job stress.

Counseling
Personal counseling help employees understand and appreciate a diverse workforce, the
holistic approach adopted by the counselor gives him a comprehensive view of the
employee as client and enable him to deal the issues of work related problems in a larger
context with his awareness of the inter-relationship among problems in adjustment with
self, other and environment and that a work concern will effect personal life and vice-
versa, the employee would receive help regarding the problem in all life.

One of the advantage of the individual interventions is the individual can use these skills
to improve the quality of life in offer domains like family, social support and self, thus
reducing the negative carry of experiences in these domains into the work life which
might effect his occupation mental health.

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1.1.2.2 Organizational Strategies
The most effective way of managing stress calls for adopting stressors and prevent
occurrence of potential stressors.’ Two basic organizational strategies for helping
employees manage stress are institutional programs and collateral programs.
Figure 1.4: Organisational Strategies

Work Design Stress Management programs

Work schedules Health promotions programs
Culture Other programs
Supervision

Institutional programs
Institutional programs for managing stress are undertaken to established organizational
mechanism for example, a properly designed job and word schedules can help ease stress.
Shift work in particular can constantly have to adjust their sleep and relaxation patterns.
Thus, the design of work schedules should be a focused of organizational efforts to
reduce stress.

The organization’s culture can also used to help to manage stress. The organization
should strive to foster a culture that reinforces a healthy mix of work and nonworking
activities.

Finally, supervision can play an important institutional role in overload. In managing

stress. A supervisor is a potential manager source of overload. If made aware of their
potential for assigning stressful amounts of work, supervisors can do a better job keeping
workloads reasonable.

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Collateral Programs:
In addition to their institutional efforts aimed at reducing stress, many organizations are
turning to collateral programs. A collateral stress program in an organizational program
specifically created to help employees deal with stress. The organizations have adopted
stress management programs, health promotion programs and other kinds of programs for
this purpose.

1.2 INTRODUCTION TO PRIVATE AND PUBLIC SECTOR SCHOOL

Private School
Private schools, also known as independent schools, non-governmental, or nonstate
schools, are not administered by local, state or national governments; thus, they retain the
right to select their students and are funded in whole or in part by charging their
students tuition, rather than relying on mandatory taxation through public (government)
funding; at some private schools students may be able to get a scholarship, which makes
the cost cheaper, depending on a talent the student may have (e.g. sport scholarship, art
scholarship, academic scholarship), financial need, or tax credit scholarshipsthat might be
available.
In India, private schools are called independent schools, but since some private schools
receive financial aid from the government, it can be an aided or an unaided school. So, in
a strict sense, a private school is an unaided independent school. For the purpose of this
definition, only receipt of financial aid is considered, not land purchased from the
government at a subsidized rate. It is within the power of both the union government and
the state governments to govern schools since Education appears in the Concurrent list of
legislative subjects in the constitution. The practice has been for the union government to
provide the broad policy directions while the states create their own rules and regulations
for the administration of the sector. Among other things, this has also resulted in 30
different Examination Boards or academic authorities that conduct examinations for
school leaving certificates. Prominent Examination Boards that are present in multiple
states are the CBSE and the CISCE, NENBSE
Legally, only non-profit trusts and societies can run schools in India. They will have to
satisfy a number of infrastructure and human resource related criteria to get Recognition

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(a form of license) from the government. Critics of this system point out that this leads to
corruption by school inspectors who check compliance and to fewer schools in a country
that has the largest adult illiterate population in the world. While official data does not
capture the real extent of private schooling in the country, various studies have reported
unpopularity of government schools and an increasing number of private schools. The
Annual Status of Education Report (ASER), which evaluates learning levels in rural
India, has been reporting poorer academic achievement in government schools than in
private schools. A key difference between the government and private schools is that the
medium of education in private schools is English while it is the local language in
government schools.

Private schooling in India has expanded rapidly in the past decade. However, few studies
have looked at its implications for educational quality. Using data from the recently
collected India Human Development Survey, this paper seeks to provide a description of
private schooling in India and examine the effects of private school enrollment on
educational quality. The results suggest that controlling for the endogeneity of school
choice, children in private schools have higher reading and arithmetic skills than those in
government schools. While overall gains are modest in size, about one fourth to one third
of a standard deviation, the gains for students from ower economic strata are higher than
those for upper income students. The paper explores this relationship by examining the
treatment of students from different economic strata in government and private schools
and finds that while students from lower economic strata are more likely to be physically
punished in government schools than their better off peers, the relationship between
parental economic status and physical punishment is negligible in private schools.

