1

CHAPTER I – INTRODUCTION

1.1. INTRODUCTION ABOUT THE STUDY

1.1.1 Stress

The common expression for stress is “tension” one is said to tense, when there
is some anxiety, some fear whether for desirable things may happen, whether
something may go wrong, etc. It is a state of discomfort felt the mind and
experienced by the body, when there is tension, the body may become weak.
Stress is the “wear and tear” our bodies experience as we adjust to our
continually changing environment; it has physical and emotional effects on us and can
create positive or negative feelings.
1.1.2 Definition
Stress is defined as a response of the human body to a felt need. When one is
hung and there is an urge to eat food, the body is in a state of stress, which disappears
when the need is fulfilled.
1.1.3 Types
Two kinds of stress
Eustress
This is the condition in which there is drive and effect to fulfill the needs,
motivation is high. Achievement is seen as possible. The situation is challenging.
Stress disappears when the need is fulfilled.
Distress
This is condition when the a sense of helplessness in being able to achieve.
The feeling is of frustration. There is no success. May be, there no attempt even,
because success is seen as impossible ? The stress condition remains.
 Stress as physical reaction
 Stress as psychological reaction
1.1.4 Level of stress
There are four basic levels of stress symptoms
 The first is the normal individual response and is characterized by increase
heart beat rates, increased blood pressure dilation of pupils. Sweat in plumps
and reduced activity in the stomac.
 2

 At the second level, There is more irritability, shttering and stammering,

difficulty in concentrating restlessness, lake of appetite and tendency to
increased smoking or drinking for those habituated.

 At the third level, there would be more headaches, stomac aches, seating ,
insomnia, depression etc.

 Fourth level would be, characterized by ulcers, strokes, alcoholism, drug

addiction, psychosis etc.

1.1.5 Managing Stress

Stress cannot be avoided. It should not be avoided. Without stress, there will
be not attempt to try the difficults. One will give-up much to eaily. One will
not succeed in doing even what one is easily capable fo, because even the
normal faculties will not come in to play – like the goalkeeper,If he remind
relaxed even at the last minute.
The nine stress management tips:
1. Know what stresses you most.
Not your co-worker, friend, husband, or wife. YOU!! Get
your feelings out. Write them out and describe each situation. Share all bad feelings
with a friend or in a journal. Before you can conquer your stresses you must know
what is stressing.
2. Say no.
Focus on you own goals, not your spouse’s or parents’. You
must know youself, your dream, and your passions. If asked to chair another group or
take on another responsibility, look at your mission statement or goals for the day. If
it is does not fit it there say thank you but I just cannot. Saying no is one of the
hardest things in life, but will help make you a success in your chosen field.
3. Learn to relax.
Work hard but know when to take time off to be with the
family, go to the beach, or read a book. Work all day if you must but when you get
home play, watch cartoons,or tell your child a story. This allows stress tension to go
 3

away and helps you calm the heart’s pace and digest food normally, and protect your
immune system. Learn to meditate and take deep breaths to clan down.
4. Eat healthy.
Eat less junk food and more fruit and vegetables for an amazing
overall lowering of stress levels. We can actually lower the amount of the bad stress
hormone, Cortisol, by taking vitamins. Talk those vitamin pills daily.
5. Keep laughing.
Keep a sense of humor. Studies show a good attitude helps lower
Cancer rates, makes surgery more effective, and keeps a relationship together through
hard times.
6. Ask yourself WHY.
Why are you doing this? Write down your wants, needs,
goals, hopes and dreams. Does what you are doing now help you get fulfill any of
these things? What is your motivation? The more you understand why you doing
what you are doing the less stress you will have. If you cannot come up with a good
reason, then stop doing it.

