Sei sulla pagina 1di 71

CHAPTER-1

1.INTRODUCTION ABOUT INDUSTRY


1.1 HISTORY
In the world first electricity supply was administered in the year 1881. When the streets of grey
town of Godalming in the UK were glowed with the electric light. This system was done on the
river way, which swarmed a Siemens alternator that supplied a number of electric lamps within
the town. This scheme of supply was also provided electricity to a number of shop premises.
In addition to this, in early 1882, Edison started the world’s first steam powered electricity
generating station at Holborn Viaduct in Landon, where he had made an agreement with the city
corporation for a period of three months to provide street lighting. He also supplied electric light
for a plenty of local consumers. In 1882 September Edison opened the Pearl Street power Station
in New York City.
In December 1881, Robert Hammond demonstrated the new electric light in the town of Brighton
in the UK for a trail period. The ensuring success of this installation enabled Hammond to put this
venture to provide electricity to a number of shop owners who wanted to use the electric light.
Thus, the Hammond electricity supply company was launched. But Godalming and Halborn
Viaduct schemes closed after a few years. The Brighton scheme was continued on and the supply
was made available for 24hrs/day in the year 1887.

1.2 GROWTH OF INDIAN POWER SECTOR


Indian power market is the 5th largest in the world. The power sector is high in the Indian priority
as it has enormous potential for investing companies based on the sheer size of the market and
returns available on investment capital.
The power industry is responsible for the production and delivery of electrical energy in the
sufficient quantities through a power grid. By the analysis the demand in electricity is uniform
across all the industrial, domestic and commercial operations, power is seen as a public utility and
basic infrastructure.
The electricity power industry is commonly split into four processors namely- Electricity
generation (e.g. power station), Electric power transmission, Electricity distribution and electricity
retailing. In many countries electric power companies own the whole infrastructure from
generation station to transmission and infrastructure. For this reason electric power is viewed as a
monopoly and is thus heavily regulated
There has been a great concern over the past two decades about the scarcity of energy resources,
and the need of focus on alternative fuel and renewable energy options. However, there are
indications that renewable energy and distributed generations, which have usually been less cost
effective, are fully becoming feasible in economic term. Additionally a varied mix generation
sources reduces the risk of electricity price spike.
Power supply units in India
Power is generated from various sources in India. This include Thermal power, hydro power, solar
power, biogas energy, wind energy, etc. The power generated is distributed by the Rural
Electrification Corporation for electricity power supply to rural areas, North Eastern electric power
corporation for electricity supply to the North East Indian regions and the Power Grid Corporation
of Indian Limited for an all Indian supply of electric power.
Thermal power
It is mainly generated through coal, gas and oil, the majority share in the power supply in India is
of the coal. The electricity in India is generated at various thermal power station in India. The
power which is generated at these thermal power plants is then distributed all over India through
a network of power grid at national and regional levels. The power ministry organization
responsible for the thermal power management in India is the National thermal Power Corporation
Limited (NTPC).
Hydro power
It is one of the huge (mega) power generations in India. Varied number of hydro power projects
and power plants have setup by ministry of power for generation of hydro power in India. Many
dams and reservoirs are constructed. Major rivers and the driving force of the flowing water is
utilized to generate hydroelectricity. The power generated id here by the running water. The
hydroelectric power plants and the hydro power generation companies are managed by National
Hydro Electric Power Corporation (NHPC).
Wind power
It is available in plenty in India as the country experience high intensity wind in various regions
due to the topographical diversity. Various efforts have been made to utilize this natural sources
of energy available at free of cost for wind power generation. Government has formed a huge wind
energy farms for tapping the wind energy by using gigantic wind mill and then converting the
kinetic energy of the wind into electricity by the use of the electric converters. The advantage of
the wind energy is that it does not require much infrastructure input and raw materials.
Solar power
Solar power is generated at a huge nuclear power stations in India. The power is generated using
the nuclear energy. All the nuclear power plant in India are managed by the Nuclear Power
Corporation of India Limited (NPCL). The electricity from Indian Nuclear Plants is distributed by
the NPCL as per the Nuclear Power Project Scheme.
Biogas production
It is still in the starting stage and the number of biogas plants in India are still very low. It is
produced by using the cattle waste. India being the largest domestic cattle producers having plenty
of biogas fuel and by utilizing it effectively for mass biogas production by setting up more biogas
plants in India it would solve the power shortage problem to some extent.
1.3 COMPANY PROFILE
Karnataka Power Corporation Limited (KPCL) is engaged in the service of generating electrical
power in the state of Karnataka in India which is owned by Government of Karnataka. It has three
modes of generation of electricity they are Hydroelectric, thermal and diesel. It was started on 20th
July 1970 and is the monopoly producer of power in state.
It has 34 dams and 24 power stations across the state with power production efficiency
(capabilities) ranging from 0.35MW to 1035 MW. The total installed capacity of KPCL is 5975.91
MW. The company has its thermal power station at Raichur with the installed capacity at 1720MW
and two more thermal project at Bellary with the installed capacity 1000MW. The total gross
power generation per annum is GW-h at a plant load factor (PLF) 80% and 11,589 GW-h at a plant
load factor of 90%. The company, in order to increase generation, has planned for one more
additional units in Bellary. The company has Yermaurs Thermal Power Station under construction
at Yermaurs, Raichur of the capacity with two units of 800MW each.

For over three decades, the Karnataka Power Corporation has been a top mover behind the key
power sector reforms in stat and the measures that are taken have witnessed steady growth in both
industrial and economic areas.

Right from the year of the incorporation, in 1970 set its view on “growth from within” meeting the
indystry needs and reaching out the lives of common man in more than one way.