Although the growth of private schooling in India is quite visible, even in rural areas, the
contours of this change remain poorly understood because of data limitations. Official
statistics often tend to underestimate private school enrollment (Kingdon 2007).
Moreover, there is at best

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limited understanding of the effectiveness of private education in India. If parents know
what is best for their children and if they are voting with their feet, we might assume that
private schools
must be of better quality than existing public schools. Two considerations suggest a need
for deeper reflection, however: (1) There is a long history of school quality research in
different contexts, particularly in the United States, which suggests that much of the
apparent differences in schools are due to parental choices that propel children from
certain backgrounds into certain types of schools (Hanushek 1997) and, (2) the panorama
of Indian private schools is dotted with small, unrecognized and unregulated schools,
frequently with poorly trained teachers. Anybody who has observed some of these
schools would not automatically assume that private schools are better than government
schools. Hence, it is important to empirically examine the impact of private school
enrollment on educational outcomes

So far, lack of appropriate data has made it difficult to explore this issue. However, a new
survey, the India Human Development Survey 2005 (IHDS), jointly organized by
researchers from the University of Maryland and National Council of Applied Economic
Research, makes it possible to explore some of the linkages between private school
growth and school quality. Using data from IHDS, this paper will provide a description of
public and private schools in India as well as some of the considerations that guide
parents in selecting private schools. In addition to providing descriptive information, it
will examine whether private school 2 enrollment is associated with higher student
performance and whether this relationship, if any, is concentrated in certain sections of
the population.

Public School
Education in India is provided by the public sector as well as the private sector, with
control and funding coming from three levels: central, state and local. Under various
articles of the Indian Constitution, free and compulsory education is provided as a
fundamental right to children between the ages of 6 and 14. The ratio of public schools to
private schools in India is 7:5.

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India has made progress in terms of increasing the primary education attendance rate and
expanding literacy to approximately three-quarters of the population in the 7–10 age
group, by 2011. India's improved education system is often cited as one of the main
contributors to its economic development. Much of the progress, especially in higher
education and scientific research, has been credited to various public institutions. While
enrollment in higher education has increased steadily over the past decade, reaching a
Gross Enrollment Ratio of 24% in 2013, there still remains a significant distance to catch
up with tertiary education enrollment levels of developed nations, a challenge that will be
necessary to overcome in order to continue to reap a demographic dividend from India's
comparatively young population.
At the primary and secondary level, India has a large private school
system complementing the government run schools, with 29% of students receiving
private education in the 6 to 14 age group. Certain post-secondary technical schools are
also private. The private education market in India had a revenue of US$450 million in
2008, but is projected to be a US$40 billion market.
As per the Annual Status of Education Report (ASER) 2012, 96.5% of all rural children
between the ages of 6-14 were enrolled in school. This is the fourth annual survey to
report enrollment above 96%. Another report from 2013 stated that there were 22.9 crore
students enrolled in different accredited urban and rural schools of India, from Class I to
XII, representing an increase of 23 lakh students over 2002 total enrollment, and a 19%
increase in girl's enrollment. While quantitatively India is inching closer to universal
education, the quality of its education has been questioned particularly in its government
run school system. Some of the reasons for the poor quality include absence of around
25% of teachers every day. States of India have introduced tests and education
assessment system to identify and improve such schools.
It is important to clarify that while there are private schools in India, they are highly
regulated in terms of what they can teach, in what form they can operate (must be a non-
profit to run any accredited educational institution) and all other aspects of operation.
Hence, the differentiation of government schools and private schools can be misleading.
In India's higher education system, a significant number of seats are reserved
under affirmative action policies for the historically disadvantaged Scheduled Castes and

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Scheduled Tribes and Other Backward Classes. In universities, colleges, and similar
institutions affiliated to the federal government, there is a maximum 50% of reservations
applicable to these disadvantaged groups, at the state level it can vary. Maharashtra had
73% reservation in 2014, which is the highest percentage of reservations in India.