7. Stay active.
Exercise is a great way to relive tension and gives you a
great break from exams. A healthy body makes a happy body. Even a three – minute
jog is helpful at taking your mind off your pressures. You’ll come back with an acute
focus and renewed energy.
8. Follow your bliss.
Try to know which subjects and type of people you enjoy.
Structure your life around activities that you love. Joseph Campbell, a wise
philosopher, advises you to follow your bliss. The more you do in life that goes with
your own flow, the more passion.
9. Organize and Prioritize.
Do the worst and hardest tasks first. Keep a to – do list and
calendar with you at all times. If you fail to plan, you plan to fail.
 4

1.2. OBJECTIVES OF THE STUDY

Generally objectives are the basic force which enables a man to achieve his
life goals.
Primary Objective
 To study work stress management at Theni Anantham.
Secondary Objectives
1. To identify the existence of work stress.
2. To study the stress level of the employees.
3. To study the various causative factors, which influence work stress
4. To analyze the excessive stress of employee in job.
5. To suggest the ways to reduce stress of the employee.
 5

1.3. SCOPE OF THE STUDY

The present world is fast changing there are lots of pressures and Demands at
work. These pressures at work lead to physical disorders, stress refers to individual’s
reaction to disturbing factor in the environment. Hence this study would help the
company know the factors of stress and to reduce the stress in employees. Since it is
a well known fact that healthy employee is possible employee.
 6

1.4. LIMITATIONS OF THE STUDY

 This study is applicable to Theni Anantham.

 The sample size is restricted to only 100 employees due to time and cost
constrain.
 The employees were reluctant to give correct information.
 The statistical tool is own limitation.
 7

CHAPTER II - PROFILE

2.1. COMPANY PROFILE

THENI ANANTHAM SILKS AND READYMADES PRIVATE LIMITED is

an unlisted private company incorporated on 21 March, 2014. Its registered office is
at 709, MADURAI ROAD THENI, THENI, Theni, Tamil Nadu and paid-up capital is
INR 30.0 lacs. Its last reported annual general meeting, per our records, was held on
30 September, 2015. The company has 6 directors/Key management
personnel.Thethenianantham silks &readymades is one of the flagship company of the
27 year old, founded in 1987 by Mr.S.G.Natrajan. Thenianantham is one of the
leading textile showroom in theni and it offers the widest of product in theni. Theni
Anantham silks & Readymades has always been known to extend an exclusive and
exquisite collection that keeps pact with the discerning customer’s taste.
It has the most exhaustive collection of clothing for men, women and
children, under one roof. There include wedding silks, designer sarees, cotton &
shirting’s, chudidars, dress materials, traditional & westerns wear, suiting’s’&
shirting’s, formal& casual wear, dhotis,sherwanis&children’s wear. The clothes for
every season and every occasion, the anantham silks&readymades has indeed become
the favorite‘family shop. Thenianantham introduced premier international labels,
enabling Indian consumers to buy the most prestigious global fashion wear and
accessories. The company’s brand portfolio includes product lines that range from
affordable and mass-market to luxurious, high-end style and cater to every age group,
from children and youth to men and women. Each of company’s brands has an
integrated design department, which is constantly at work on innovating designs.
Concepts and products by incorporating the latest international trends in fashion and
clothing styles.Thenianantham has decorum for more than 20 years of tradition in
textile showroom at theni district. They had dignity of uniqueness in silks and textile
showroom at theni with separated and inflated showroom for each and every
individual division.
With their delighted customer service and tradition they have selected as a
no.01 showroom at theni district in the year of 2000 and also they are having
ISO9001:2000 quality certification for textile showroom and they are the only
showroom having Indian silk mark for silk saree in theni district.
 8

2.1.1 Distribution net work

We use one level channel & two level channel in out distribution network.
One level channel

Manufacturer-retailer-consumer.

Two level channel

Manufacturer-wholesaler-retailer-consumer

Manufacturer-mills; Retailer-TheniAnantham; wholesalers-agent.

2.1.2 Managing directors

Mr.S.G.Natrajan

Mr.K.Dharmaraja

Mr.K.selvarajan

OUR LOCATION

ADDRESS

THENI ANANTHAM SILKS & READYMADE;

709-MADURAI ROAD;

THENI-625531

E-MAIL

Info@thenianantham.com
 9

2.1.2 Organizational chart of Theni Anantham

MD

DGM

AGM HRM

Floor Mangers(Textiles) Maintenance Manager VIP card

Marketing Manager&

Ad-Incharge In-chargers Welcome

Girls

Salesmen& Sales Women Mess

Customer care Electricians

Billing &cash House Keeping

Delivery
 10

2.2. INDUSTRY PROFILE

Silk production is regarded as an important tool for economic development of

a country. The Central Silk Board is a statutory body established for administrative
control of the Ministry of Textiles, Government of India. It gives advise to the Central
Government on all matters relating to the development of silk industry including
import and export of raw silk. The textiles ministry is expecting that India's silk
export is likely to touch ` 7,000 crore by 2012. The textiles ministry is creating more
awareness to the farmers about silk and also giving training to use of new
technologies to silk production. Silk industries are using modern and scientific
production techniques for produce silk products and achieve high import to other
countries.