KPCL today has an install capacity of 6498.91 MW of thermal, hydal , wind, and solar energy
with 9500 MW in the pipeline. The Raichur Thermal Power Station located in Raichur district is
recognized with ISO 14001-2004 certification for its environment protection measures. From an
industry advantage point, KPCL has raised its quality on deliverables and is regularly working at
lowering the cost of megawatt- an estimable (advantageous) cost-value equation that has become
a benchmark on the national grid. KPCL has a well-established infrastructure, its stock in trade is
industry proven and modern, progressive management concepts and a commitment to excel, is
helping it to meet the challenges of the rising energy demands of Karnataka.
1.4 PROMOTERS

BOARD OF DIRECTORS

Shri Siddaramaiah Honorable CM & Chairman KPCL


Shri DK Shivkumar Honorable Energy Minister and Vice chairman
Shri G Kumar Naik(IAS) Managing Director – KPCL
Shri R Nagraj Finance Director – KPCL
Shri P Bhaskar Technical Direector – KPCL
Shri P Ravikumar ACS Energy Department
Shri I.S.N Prasad Kumar (IAS) Principal Secretary Finance
Shri Suma Vasanth Director – KPCL
Shri Jawed Akthar Director – KPCL
Shri Ambli. Shivapa Bramappa Director – KPCL

1.5 MISSION

The mission of KPCL is to maximize power generation by:

 Identifying and Developing opportunities in power generation


 Establishing and operating power plants
“Constant up gradation of technical competence and systems, developing Human Resource
capabilities and Empowerment are the ways to achieve these objective”.
“KPCL seeks to be a world class organization emphasizing efficiency, Cost Effectiveness
and Harmony with the environment”

1.6 VISION
“Ensuring energy security for Karnataka through diversified energy portfolio”
1.7 QUALITY POLICY
The Raichur Thermal Power Station located in Raichur district is recognized with ISO 14001-2004
certification for its environment protection measures
Other policies that the company follows are
 Implementation of quality management system
 Constant up gradation of technology

1.8 PRODUCT/SERVICE PROFILE


KPCL is a monopoly producer of power in Karnataka state. The corporation is generating power
by Hydro, wind and coal. At present it is producing 70% of energy through hydro, 20% by coal
and 10% by wind energy.
Apart from producing electricity KPCL is engaged in other activities also. It has a capability of
undertaking large scale power projects. At present it has 20 projects.
Types of electricity generation
KPCL generates power through
Hydro energy
Thermal energy
Wind energy
Diesel energy

1.9 INFRASTRUCTURE FACILITY


KPCL head office is situated at No 82, Shakthi Bhavan, Race Course Road, Bangalore. KPCL
Had built many Hospitals, Residential quarters, Schools, Apartments, and Colleges etc. for the
benefits of its employees in various concerned projects.

1.9.1 INFRASTRUCTURE
KPCL is an IT shrewd company among the public sector units at state and it also has the merit of
being the first state owned company in power sector to establish SHAKTINET- a satellite based
communication through VAST (visual audio sensory theater) among all its power stations and
Bangalore. Local area network have been connected to cooperate office with reliable VAST
backbone.
All the activities of the corporation are computerized. The computer service department of KPCL
with fully dedicated engineers and software professionals have developed and installed all the
software required for its business activities.
1.9.2 Some of the software developed in-house are:
 Fuel management system
 Integrated Inventory management system
 Billing software for Bellary thermal power station
1.9.3 New initiatives
 Establishment of 2 MBPS MPLS circuit between Bangalore and two of its major projects
I.e. Raichur thermal power station and Bellary thermal Power station for speedy
communication
 Providing video conferencing facility at major projects location
 Extension of facilities to other projects in mere future.

1.10 OWNERSHIP PATTERN


KPCL is the first power generating company to be registered under the companies’ act 1956. It
came into existence on 10th July 1970 with an authorized capital of Rs.56 crores entirely
contributed by Government of Karnataka. The Chairman of the company will be the Honorable
Chief Minister of Karnataka.

1.11 ACHIEVEMENTS
 Maximum generation of power of 28239.48 million units (2011-2012)
 Maximum Thermal generation of 13982 million units( 2012-2013)
 Maximum plant load factor(PLF) of 90.39% at Raichur Thermal power station(2002-2003)
 Peak capacity addition of 600 Mega Watts, in 1990
 Maximum annual turnover of Rs.3387 Crores throughout 2006-2007
1.12 CSR ACTIVITIES
1.12.1Best practice or organization ethics
 Proper budgetary control system
 Benchmarking with the best in India and abroad
 Cost awareness and transparency in transactions
 Meeting the challenges of a competitive scenario in the power sector
1.12.2Social contributions
 Donations to Chief Minister’s Relief Fund, social welfare and child care program
 Coping up with Rehabilitation and Resettlement measures
 Maintaining interior roads near project locations
 Strict follow up of environmental laws and, regulation and norms
 The corporation also runs schools, hospitals and community caners for the general public
near the project area.
1.13 COMPETITORS INFORMATION
The major competitors are
 National Thermal Power Corporation
 Naively Lignite Corporation
 Reliance Energy
 TATA Power
 Suzlon Energy
 Torrent Power
 Jindal Thermal
 Essar Power
KPCL produces 59% of electricity in Karnataka. As it is owned by State Government there is
always an upper hand than rivalries. Karnataka is facing a shortage of power supply, so the
Government itself is encouraging the private Players to invest in power sector.
1.13 ORGANISATION CHART

Board of Directors

Managing Director

Technical Director Financial Director Human Resource Director

Chief Engineer
General
General General Manger
Manager Manager
(Finance)
Superintend Engineer
DGM DGM
(accounts) DGM
Executive Engineer (Finance)
Asst,
AGM (HRD)
General
Manager Assistant
(accounts) General
Asst, Executive Engineer
Manager Personal
Officer
Accounts
Junior Engineer officre
Junior Personal
Officer
Assistant
Account
Officer
1.15 SWOT ANALYSIS
1.15.1 STRENGTHS
 Availability of highly skilled technical personnel in large which helps in planning and
implementing them in an effective manner
 Is has a positive response to increase the demand for power throughout the state from all
these sector due to industrialization and irrigation facility
 It is the first state owned corporation in the power sector to have computerized satellite
communication network through V-SAT
 It’s wind energy station is one among ten best stations in the country
1.15.2 WEAKNESS
 The available resource and the capacity of generating units are not properly utilized which
led to decrease in profitability
 Improper management of water and Inter-state dispute are wasting valuable water resource
there by reducing production
 The production of hydro power depends upon the monsoon hence it is one of the weakness
 Hydro power project also consumes lot of land and submerge which results in deforestation
1.15.3 OPPORTUNITIES
 Subsidies given by the government has encouraged the company for power generation and
supply
 Power consumption is high in various sectors such as agriculture, manufacturing and
service which encourages power generation
 It has an opportunity to explore other sources of energy like wind and solar based