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REVIEW OF LITERATURE

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 REVIEW OF LITERATURE

Following are the reviews of literature that were considered for the purpose of the study:

Cobb (2010) studied that the responsibility load creates severe stress among workers and
managers.” If the individual manager cannot cope with the increased responsibilities it
may lead to several physical and psychological disorders among them.

Brook (2010) reported that qualitative changes in the job create adjustmental problem
among employees. The interpersonal relationships within the department and between the
departments create qualitative difficulties within the organisation to a great extent.

Miles (2011) identified four different types of role conflict: 1. Intra-sender role conflict 2.
Inter sender role conflict. 3. Person- role conflict; 4. Role over load. The use of role
concepts suggests that job related stress is associated with individual, interpersonal, and
structural variables.

Myth (2012) studied that there is evidence that role incumbents with high levels of role
ambiguity also respond to their situation with anxiety, depression, physical symptoms, a
sense of futility or lower self-esteem, lower levels of job involvement and organisational
commitment, and perceptions of lower performance on the part of the organisation, of
supervisors, and of themselves.

Ivancevich (2014) indicated that lack of group cohesiveness may explain various
physiological and behavioral outcomes in an employ desiring such sticks together.
Workplace interpersonal conflicts and negative interpersonal relations are prevalent
sources of stress and are existed with negative mood depression, and symptoms of ill
health.

Zenith (2014) studied that occupational stress is an increasingly important occupational

health problem and a significant cause of economic loss. Occupational stress may

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produce both overt psychological and physiologic disabilities. However it may also cause
subtle manifestation of morbidity that can affect personal well-being and productivity

Orman (2015) concluded that a job stressed individual is likely to have greater job
dissatisfaction, increased absenteeism, increased frequency of drinking and smoking,
increase in negative psychological symptoms and reduced aspirations and self-esteem.
The use of role concepts suggests that occupational stress is associated with individual,
interpersonal and structural variables.

Bonkerson (2016) found that, it is related to exhaustion and work over load factors in
various organizations. Stress on the job is costly for employers, reflected in lower
productivity, reduced motivation and job skills, and increased and accidents. The purpose
present study is an attempt to investigate and to compare the level of stress experienced
by the employees of the nationalised banks in Chennai. The study aims to ascertain the
level of stress and to analyze the various attributes which influence organizational stress
on bank employees.

The purpose present study is an attempt to investigate and to compare the level of stress
experienced by the employees of the school in Jalandhar. The study aims to ascertain the
level of stress and to analyze the various attributes which influence organizational stress
on school employees.

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3.1 NEED
The brief study on review of literature revealed the fact that number of studies have been
carried out in the area of the job stress but in Indian context, still a wide gap exist in the
research field with particular stress on the same aspect. In order to fill the research gap
the need aroused to study the job stress among public and private school employees.

3.2 SCOPE
The Scope of the study was limited to employees of Govt. Sr. Sec. School Adampur,
Govt. Sr. Sec. School Jandu Singha, Ivy World School, Apeejay School in Jalandhar
district.

3.3 OBJECTIVES OF THE STUDY

1. To find out the level and kind of stress among the employees of different age groups.
2. To identify the factors causing stress among the employees of school.
3. To study about the effects of stress on employees.
4. To identify the coping strategies to manage stress.

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22
 RESEARCH METHODOLOGY

Research is a procedure of logical and systematic application of the fundamentals of

science to the general and overall questions of a study and scientific technique, which
provide precise tools, specific procedures, and technical rather philosophical means for
getting and ordering the data prior to their logical analysis and manipulation different
type of research designs is available depending upon the nature of research project,
availability of manpower and circumstances.
According to D. Slesinger and M. Stephenson research may be defined as” the
manipulation of things, concepts or symbols for the purpose of generalizing to extend,
correct or verify knowledge, whether that knowledge aids in the construction of theory or
in the practice of an art”. Thus it is original contribution to the existing stock of
knowledge of making for its advancement.

