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ANALYSIS STRESS LEVEL OF EMPLOYEES AND STRESS
MANAGEMENT STRATEGIES FOLLOWEDIN UNION
BANK OF INDIA
SUBMITTED BY :
Name
Enrollment No. : ……………………
Modern life is full of stress. As organization become more complex, the potential
for stress increases. Urbanization, industrialization and increase in scale of
operation are some of the reasons for rising stress. Stress is an inevitable
consequence of socioeconomic complexity and, to some extent, its stimulant as
well. People experience stress, as they can no longer have complete control over
what happens in their lives. The telephone goes out of order, power is shut down,
the water supply is disrupted, an expected promotion is denied, children perform
poorly at school, prices of essential commodities increase disproportionately to
income, etc. we feel frustrated, and then stressed.
There being no escape from stress in modern life. We need to find ways of using
stress productively, and reducing dysfunctional stress.
Several terms that are synonymous with stress, or similar in meaning, have been
used. In order to avoid confusion we will use the following terms: stress for
stimuli that induce stress; stress for the affective (emotional) part in the experience
of incongruence; symptoms for the physiological, behavioral and conceptual
responses or changes: and coping for any behavior that deals with the emotional
component in the experience of incongruence, e.g. stress. The term stress will be
used here to refer to such terms and concepts as strain, pressure, etc. As already
stated, role can be defined as a set of functions, which an individual performs in
response to the expectations of the significant members of a social system, and his
own expectations about the position that he occupies in it. The concept of role, and
the two role systems (role space and role set) have a built-in potential for conflict
and stress.
Stress is normal. Everyone feels stress related to work, family, decisions, your
future, and more. Stress is both physical and mental. It is caused by major life
events such as illness, the death of a loved one, a change in responsibilities or
expectations at work, and job promotions, loss, or changes.
Smaller, daily events also cause stress. This stress is not as apparent to us, but the
constant and cumulative impact of the small stressors adds up to big impact.
However, when you are constantly reacting to small or large stressful situations,
without making physical, mental, and emotional adjustments to counter their
effect, you can experience stress that can hurt your health and well-being.
It is essential that you understand both your external and internal stress-causing
events, no matter how you perceive those events.
Stress can also be positive. You need a certain amount of stress to perform your
best at work. The key to stress management is to determine the right amount of
stress that will give you energy, ambition, and enthusiasm versus the wrong
amount which can harm your health and well-being.
Different ways of regarding change. Some people have difficulty accepting and
adjusting to change and uncertainty; others will relish the changes and view them
as great opportunities. Some people initiate change; others prefer the status quo.
Some people need to "talk it out." Others suffer silently. Some find relief in
complaining. Some talk and talk and talk, but are really supportive of the change.
Others find ways to sabotage changes and undermine efforts to move forward.
Different levels of stress and change occurring in other areas of their lives.
During change, people will experience different amounts of impact from the
current changes and stress producing situations. The will also experience different
amounts and types of support from their spouse, significant other, friends,
supervisor, and coworkers.
A. INDIVIDUAL APPROACHES
Time Management: An understanding and utilization of basic time
management principles can help individuals better cope with job demands.
Goal Setting : The use of goals can reduce stress as well as provide
motivation. Specific goals that are perceived as attainable clarify
performance expectations. Additionally, goal feedback reduces
uncertainties as to actual job performance. The result is less employee
frustration, role ambiguity, and stress.
I will evaluate the stress level of employees and stress management strategies
followed in Union Bank of India for reducing employee stress. This project will
help me for my future and it will also help the reader to get an overview of Stress
Management Strategies followed in Union Bank of India.
Data will be collected using a closed ended questionnaire. The data collected will
be helpful to evaluate the stress level of employees and the strategies followed by
the bank for Stress Management.
ORGANIZATIONAL PROFILE
Union Bank of India (UBI) (BSE: 532477) is one of the largest public sector banks
of India (the government owns 55.43% of its share capital remains public, private
organizations and foreign companies), is listed on the Forbes 2000. It has assets of
USD 13.45 billion and all the bank's branches have been networked with its 4129
ATMs. Its online Telebanking facility are available to all its Core Banking
Customers - individual as well as corporate. It has representative offices in Abu
Dhabi, United Arab Emirates, Beijing, Peoples Republic of China, London,
Shanghai, and Sydney, and a branch in Hong Kong.
The bank is in the process of upgrading its representative offices in London and
Sydney to branches. It also is working on establishing branches in Dubai (in the
Dubai International Financial Centre), and in Antwerp.
UBI began its international expansion in 2007 with the opening of representative
offices in Abu Dhabi, United Arab Emirates, and Shanghai, Peoples Republic of
China. The next year, UBI established a branch in Hong Kong, its first branch
outside India. In 2009, UBI opened a representative office in Sydney, Australia.
OBJECTIVES OF THE STUDY
PRIMARY OBJECTIVE:
To analyze the effectiveness of stress management strategies followed
in Union Bank of India.
To analyze the stress level of employees in the Bank.
To study the stress experienced by employees of Bank.
To find out the level and source of stress.
SECONDARY OBJECTIVE:
To know the factors that causes stress.
To analyze the perception of employees towards the management in
handling stress.
METHODOLOGY
The Research will be Descriptive Research. The data will be collected through 50
employees.
SAMPLE SIZE
Sample will be around 50 employees.
TOOLS OF ANALYSIS
I will use Questionnaire Method. Some of the software’s used for making this
project will be Ms Word and Ms Excel. The Data collected will be shown through
Graphs and Pie Charts.
DATA COLLECTION
Source of Data for this project will be primary & secondary. The primary data will
be collected through questionnaire filled from the respondents. In reference to the
theoretical concept as well as for information are collected through secondary
sources from paper published material i.e. newspaper, journal and magazine &
from printed electronic media i.e. internet websites.
DATA INTERPRETATION
After collecting data with the help of survey using a closed ended questionnaire I
will analyze data with the help of graphs and draw findings and conclusion based
on the data collected.
EXPECTED CONTIBUTION FROM THE STUDY:
This project will help to understand benefits of effective stress management
strategies. It is expected that Bank is having effective stress management strategies
and stress level of employees is less in Union Bank of India.
LIMITATIONS OF STUDY
Time will be the major constraint.
Respondents will be limited.
DIRECTION FOR THE FUTURE:
This project will help the Bank to reduce stress level of employees In future by
Bank can find new ways to improve their Stress Management Strategy.
BIBLIOGRAPHY
Books:
Mamoria, C.B. ,‘Personal Management’ Himalaya Publication, New Delhi.
Diwedi, R.S., ‘Managing Human Resource’ Galgotia Publishing Ltd, New
Delhi.
Kothari, C.R. , ‘ Research Methodology’ Vishwa Prakashan, New Delhi.
Casio, Wayne F., ‘Managing Human Resources’ , 3 rd Edition, Tata Mcgraw
Hill, New Delhi.
Aswathapa K., ‘Human Resource and Personnel Management’, Tata Mcgraw
Hill, New Delhi.
Websites
www.unionbankofindia.co.in
www.managementparadise.com
www.citehr.com
www.wikipedia.org
CONTENTS
I INTRODUCTION
II ORGANIZATIONAL PROFILE
VI RESEARCH METHODOLOGY
METHODOLOGY
SAMPLE SIZE
TOOLS OF ANALYSIS
DATA COLLECTION
IX LIMITATIONS OF STUDY