1.15.4 THREATS
 Political influence and policy changes can influence in disturbance of working of the
organization
 It needs high infrastructure which costs to the company
 Rise in the price of coal due to unavailability and increase in demand and transportation
cost has led to increase the power price
 Inter-state disputes regarding water resource leads to improper water management

1.16 FUTURE GROWTH AND PROSPECTUS


KPCL has taken an upper hand in scaling potential sites for non-conventional energy sources such
as mini hydel locations and windy spots. It has established pilot mini hydel and wind projects of
10.75 MW and 4.55 MW respectively.
Karnataka government has initiated reforms package in the power sector to improve variability
and customer standard
It is giving more importance on projects and performance management
CHAPTER – 2
2. THEORETICAL BACKGROUND OF THE STUDY
2.1 INTRODUCTION TO STRESS
Stress is a part of day to day living of every individual. It is the way of responding to any kind of
threat or demand. Stress is the physical, mental and emotional human response to a particular
cause. It helps the body and mind of an individual to prepare for challenging situations. Stress can
either result in positive or negative outcome. Each person may react differently for same or
different kind of stress. The college students experience stress in meeting the academic demands,
people on work may face stress in reaching the office and completing the given task on time, even
the house hold ladies may experience stress in managing the home affairs and hence seek for maid
servant. The reason for stress differs from one person to other. An optimum amount of stress can
act as an energizer or motivator and helps people to put effort and complete the work.

2.1.1 STRESS AT WORK


Changing in work practices, such as introduction of new technology or the alteration of
technology, setting up of high targets, changing in the policies and rules of the organization etc
may cause stress in work place. Organizational stress can be measured by absenteeism and quality
of work.
2.1.2 CAUSES OF STRESS
Society and daily life of the working class have changed almost beyond recognition in past many
years. These changes have contributed to a major increase in stress. Stress at work place is caused
by the factors from both internal and external to the organization. However major life changes are
the biggest sources that cause stress. Some of the external reasons that cause stress at work place
are:
 If an employee is facing any family issues he might feel stressful to while working
 Sometimes an employee might be going through financial losses
 Due to the poor health condition an employee may feel stress at work
2.1.3 ORGANISATIONAL STRESS
Stress affects organization as well as the individual within them. An organization with high level
of absenteeism, rapid staff turnover, devolving industrial and customer relations, poor quqlity
control is suffering from organizational stress.
2.1.4 POTENTIAL SOURCES OF STRESS
There are three categories of potential stressors
 Environmental factor
 Organization factor
 Individual factor
2.1.5 ENVIORNMENTAL FACTORS
Stressors that are found in our surrounding are called environmental stressors. If a person use an
alarm in the morning to wake up, the loud noise of the alarm may cause stress, variations in the
temperature can also leads to stress. Other common environmental stressors include:
 Noise
 Crowd
 Light
 Insects
2.1.6 ORGANISATIONAL FACTORS
Stress can be caused by wide variety of things. The most common causes are organizational
stressors and individual stressors. Organizational stressors may relate to:
 Task Demand: These are stressors that are associated with a specific task or job a person
is performing. Some occupation are naturally stressful
 Physical Demand: These stressors are associated with job setting. Poorly designed offices,
environmental temperatures, threats to health can lead to stress.
 Role Demand: These are associated with a particular position in a group or organization.
It includes various conflicts that a people experience in group.
 Interpersonal Demand: These are the stressors that identifies the attributes of relationship
that confront people in the organization. It may b a group pressure, personality style etc.
2.1.7 INDIVIDUAL FACTORS
People face lot of stress due to the personal factors which directly affect them in their work place.
Any significant change in the personal life will leads to stress. Some of the individual or life factors
that leads to stress are:
 Family Problems
 Economic problems
 Death
 Low self esteem
 Lack of family support
2.1.8 MANAGING STRESS AT WORKPLACE
People have different method of managing stress. Reduction or elimination of stress is necessary
for psychological and physical wellbeing of an individual. Efficiency in stress management
enables the individual to deal with the stressful situation instead of avoidance.
Here the organization need to provide certain coping up strategies to deal with stress providing
them with the service of counselor.
Many strategies have been developed to help manage stress in workplace. Some of them are:
 Individual cope up strategies
 Exercise
 Relaxation
 Time Management
 Support Groups
 Behavioral self-control