4.1 Research Design

Research Design is a blueprint or framework for conducting the marketing research
project. It specifies the details of the procedures necessary for obtaining the information
needed to structure and solve marketing research problem. The research design used in
study is descriptive research. Descriptive research is that type of research in which one
can explain what had happened and what is happening, but cannot change the variables;
like in this study job stress management among public and private school employees is
done.

4.2 Sampling Design

The following factors have to decide within the scope of sample design:
i) Sample Size: A sample of minimum respondents was selected from various
school. An effort has been made to select respondents evenly. The survey was
carried out on 100 respondents.
Sample Unit: It indicates who is to be surveyed. The researcher must define the target
population that will be sampled. In this project sampling unit is the employees of Govt.

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 Sr. Sec. School Adampur, Govt. Sr. Sec. School Jandu Singha, Ivy World School,
Apeejay School in Jalandhar district.
ii)
iii) Sampling Technique: For the purpose of research convenient sampling is used.
Employees working in different departments of school have been approached to
get the questionnaire filled.

4.4 Data Collection

There are two types of data sources. :
) Secondary data:
It includes information which had already been collected by someone else and which had
already been passed through the statistical process. In this case one is not confronted with
the problems that are usually associated with the collection of original data. Secondary
data either is published data or unpublished data. Secondary data was collected through
internet.
i) Primary data:
It includes information collected afresh and for the first time, and thus happen to be
original in character. It is the backbone of any study. It was obtained from respondents
that are executives of each department with the help of widely used and well-known
method of survey, through a well-structured questionnaire.

4.5 Limitations of the study

 The questionnaires were filled be 100 employees of Govt. Sr. Sec. School Adampur,
Govt. Sr. Sec. School Jandu Singha, Ivy World School, Apeejay School in Jalandhar
district. So the scope of sample findings was less.
 The questionnaire was filled by 100 employees of different designations. So the point
of view of employees differs as per their designations.
 The employees from whom the questionnaires are filled are in a heavy workload so
some of the questionnaires filled by the employees who are in stress cannot be called
reasonable.

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 The responses of the employees cannot be accurate as the problem of language and
understanding arises. (These problems are not in all cases.)
 One of the other problems of questionnaire is the cost. Sometimes it may be possible
that even by spending so much the result may not be reasonable.
 Many a times the employees may not be really conscious or may not be bothered
about the questionnaire. This may create a problem in the research.

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Data Analysis

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 DATA ANALYSIS AND INTERPRETATION

The data has been processed and analyzed by tabulation interpretation so that findings
can be communicated and can be easily understood. The findings are presented in the
best possible way. Tables and graphs had been used for illustration of findings of the
research.
Table 5.1: Demographic Profile of Respondents
Demographics No. of Respondents Percentage of Respondents
Age
25-35 years 20 20
35-45 years 40 30
45-55 years 20 20
Above 55 years 20 20
Total 100 100
Gender
Male 60 60
Female 40 40
Total 100 100
Income (Rs.)/month
Below 30,000 50 50
30,000-50,000 40 40
Above 50,000 10 10
Total 100 100

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Statement 1: Satisfied with the physical working condition of the school.

Table 5.2 Satisfaction With The Physical Working Condition of the School
Satisfaction No. of Respondents Percentage of Respondents
Highly satisfied 23 23
Satisfied 28 28
Neutral 27 27
Highly Dissatisfied 17 17
Dissatisfied 8 8
Total 100 100

Figure 5.1 Satisfaction With The Physical Working Condition Of The School

8
23 Highly satisfied
17
Satisfied
Nuetral
Highly dissatisfied
27 28 Dissatisfied

Analysis and Interpretation

It is found from the survey that more than half of the respondents (28%) are satisfied
with the physical working condition of the school. 27% of the respondents are neither
satisfied nor dissatisfied with the physical working condition of the school, 23% of the
respondents are highly satisfied with the physical working condition of the school, 17%
of the respondents are highly dissatisfied with physical condition provided and 8%
respondents are dissatisfied with physical working condition of the school.