2.2 REVIW OF LITERATURE


1)Prakash B Kundaragi, Dr A M Kadakol (2015) has done a research on “work stress of
employees” states that the stress has become most common cause of employees in every industries.
Positive attitude towards stress like meditation yoga will be helpful in coping up with stress,
negative attitude towards stress will result in absenteeism anxiety, depression. Hence the better
attitude towards stress will be helpful for organizational as well as personal wellbeing.
2) P S Swaminathan and Rajkumar S (2013) have done research on “Stress level in organization
and their impact on employee behavior” the study is conducted by focusing on the levels of stress
among the different jobs, age group, influence of work environment etc, and their impact on the
degree of the stress faced by the employees.
3) Sajitha S and Khan W (2013) have done research on “Emotional intelligence as predictor of
occupational stress” According to them job stress need to be contolld at the workplace otherwise
it will negatively affect the employee’s work attitude and behaviour.
4) Manjunatha M K and K P Renukamurthy (2017): have done a research on “stress among
banking employees” have stated that for the success of the banking industry depends on the well-
being of the employees. Stress can make an individual productive, constructive, there are various
way to manage stress like breathing, exercise, relaxation etc. It enhances the health and the
psychological well-being of the employees.
5) Nadeem Malik (2011): in his study “A study on occupational stress experienced by private and
public banks employees” sates that the production of the organization is dependent on the well-
being of the employees, various organizational strategies have to be made to over the stress.
6) M Kotteeswari and Dr S Tameen Sharif (2014): In their research named “Jobs stress and its
impact on Employee’s performance” with special reference to the worker’s in BPO’s states that
both the male and female employees are experiencing stress in work place irrespective of age
majority and it is affecting their job performance.
7) Mariam Sohail and Chaudhary Abdul Rehman (2015): “Stress and Health at the workplace”
here they says that there is a strong relationship between stress at work and its physical and
psychological effects. The factors which cause stress must not be ignored.
8) R Gomathi and R Deepika (2013): in their article “A Study on Stress Management among
employees” with reference to Sakthi Finance Limited states stress is not only caused by the work
load or 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 to.
9) Harish Shukla and Ms Rachitha Garg(2013): “ A Study on stress Management among the
Employees of Nationalized Banks” says Most of the employees fear that lack of quality would add
stress in their work. Maximum number of employees in the bank remain stressed.
10) Dr C Vijayabanu, Mr N Santhosh and Y B Venkatakrishnan(2010): in their research “ A
study on stress management with special reference to private sector unit” says the organization
must keep an eye on the stress of the employees. All the employees regardless the age, gender,
experience, income should be treated equally and the employees must be fully satisfied.
11) Nirmala R (2015): In the research “A Study on Stress Management among the employees in
the bank” says stress can be productive and constructive if well managed, every individual must
have positive attitude and broder perspective towards stress.
12)Priyesha Jain and Akhil Batra(2015): “ Occupational Stress at Work place: Study of the
Corporate sector in India” says stress is common at workplace and it is more necessary to focus
on the techniques that reduce stress. And the organization must have a friendly environment.
13) B. Chandra Mohan Patnaik(2014): in his study “Stress management in IT sector” says that
increasing complexity in lifestyle leads to stress, Job satisfaction is directly related to stress hence
there has be a proper relationship between work culture of the organization and the employees.
14) Dr R Ushadevi and V Kokila(2017): in their research “ A Study on occupational strss among
Nationalised and Non-Nationalised bank” have stated that the more informed the employees, the
less stress and more productive the employees will become. The productivity of the organization
is dependent on the psychological well-being of the employees hence the organization should
support and encourage Taking up roles that help them to balance work and life.
15)Anitha Odige(2016): in her study “Stress management for healthcare professionals” says that
stress experience in the healthcare industries negatively affects healthcare professionals and may
leads to various issues like decrease in the quality of life, physical and mental illness and poor
organizational performance. Hence stress management education must be given to them on order
to coping up with the skills, meeting up with technologies, improve their careers.
16)Karuna Singh(2016): In his study “Nutrient and Stress Management” says that the food
consumed by an individual can be used to overcome or to reduce the effect of stress on the body.
Unhealthy eating patterns will only result in an increased level of stress, hence we muts have an
well balanced eating pattern.
17)Ramezan Jhanian, Seyyed Mohammed Tabatabie and Behnaz Behdad(2012): in their
study “ stress management in workplace” says that stress not only has a negative impact but also
has a positive impact. Stress can change the psychological mood hence it may sometimes leads to
creativity and a quicker movement towards organizational targets.
18)Soni Kushwaha(2014): in their work “ Stress management at work place” says Manager plays
an important role in managing the stress among employees in work place hence having a proper
interaction and communication, making plans with them, praising the performance will reduce the
stress.
19)R G Ratnavat and Dr P C Jha(2014): in the research stated “Impact of Job related stress on
employee performance” says the stress faced by the employee during job directly affects their
performance hence proper measures have to be taken to overcome the stress.
20)Mrs Caral Lopes and Ms Dhara Kachalia(2016): in their study “ Impact of job stress on
employee performance in banking sector” says the level of stress faced by banking sector is
growing rapidly. And it is found that there is a significant relationship between type of bank,
gender, age, education, job role interpersonal relationship and impact of occupational stress. So
the employees need to adopt better coping up strategies for maintaining good physical and mental
condition which improves the productivity level.
CHAPTER-3
3 RESEARCH DESIGN

3.1 STATEMENT OF THE PROBLEM


Most of the organization with the aim of attaining higher productivity overload the employees with
work to meet deadlines, this might have psychological and physical effects on the employees or it
may lead to stress among the employees. Though the organizations are paying more attention
towards coping up with the stress of the employees, the growing technology and the
competitiveness is creating more stress and there is a still chance for the organizations to find better
coping up strategies.

3.2 TOPIC CHOSEN FOR THE STUDY


A Study on stress management of employees at KPCL

3.3 NEED FOR THE STUDY


 It helps to identify the major stressors at work place
 This study helps to know the number of satisfied and dissatisfied employees
 This study also helps in identifying the various methods to overcome stress.

3.4 OBJECTIVES OF THE STUDY


 To identify the existence of work stress in the organization
 To study the factors causing the stress among the employees
 To analyze the impact of stress on job performance
 To suggest stress reducing strategies.

3.5 SCOPE OF THE STUDY


For any organization employees are the key assets, hence the employees must be highly motivated
and should have job satisfaction so that they can overcome the stress they face in their work. People
having stress are more likely to be unhealthy, poorly motivated and less productive. Stress at
workplace can be a real problem to the organization and for its employees. Therefore this study is
helpful in assessing the extent to which the stress is experienced by the employees and finding
various measures to overcome them.
3.6 RESEARCH METHODOLOGY
3.6.1 RESEARCH DESIGN
Research design is a set of procedures and methods that are used in collecting, analyzing and
measuring the variables specified in the research problem. It is a frame work that has been created
to find answers to research questions. It provides detailed outline about how an investigation will
take place which includes how data is collected, what instruments are employed and how the
instruments are used in analyzing the collected data.
3.6.2 DESCRIPTIVE RESEARCH DESING
The research is descriptive in nature hence it includes descriptive research design. Descriptive
research design is used to study the characteristics of a population that is being studied. This design
aims at current issues or problems through a process of data collection and enables the researcher
to describe situation completely.
3.6.3 SAMPLE SIZE
The sample size in this research consists of 100 employees working at Karnataka Power
Corporation limited.
3.7 DATA COLLECTION
3.7.1 PRIMARY DATA:
It refers to the firsthand information or the data gathered for the first time by the researcher. The
primary data is collected through structured questionnaire relating to the stress management of the
employees and also by the observation and interaction with the employees
3.7.2 SECONDARY DATA:
It is the second hand data which is collected and already published in other sources. Here the data
is collected through various sources like company websites, various articles related to stress
management of the employees, human resources management text books.
3.8 LIMITATIONS OF THE STUDY
 Improper response due to busy schedule of the employees.
 The study was limited only to the 100 respondents
 The research had a time constraint of only 10 weeks
 The data and response available from primary source is assumed to be true and faithful
DATA ANALYSIS USING STATICAL TOOL TECHNIQUE

Table showing the employees opinion about physical environment causing stress

Particulars No of employees Percentage

Strongly agree 17 17

Agree 38 38

Cannot say 28 28

Disagree 16 16

Strongly disagree 1 1

Total 100 100

HYPOTHESIS
NULL HYPOTHESIS (Ho): Physical environment does not causes stress

ALTERNATIVE HYPOTHESIS (Ha): Physical environment causes stress


Anova: Single factor

SUMMARY
Groups Count Sum Average Variance
Strongly agree 100 17 0.17 0.142525253
Agree 100 38 0.38 0.237979798
Cannot say 100 28 0.28 0.203636364
Disagree 100 16 0.16 0.135757576
Strongly disagree 100 1 0.01 0.01

ANOVA

Source of Variation SS Df MS F P-value F crit


2.88049E-
Between Groups 7.74 4 1.935 13.25525879 10 2.389948
Within Groups 72.26 495 0.145979798

Total 80 499

ANALYSIS
In anova single factor if F > F critical, at significance level 0.05 we reject the null hypothesis
From the above table we can analyze that F(13.22525879) > F critical (2.389948). Therefore we
reject the null hypothesis and accept the alternative hypothesis.

INTREPRETATION
Based on the above analysis we can interpret that physical environment problem in the workplace
can cause stress.
Table showing job performance with stress reduces output and holds career growth
opportunity

Particulars No of employees Percentage

Strongly agree 13 13

Agree 42 42

Cannot say 32 32

Disagree 12 12

Strongly disagree 1 1

Total 100 100

HYPOTHESIS

NULL HYPOTHESIS (Ho): Job performance with stress does not reduces output and holds
career growth opportunity.

ALTERNATIVE HYPOTHESIS (Ha): Job performance with stress reduces output and holds
career growth opportunity.
Correlation:

Strongly Agree Cannot Say Disagree Strongly


Particulars Agree disagree

Strongly Agree 1
Agree 0.950498119 1
Cannot say 0.946925537 0.972140669 1
Disagree 0.922996846 0.947574794 0.944013199 1
Strongly Disagree 0.673476214 0.691409822 0.688811059 0.671404889 1

ANALYSIS:
Since the majority of the variables are positively correlated (0.95), (0.97) and (0.94) we accept
the alternative hypothesis and reject the null hypothesis.

INTREPRETATION:
Based on the above analysis we can conclude that job performance with stress reduces output
and holds career growth opportunity.
CHAPTER-4
4 ANALYSIS AND INTERPRETATION

TABLE-4.1
Since how long you are working at KPCL
Particulates No of employees Percentage

Less than 1 year 14 14

1-5 years 30 30

5-10 years 18 18

More than 10 years 37 37

Total 100 100

Table showing the number of years of experience of employees at KPCL

ANALYSIS:
From the above data we can analyze that 14% of the employees are experienced with less than 1
year, 30% of the employees are experienced for 1 to 5 years, 18% of the employees have an
experience of 5-10 years and rest 37% of employees have an experience of more than 10 years.
GRAPH-4.1

40 37

35
30
30

25

20 18

14
15

10

0
less than 1 year 1-5 yrs 5-10 yrs above 10 yrs

Graph showing the number of years of experience of employees at KPCL

INTERPRETATION:
Based on the above analysis we can interpret that majority of the employees have more than 10
years of experience.
TABLE- 4.2

What do you understand by stress?

Particulates No of employees Percentage

It is good and positive 8 8

It is bad and negative 36 36

It Is both good and bad 45 45

It is neither good nor bad 11 11

Total 100 100

Table showing the understanding of employees about stress

ANALYSIS:
From the above table we can analyze that 8% of the employees feel that that stress is good and
positive, 36% of the employees feel that stress is bad and negative, 45% of the employees it is
both good and bad rest 11% of the employees feel it is neither good nor bad.
GRAPH-4.2

50
45
45
40 36
35
30
25
20
15 11
10 8

5
0
Its good and positive Its good and negative Its both good and bad Its neither good nor
bad

Graph showing the understanding of employees about stress

INTREPRETATION
Based on above analysis we can interpret that majority of the employees have an understanding
that stress can be both good and bad factor.
TABLE- 4.3
How often are you able to perform without any peer pressure?

Particulates No of employees Percentage

Always 25 25

Sometimes 58 58

Rarely 14 14

Never 3 3

Total 100 100

Table showing ability of employees to work without any peer pressure

ANALYSIS:
From the above analysis we can analyze that 25% of the employees can always work without any
peer pressure, 58% of employees can only sometimes work without any pressure, 14% of the
employees rarely work without pressure and 3% of the employees can never work without
pressure.
GRAPH-4.3

70

60 58

50

40

30 25

20
14

10
3
0
Always sometimes Rarely Never

Graph showing the ability of employees to work without any peer pressure

INTERPRETATION:
Based on the analysis we can interpret that most of the employees only sometimes they can work
without any pressure rest of the time they work under pressure.
TABLE-4.4
Which of the following experiences would you enjoy more at work place?

Particulates No of employees Percentage

More coffee breaks 11 11

Interactive sessions 57 57

Reward and recognition 24 24

Less meetings 8 8

Total 100 100

Table showing the Experience that the employees enjoy more at workplace

Analysis:
From the above table we can analyze that 11% of employees enjoy more coffee breaks, 57% of
the employees enjoy Interactive sessions, and 24% enjoy rewards and recognition rest 8% of the
employees enjoy less meetings.
GRAPH-4.4

60 57

50

40

30
24

20
11
10 8

0
More cofee Interactive Reward and Less meetings
breaks sessions recognition

Graph showing the Experience that the employees enjoy more at workplace

INTREPRETATION:
Based on the above analysis it is interpreted that majority of the employees enjoy interactive
session in the work place which helps in building better relationship with others and reduce
stress.
TABLE-4.5
Do you feel the working environment of the organization is stress free?

Particulars No of employees Percentage

Yes 56 56

No 32 32

Don’t know 12 12

Total 100 100

Table showing the Employees opinion about the stress free environment of the organization

ANALYSIS:
From the above table we can analyze that 56% of the employees fee that the organization is
stress free, 32% of the employees feel the organization is not stress free and rest 12% feel that its
neither stressful nor stress free.
GRAPH-4.5

60 56

50

40
32
30

20
12
10

0
Yes No Don’t know

Graph showing the Employees opinion about the environment of the organization

INTERPRETATION:
Based on the above analysis we can interpret that majority of the employees feel the working
environment of the organization is stress free.
TABLE-4.6

If yes according to you which factor do you think cause stress?