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Statement 2: Satisfied with salary package provided by the school.
Table 5.3 Satisfaction With The Salary Package
Satisfaction No. of Respondents Percentage of Respondents
Highly Satisfied 20 20
Satisfied 10 10
Neutral 0 0
Dissatisfied 25 25
Highly Dissatisfied 45 45
Total 100 100

Table 5.2 Satisfaction With The Salary Package

20
45 Highly Satisfied
Satisfied
10 Neutral
0
Dissatisfied
25 Highly Dissatisfied

Analysis and Interpretation

It is evident from the survey that 45% of the employees are highly dissatisfied with the
pay scale provided, 25% of the respondents are dissatisfied with their pay scale, 23% of
them are neither satisfied nor dissatisfied, 20% of them are highly satisfied, and 10% of
the respondents are satisfied with the pay scale provided.

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Statement 3: Your opinion about your job.
Table 5.4: Opinion About The Job
Particulars No. of Respondents Percentage
Challenging 8 8
Interesting 28 28
Routine 17 17
Boring 24 24
Monotous 23 23
Total 100 100

Figure 5.3: Opinion About The Job

8
23
28 Challenging
Interesting
Routine
Boring
24
Monotous
17

Analysis and Interpretation

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.

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Statement 4: Do you feel stress in your job.
Table 5.5 : Stress in Job
Response No. of Respondents Percentage of Respondents
Yes 61 61
No 39 39
Total 100 100

Figure 5.4 : Stress in Job

31

Yes
No
69

Analysis and Interpretation

It is evident from the survey that 61% of the respondents suffer stress and 39% of the
respondents do not suffer stress.

31
Statement 5: Factor that causes stress among different level of employees.

Table 5.6: Stress Causing Factors Among Different Levels Of Employees

Percentage of
Factors No. of Respondents
Respondents
Role overload 40 40
Role underload 31 31
Interpersonal Relationship 29 29
Total 100 100

Figure 5.5: Stress Causing Factors Among Different Levels Of Employees

29
40
Role overload
Role underload
Interpersonal Relationship
31

Analysis and Interpretation

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

32
Statement 6: Kind of stress in job do you suffer among different employees.

Table 5.7 Kind of Stress in Job among Different Employees

Particulars No. of Respondents Percentage of Respondents
Physical 31 31
Mental 29 29
Both 40 40
Total 100 100

Figure 5.6 Kind of Stress in Job among Different Employees

31
40

Physical
Mental
Both

29

Analysis and Interpretation

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.

33
Statement 7: Kind of inconvenience do you suffer due to stress.
Table 5.8: Kind of Inconvenience
Inconvenience No. of Respondents Percentage of Respondents
Headache 24 24
High Blood Pressure 12 12
Hypertension 24 24
Nervousness 40 40
Total 100 100

Figure 5.7: Kind of Inconvenience

24
40
Headache
High Blood Pressure
12 Hypertension
Nervousness
24

Analysis and Interpretation

It is observed from the survey that most of the respondents suffer from nervousness,
headache and hypertension. The 12% respondents suffer from high blood pressure
problems.

34
Statement 8: Your school take steps to manage stress.

Table 5.9: School Steps to Manage Stress

Response No. of Respondents Percentage of Respondents
Yes 51 51
No 49 49
Total 100 100

Table 5.8: School Steps to Manage Stress

49

Yes
51
No

Analysis and Interpretation

It is evident from the survey that 51% of the respondents agrees that their school is
helping them in overcoming stress, and the 49% of them are not satisfied with the help
provided by the school to overcome stress.

35
Statement 9: Best working intervention to reduce stress taken by school.
Table 5.10: Best Intervention To Reduce Stress
Percentage of
Particulars No. of Respondents
Respondents
Relaxation Techniques 31 31
Time Management 28 28
Training and Development 24 24
Working 17 17
Total 100 100

Figure 5.9: Best Intervention To Reduce Stress

17
31
Relaxation techniques
Time management
24 Training and development
Working
28

Analysis and Interpretation

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.

36
Statement 10: Family factors which influence job stress.

Table 5.11: Family Factor Which Influence Job Stress

Particulars No. of Respondents Percentage of Respondents
Dependent 31 31
Illness 29 29
Finanacial Position 20 20
Role Conflict 20 20
Total 100 100

Figure 5.10: Family Factor Which Influence Job Stress

20
31
Dependent
Illness
20 Finanacial Position
Role Conflict
29

Analysis and Interpretation

It is found from the survey that 31% of them said dependency influence stress, 29% said
that illness influence stress, 20% of them says that financial are some family factors that
influence job stress. The remaining 20% said role conflict factor influence job stress.