Particulars No of employees Percentage

Work load 32 32

Work timing 23 23

Meeting targets 17 17

Ventilation 1 1

Interpersonal relation 13 13

Others 14 14

Total 100 100

Table showing the Factor causing stress according to employees

ANALYSIS:
From the above table it is analyzed that 32% of the employees feel that the stress is caused due to
work load, 23% feel stress due to work timing 17% of the employees feel stress while meeting
targets, 1% of the employees feel stress due to ventilation, 13% of the employees feel stressed
due to interpersonal relation rest 14% do not agree with the above statements but feels that there
are other more reasons which causes stress.
GRAPH-4.6

35
32

30

25 23

20
17
14
15 13

10

5
1
0
Work load Work timings Meeting Ventlation Interpersonal others
targets relationship

Graph showing the Factor causing stress according to employees

INTERPRETATION:
Based on above data we can interpret that most of the employees feel stressed at work place due
to the heavy work load in the organization
TABLE-4.7

Physical environment problems in the work place cause stress?


Particulars No of employees Percentage

Strongly agree 17 17

Agree 38 38

Cannot say 28 28

Disagree 16 16

Strongly disagree 1 1

Total 100 100

Table showing the employees opinion about physical environment causing stress

ANALYSIS:
From the above table 17% of employees strongly agree that physical environment causes stress,
38% agree with that, 27% of the employees have no idea about it, 16% disagree with it and 1%
of the employees strongly disagree with it.
GRAPH-4.7

40 38

35

30 28

25

20 17
16
15

10

5
1
0
Strongly Agree Agree Cannot say Disagree Strongly Disagree

Graph showing the employees opinion about physical environment causing stress

INTERPRETATION:
Based on the above analysis we can interpret that majority of the employees agree with the fact
that physical environment causes stress.
TABLE-4.8
Do you feel time pressure to complete the work?
Particulars No of employees Percentage

Strongly agree 14 14

Agree 52 52

Cannot say 17 17

Disagree 16 16

Strongly disagree 1 1

Total 100 100

Table showing the Employees opinion about time pressure in completing the work

ANALYSIS:
By the above table we can analyze that 14% of the employees strongly agree that they feel time
pressure in completing the work, 52% of the employees agree with the time pressure in work,
17% of the employees cannot say about it, 16% of the employees disagree with it, and rest 1%
strongly disagree with it.
GRAPH-4.8

60
52
50

40

30

20 17 16
14

10
1
0
Strongly Agree Agree Cannot say Disagree Strongly Disagree

Graph showing the Employees opinion about time pressure in completing the work

INTERPRETATION:
From the above analysis we can interpret that most of the employees in the organization are
facing the time pressure in completing the work which resulting in stress.
TABLE-4.9
Does family problems causes stress?
Particulars No of employees Percentage

Strongly agree 17 17

Agree 48 48

Cannot say 17 17

Disagree 15 15

Strongly disagree 3 3

Total 100 100

Table showing whether family problem causes stress at work place

ANALYSIS:
From the above table we can analyze that the number of employees who strongly agree with the
factor of family problem causing stress are 17%, employees who agree with it are 48%,
employees who cannot say about it are 17%, employees who disagree with it are 15% and rest
3% strongly disagree with it.
GRAPH-4.9

60

50 48

40

30

20 17 17
15

10
3

0
Strongly Agree Agree Cannot say Disagree Strongly
Disagree

Graph showing does family problem causes stress at work place

INTERPRETATION:
By the above analysis we can interpret that majority of the employees will agree that family
problem is one of the factor to cause stress at work place
TABLE-4.10
What do you feel about the recognition of your work at work place?

Particulars No of employees Percentage

Excellent 4 4

Very good 34 34

Good 41 41

Average 18 18

Poor 3 3

Total 100 100

Table showing the Employees opinion about recognition of work at KPCL

ANALYSIS:
By the above table we can analyze that 4% of the employees feel that there is an excellent
recognition for the work done, 34% feel the recognition is very good, 41% feel it is good, 18%
feel there is an average recognition and rest 3% feel there is a poor recognition.
GRAPH-4.10

45
41
40
34
35

30

25

20 18

15

10
4 3
5

0
Excellent Very Good Good Average Poor

Graph showing the Employees opinion about recognition of work at KPCL

INTERPRETATION:
By the above analysis is identified that majority of the employees have an opinion that recognition
of the work in the organization is good.
TABLE-4.11
Lack of motivation in the work place is one of the major factor for causing the stress?
Particulars No of employees Percentage

Strongly agree 8 8

Agree 52 52

Cannot say 25 25

disagree 14 14

Strongly disagree 1 1

Total 100 100

Table showing the lack of motivation is one of the major factor to cause stress

ANALYSIS:
By the above table we can analyze that 8% of the employees strongly agree that lack of motivation
is one of the factor to cause stress, 52% agree with it, 25% cannot say about it, 14% disagree with
the statement, 1% of them strongly disagree with it
GRAPH-4.11

60
52
50

40

30 25

20
14

10 8

1
0
Strongly Agree Agree Cannot say Disagree Strongly
Disagree

Graph showing the lack of motivation is one of the major factor to cause stress

INTERPRETATION:
From the above analysis we can interpret that majority of the employees feel that lack of
motivation is one of the main factor to cause stress.
TABLE-4.12
Does stress has an impact on your job performance?
Particulars No of employees Percentage

Yes 53 53

No 31 31

Don’t know 16 16

Total 100 100

Table showing if stress has an impact on job performance

ANALYSIS:
By the above table it is analyzed that 53% of the employees agree that stress has an impact on
their job performance, 31% of them feels stress has no impact on job performance, 16% don’t
know about it.
GRAPH-4.12

60
53

50

40
31
30

20 16

10

0
Yes No Don’t know

Graph showing if stress has an impact on job performance

INTERPRETATION:
From the above analysis it is interpreted that majority of the employees agrees that the stress has
an impact on their performance of job.
TABLE-4.13
How does stress has an impact on your job performance?
Particulars No of employees Percentage

Positively 23 23

Negatively 24 24

Both 53 53

Total 100 100

Table showing how the stress is resulting in job performance

ANALYSIS:
With the above table it is analyzed that 23% if the employees says that stress has a positive
impact on job, 24% says it has negative impact and 53% says it has both positive and negative
impact.
GRAPH-4.13