37
Statement 11: Kind of role conflict do you face in your life?
Table 5.12: Kind of Role Conflict You Face in Your Life
Hindrance No. of Respondents Percentage
Work Family Conflicts 7 35
Family Work Conflicts 8 40
Role Ambiguity 5 25

Total 20 100

Figure 5.11: Kind of Role Conflict You Face in Your Life

25
35
Work Family Conflicts
Family Work Conflicts
Role Ambiguity

40

Analysis and Interpretation

From the above table and graph it is quite clear that according to 35% respondents face
work family conflicts, 25% respondents face role ambiguity and 40% respondents face
family work conflicts.

38
Statement 12: Consequences of role conflicts in your life.

Table 5.13: Consequences of Role Conflicts

Particulars SA A N DA SD Score Rank

Reduced work commitments 12 10 20 8 0 124 4

Marital Conflict 15 15 15 5 0 110 2

Loss of Self Esteem 8 12 20 5 5 137 7
Reduced Performance 20 15 15 0 0 95 1
Family Tension 10 15 10 10 5 135 6
Physical Disorders 12 15 13 5 5 126 5
Reduced Job Satisfaction 15 15 10 5 5 120 3

Analysis and Interpretation

From the above table and graph it is clear that majority of respondents agreed that role
conflicts leads to reduced performance, marital conflict and reduced job satisfaction with
rank1, rank2 and rank3.

39
Statement 13: Suggestive measures of role conflicts?

Table 5.14: Suggestive Measures of Role Conflicts

Particulars SA A N DA SD Score Rank

Delinking issues an drawing 10 15 10 10 5 135 6

boundaries
Favorable attitude of husband and 15 15 15 5 0 110 2
in laws
Encouraging flexible work system 20 15 15 0 0 95 1
Changing secondary status of 12 15 13 5 5 126 5
women
Favorable attitude of peers 15 15 10 5 5 120 3
Launching of government schemes 8 12 20 5 5 137 7
Educating people about their rights 12 10 20 8 0 124 4

Analysis and Interpretation

From the above table and graph it is clear that majority of respondents agreed that
encouraging flexible work system, favorable attitude of husband and in laws and
favorable attitude of peers are important measures of role conflicts.

40
 Statement 14: Best stress relief method to reduce stress in work premises.
Table 5.15: Best Stress Relief Method
Factors No of Respondents Percentage of
Respondents
Social Support Network 30 30
Participative and Interactive Session 24 24
Counseling 17 17
Entertainment 23 23
Others 6 6
Total 100 100

Figure 5.12: Best Stress Relief Method

Social Support Network

6
23 30 Participative and Interactive
Session
Counseling

17 Entertainment
24

Others

Analysis and Interpretation

It is found from the above table that according to majority of respondents social support
network, participative and interactive session, counseling and entertainment are the best
stress relief methods.

41
FINDINGS OF THE STUDY

42
 FINDINGS OF THE STUDY

After conducting the study on “Job Stress among public and private school employees.”
the findings were as follows:
 Almost all the respondents are satisfied with the physical and psychological working
condition of the school, and only fewer respondents are dissatisfied with the
psychological working condition of the school.
 The opinion about the training programs conducted by the school is almost better,
according to majority of the respondents.
 Majority of respondents are highly dissatisfied with the pay package provided by the
school. 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.
 More than half of the respondents have physical inconvenience due to stress and most
of the respondents suffer from headache and high blood pressure.
 31% of them said dependency influence stress, 29% said that illness influence stress,
20% of them says that financial are some family factors that influence job stress. The
remaining 20% said work family conflict family factor influence job stress.
 According to majority of respondents social support network, participative and
interactive session, counseling and entertainment are the best stress relief methods.

43
conclusion and recommendations

44
7.1 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 school which was found by the unstructured
interview.