60
53

50

40

30
23 24

20

10

0
Positively Negatively Both

Graph showing how the stress is resulting in job performance

INTERPRETATION:
From the above analysis it is interpreted that majority of the employees feels that stress has both
positive and negative impact on their job.
TABLE-4.14
Do you experience any of the following symptoms due to stress at work place?
Particulars No of employees Percentage

Tension 31 31

Tiredness 31 31

Trouble sleeping 18 18

Anxiety 11 11

Physical pain 9 9

Total 100 100

Table showing symptoms experienced by employees at workplace due to stress

ANALYSIS:
Based on the data available in the above table we can analyze that 31% of the employees
experience tension due to stress, 31% of them experience tiredness, 18% of them experience trouble
sleeping, 11% experience anxiety, 9% experience physical pain
GRAPH-4.14

35
31 31
30

25

20 18

15
11
10 9

0
Tension Tiredness Trouble sleeping Anxiety Physical pain

Graph showing symptoms experienced by employees at workplace due to stress

INTERPRETATION:
With the above analysis we can interpret that majority of employees experience tension and
tiredness due to stress at work place.
TABLE-4.15
Does stress tend to have a frequent argument with the supervisors and co-workers?

Particulars No of employees Percentage

Yes 39 39

No 37 37

Don’t know 24 24

Total 100 100

Table showing if the employees have a frequent argument with the managers and co workers

ANALYSIS:
With the above table it is analyzed that due to stress 39% of the employees tend to have frequent
argument with the supervisors and co-workers, 37% do not have the argument and rest 24%
don’t know about it
GRAPH-4.15

45
39
40 37
35

30
24
25

20

15

10

0
Yes No Don’t Know

Graph showing if the employees have a frequent argument with the managers and co workers

INTERPRETATION:
By the above analysis it is interpreted that majority of the employees face an argument with the
supervisors and co-workers due to stress.
TABLE-4.16
Do you feel the peer pressure at work is affecting over your family relationship?

Particulars No of employees Percentage

Strongly agree 10 10

Agree 30 30

Cannot say 32 32

Disagree 26 26

Strongly disagree 2 2

Total 100 100

Table showing if the pressure at work place is affecting on the family relationship

ANALYSIS:
From the above table it is analyzed that 10% of the employees strongly agree that stress at work
has an effect on their family relationship, 30% agree with it, 32% cannot say about it, 26%
disagree with it, 2% strongly disagree with it.
GRAPH-4.16

35
32
30
30
26
25

20

15
10
10

5
2

0
Strongly Agree Cannot say Disagree Strongly
Agree Disagree

Graph showing if the pressure at work place is affecting on the family relationship

INTERPRETATION:
With the above analysis we can interpret that majority of the employees cannot say whether the
stress has an impact on their family relationship or not.
TABLE-4.17
The working environment and condition of the organization is

Particulars No of employees Percentage

Satisfactory 78 78

Dissatisfactory 15 15

Cannot say 7 7

Total 100 100

Table showing the working condition and environment of the organization

ANALYSIS:
Based on the above table it is analyzed that 78% of the employees are satisfied with the working
environment, 15% are dis satisfied, and 7% of them cannot say.
GRAPH-4.17

90
78
80

70

60

50

40

30

20 15

10 7

0
Satisfactory Dissatisfactory cant say

Graph showing the working condition and environment of the organization

INTERPRETATION:
From the analysis that has made above we can interpret that most number of employees are
satisfied with the working environment and condition of the organization.
TABLE-4.18
Job performance with stress reduces the output and holds career growth opportunity.

Particulars No of employees Percentage

Strongly agree 13 13

Agree 42 42

Cannot say 32 32

Disagree 12 12

Strongly disagree 1 1

Total 100 100

Table showing if stress holds the career opportunity

ANALYSIS:
From the above table we can analyze that 13% of the employees strongly agree that job
performance with stress reduces career growth, 42% agree with it, 32% cannot say about it, 12%
disagree with it, 1% strongly disagree with it
GRAPH-4.18

45 42
40

35 32
30

25

20

15 13 12
10

5
1
0
Strongly Agree Agree Cannot say Disagree Strongly
Disagree

Graph showing if stress holds the career opportunity

INTERPRETATION:
By the help of above analysis we can interpret that majority of the employees agree that
performing job with stress reduces career growth opportunity.
TABLE-4.19
What measures do you suggest in controlling the stress causing factors?

Particulars No of employees Percentage

Counselling 8 8

Sports activities 21 21

Recognition of work 31 31

Better relationship with co 30 30


workers

Training and development 10 10

Total 100 100

Table showing the measures that are useful in controlling stress causing factors

ANALYSIS:
From the above table it is analyzed that 8% of the employees suggest to have counselling to
control stress, 21% suggest sports activities, 31 suggest recognition of work, 30% suggest to
have better relation among coworkers, 10% suggest training and development
GRAPH-4.19

35
31 30
30

25
21
20

15
10
10 8

0
Counseling Sports Recognising Better Training and
activities the work relationship development
with co
workers

Graph showing the measures that are useful in controlling stress causing factors

INTERPRETATION:
With the above analysis it is interpreted that most of the employees suggest that recognition of
work can be an important factor in controlling stress.
TABLE-4.20
Financial motivation reduce stress?

Particulars No of employees Percentage

Strongly agree 10 10

Agree 33 33

Cannot say 33 33

Disagree 23 23

Strongly disagree 1 1

Total 100 100

Table showing if the financial motivation reduce stress

ANALYSIS:
From the above table we can analyze that 10% of the employees strongly agree that financial
motives reduces stress, 33% agrees with it, 33% of them cannot say, 23% will disagree with it,
and rest 1% strongly disagree with it
GRAPH-4.20

35 33 33

30

25 23

20

15
10
10

5
1
0
Strongly Agree Agree Cannot say Disagree Strongly Disagree

Graph showing if the financial motivation reduce stress

INTERPRETATION:
With the above analysis we can interpret that few employees agree that financial motivations
reduce stress and some of them cannot say anything about it
TABLE-4.21
Training and development programs help to cope up with new technology and reduce stress

Particulars No of employees Percentage

Strongly agree 13 13

Agree 69 69

Cannot say 12 12

Disagree 4 4

Strongly disagree 2 2

Total 100 100

Table showing training and development helps reduce stress

ANALYSIS:
By the table with the data above it is analyzed that 13% of the employees strongly agrees that
training and development can reduce stress, 69% agrees with it, 12% cannot say about it, 4 %
disagree with it and 2% strongly disagree with it
GRAPH-4.21

80
69
70

60

50

40

30

20
13 12
10 4
2
0
Strongly Agree Agree Cannot say Disagree Strongly Disagree

Graph showing training and development helps reduce stress

INTERPRETATION:
With the above analysis we can interpret that most of the employees agree that training and
development for a particular work can reduce stress.
TABLE-4.21
What is the best stress relief method that you have seen?

Particulars No of employees Percentage

Entertainment 24 24

Social support network 10 10

Spending time with family 24 24

Spending time alone 11 11

All the above 31 31

Total 100 100

Table showing the best stress relieving method according to employees

ANALYSIS:
With the above table we can analyze that, to get relief from the stress 24% of the employees
suggest entertainment, 10% of them suggest social support network, 24% of them suggest
spending time with family, 11% suggest spending time alone, 31% consider all the above
GRAPH-4.22

35
31
30

24 24
25

20

15
11
10
10

0
Entertainment Socilal support Spending time Spending time All the above
network with family alone

Graph showing the best stress relieving method according to employees

INTERPRETATION:
From the above analysis we can interpret that according to employees, entertainment, social
support network, spending time with family, spending time alone will all help to have a relief
from stress.
TABLE-4.23
Which is the best stress prevention method that you would recommend?

Particulars No of employees Percentage

Time management 18 18

Goal setting 8 8

Psychological fitness 14 14

Relationship with co-workers 20 20

All the above 40 40

Total 100 100

Table showing the best stress prevention method according to employees


ANALYSIS:
With the above table we can analyze that to prevent stress 18% of the employees suggest time
management, 8% suggest goal setting, 14% suggest to have psychological fitness, 20% of them
suggest to have better relationship with workers and 40% agrees to have all the above
GRAPH-4.23

45
40
40

35

30

25
20
20 18
14
15

10 8

0
Time Goal setting Pysochological Relatioship with All the above
management fitness co workers

Graph showing the best stress prevention method according to employees

INTERPRETATION:
Based on the above analysis we can interpret to prevent stress employees agrees to recommend
all the factors that is time management, goal setting, psychological fitness and relationship with
coworkers.
CHAPTER-5
FINDINGS, CONCLUSION AND SUGGESTION

5.1SUMMARY OF FINDINGS
As per the survey conducted the following data is obtained from the study
1. Majority of the employees are experienced 1- 5 years in the organization
2. Majority of the employees feel stress is both good and bad
3. Majority of the employees are always able to work without any peer pressure
4. Interactive sessions is the experience that the majority of the employees enjoy more at work
place
5. Working environment of the organization is stress free
6. Work load is the one of the major problem causing stress
7. Majority of the employees agree that physical environment will cause stress
8. Time pressure in completing the work will lead to stress
9. Family problems is also one of the stress causing factor at work place
10. The recognition of work in the organization is good
11. Majority of the employees feel lack of motivation is one of the factor causing stress
12. Majority of the employees feel stress has an impact on job performance
13. Stress has the both positive and negative impact on the job
14. Majority if the employees suffer both tension and tiredness due to stress
15. Due to stress employees tend to have frequent argument with the supervisors and co-
workers
16. Peer pressure at work place is effecting over the family relationship of the employees
17. The working environment and condition of the organization is stress free
18. Majority of the employees agrees that job performance with stress reduces output and holds
career growth opportunity
19. Recognition of work would control the stress as per majority of the employees
20. Most of the employees feel that financial motives may or may not reduce stress
21. Training and development programs helps to reduce stress by helping to cope up with new
technology
22. Entertainment, social support network, spending time with family, spending time alone,
are the best stress relief method suggested by the majority of the employees to have relief
from stress
23. Majority of the employees recommend to have proper time management, goal setting,
psychological fitness, having better relationship with coworkers to prevent stress
5.2 SUGGESTIONS
 Stress is one of the common factor that most of the employees experience at work place
due to several reasons, hence the organizations must take care of the employees in order
increase productivity and skills of the employees
 Employees in the organization enjoy interactive session hence the organization should
conduct more interactive sessions like meeting for team members, group discussions etc
improve the interpersonal relationships among the employees.
 High work load can cause a stress among the employees hence the work should be
equally distributed among the employees according to their skills and position.
 The organization should initiate for having better physical environment like proper
lighting, ventilation, maintaining cleanliness, which can reduce the stress of the
employees.
 The organization can improve its recognition system by instantly recognizing any good
work done by the employees and should give encouragement and support in the form of
rewards like verbal appreciation, accolades etc.
 Motivation regarding the work would positively impact on the employees and increase
the performance, so the employees must be regularly motivated by their superiors and
team members
 It is recommended to the company to take appropriate measures in identifying
psychological problems of the employees by having an expertise counselors or by giving
a counseling to over come the problems as it has direct impact on health and performance
of the employees.
 The company can conduct frequent recreational activities like, sports activities, cultural
activities, celebrating birthday of the employees etc.
 Training and development will help the employees to cope up with the new technologies
and reduce stress, hence it is suggested for the organization to provide proper training
assistance if any new software or technologies are introduces in the organization.
5.3 CONCLUSION:
The present study was conducted at Karnataka Power Corporation limited. The aim of the study
was to find the stress level of the employees. This was done using a detailed questionnaire.
The survey “A study on stress management of the employees” includes identifying if the
employees are facing any stress, the factors that causes stress and the measures to overcome the
stress faced by the employees.
The study revealed that most of the employees fall under low stress category, only a small
percentage of employees fall under highly stressed category and need prevailing in the
organization to some extent.
Most of the employees are facing stress due to the workload, improper physical condition, and
time pressure in completing the work. Sometimes the personal problems may also be a reason to
face the stress at work place. Most of the stress of the employees at the organization get reduced
when there is a proper recognition of work, high motivation, proper training and development etc
Hence H R personal is responsible for planning and implementing the work stress management.
Good interpersonal relationship with the co-workers plays an important role in managing the
stress of the employees at work place. Therefore having a better relation with coworkers would
help in overcoming the stress.
Thus we can conclude that most of the employees are satisfied with the job, though there are
signs of stress among the employees and such stress is affecting their behaviors, it can be
controlled and reduced effectively.

Potrebbero piacerti anche