Finally it is concluded that almost all the respondents are satisfied with the physical and
psychological working condition of the school, and only fewer respondents are
dissatisfied with the psychological working condition of the school. Majority of
respondents are dissatisfied with the pay package provided by the school. 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. More than half of the respondents have
physical inconvenience due to stress and most of the respondents suffer from headache
and high blood pressure. According to majority of respondents dependency, influence
stress, financial disability and family work conflict are some family factor influence job
stress. According to majority of respondents social support network, participative and
interactive session, counseling and entertainment are the best stress relief methods

45
7.2 RECOMMENDATIONS
By making a few effort to suggest some effective measures, that can alleviate the stress of
employees and leads to their better adjustment within the school.
 The employees must give importance to time management techniques there by they
can complete their work within the specified time.
 Many tasks can be delegated to subordinates without losing effectiveness so that we
can reduce the overload of work.
 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.
 The school must introduce Employee Assistance Programmes (EAPs) and stress
control workshops accordingly to the level of employees, because there is a strong
relation between the level of stress and level of employees. EAP includes counseling
employees who seek assistance on how to deal with alcohol and drug abuse,
managing personal finances, handling conflicts at the work place, dealing with
marital and other family problems, and coping with health problems. 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

46
47
 BIBLIOGRAPHY

Journals
Stress and the Manager, Englewood Cliffs; Prentice Hall, Nj.
Causes of stress among insurance employees: An empirical study; The ICFAI journal of
Marketing research, Vol.VII, No.10, 2008 pp7-14.
Examining the nature of work stress: Individual evaluations of stressful experiences and
coping. Journal of Human relations, Vol.42, No.11, pp.993-1013.
Gender perspective towards stress factors: Retail employees, Bangalore; Sona Journal of
Marketing Research, Vol 1 , Issue 1, January 2009, pp 57-65.
Schoolal Stress and Executive Behaviour. Sreeram Centre for Industrial Relation and
Human Resources, New Delhi.
Role conflict and Role ambiguity: Integration of the literature and directions for future
research. Journal of Human relations, Vol.34, No.1, pp.43-66.

Websites

www.google.com

www.sajeonline.com

48
QUESTIONNAIRE

49
 QUESTIONNAIRE

Dear respondent,
I am an MBA student from SBBSU, Jalandhar is conducting a survey
on the topic “A study on Job Stress among Public and Private School Employees” as
a part of our curriculum. Your cooperation is required in this endeavor and we assure that
the following questionnaire will not take much of your time.

DEMOGRAPHIC PROFILE

Name_______________________________
Age
Less than 20 years 20-40 years
40-60 years More than 60 years
Gender
Male Female
Designation:
Teacher Clerk Supervisor
Staff Maid Security

1. How satisfied you are with the physical working condition of the school?
Highly satisfied Satisfied
Nuetral Highly dissatisfied
Dissatisfied
2. Are you satisfied with salary package provided by the school?
Highly satisfied Satisfied
Nuetral Highly dissatisfied
Dissatisfied
3. What is your opinion about your job?
Challenging Interesting
Routine Boring
Monotous
50
4. Do you feel stress in your job?
Yes No

5. What are the factor that causes stress among different level of employees?
Role overload Role underload
Interpersonal Relationship

6. What kind of stress in job do you suffer among different employees?

Physical Mental Both

7. What kind of inconvenience do you suffer due to stress?

Headache High blood pressure
Digestive problem Hypertension
Nervousness

8. Does your school take steps to manage stress?

Yes No

9. What are best working intervention to reduce stress taken by the school?
Relaxation techniques Time management
Training and development Working

10. What are the family factors that influence job stress?
Dependent Illness

Finanacial Position Family Work Conflict

51
11: What kind of role conflict do you face in your life?
Role Ambiguity

Family Work Conflicts

Work Family Conflicts

12: What are the consequences of role conflicts in your life?

Particulars SA A N DA SD

Reduced work commitments

Marital Conflict
Loss of Self Esteem
Reduced Performance
Family Tension
Physical Disorders
Reduced Job Satisfaction

13: Suggestive measures of role conflicts?

Particulars SA A N DA SD

Delinking issues an drawing

boundaries
Favorable attitude of husband and
in laws
Encouraging flexible work system
Changing secondary status of
women
Favorable attitude of peers
Launching of government schemes
Educating people about their rights

52
14. What are the best stress relief method to reduce stress in work premises.
Social Support Network Participative and Interactive Session

Counseling Entertainment

Others

53