The Indian silk industry is an integral part of the Indian Textile Industry and is
among the oldest industries in India. The silk industry in India engages around 60
lakh workers and it involves small and marginal farmers. Today, the textile industry is
a global industry and we are living in a world full of volatility in commodity prices,
foreign exchange, and interest rates. Since raw cotton presents such a large percentage
of total input cost, bad judgments in price fixations can seriously affect the
profitability of a company. More and more cotton growers and textile mills around the
globe employ the services of consultants to assist them with their cotton pricing and
risk management decisions. This is not surprising as cotton is the only major input
cost item over which a textile mill has control.

Silk industry holds significant status in India as it provides one of the most
fundamental necessities of the people. silk industry was one of the earliest industries
to come into existence in India and it accounts for more than 30% of the total exports.
In fact Indian silk industry is the second largest in the world, second only to china.

silk Industry is unique in the terms that it is an independent industry, from the
basic requirement of raw materials to the final products, with huge value_ addition at
every stage of processing. silk industry in India has vast potential for creation of
employment opportunities in the agricultural, industrial, organized and decentralised
sectors & rural and urban areas, particularly for women and the disadvantaged. Indian
 11

silk industry is constituted of the following segments: Readymade Garments, Cotton

silks including Handloooms, Man_madeTextiles,Silk Textiles, woolen Textiles,
Handicrafts, Coir, and jute.

Till the year 1985, development of silk sector in India took place in terms of
general policies. In 1985, for the first time the importance of textile sector was
recognized and a separate policy statement was announced with regard to
development of silk sector. In the year 2000, National silk Policy was announced. Its
main Objective was: to provide cloth of acceptable quality at reasonable prices for the
vast majority of the population of the country, to increasingly contribute to the
provision of sustainable employment and the economic growth of the nation; and to
compete with confidence for an increasing share of the global market. The policy also
aimed at achieving the target of textile and apparel exports of US $ 50 billion by 2010
of Which the share of garments will be US $ 25 billion.

2.2.1 Strengths Of Indian Silk Industry

 India has rich resources of raw materials of silk industry. It is one of the largest
producers of cotton in the world and is also rich in resources of fibres like
polyester, silk, viscose etc.
 India is rich in highly trained manpower. The country has a huge advantage due to
lower wage rates. Because of low labor rates the manufacturing cost in silk
automatically comes down to very reasonable rates.
 India is highly competitive in spinning sector and has presence in almost all
processes of the value chain.
 Indian silk industry is very diverse in size, manufacturing facility, type of apparel
produced, quantity and quality of output, cost, requirement for fabric etc. It
comprises suppliers of ready-made garments for both, domestic or export markets.

2.2.2 Weaknesses of indian silk industry

 Indian silk industry is highly fragmented in industry structure, and is led by small
scale companies. The reservation of production for very small companies that
scale companies. The reservation of production for very small companies that was
imposed with the intention to help out small scale companies across the country,
 12

led substantial fragmentation that distorted the competitiveness of industry.

Smaller companies do not have the fiscal resources to enhance technology or
invest in the high- end engineering of processes. Hence they lose in productivity.
 Indian labour laws are relatively unfavorable to the trades and there is an urgent
need for labour reforms in India.
 India seriously lacks in trade pact memberships, Which leads to restricted access
to the other major markets.

2.2.3 Outlook for Indian silk industry

The outlook for silk industry in India is very optimistic. It is expected that
Indian silk industry would continue to grow at an impressive rate. silk industry is
being modernized by exclusive scheme, Which has set aside $ 5bn for investment in
improvisation of machinery. India can also grab opportunities in the export market.
The silk industry is anticipated to general 12mm new jobs in various sectors.
 13

CHAPTER III – REVIEW OF LITERATURE

3.1. ANALYTICAL REVIEW

The research study on jamal’s find that job stressors significantly releted to
employees psychosomatic problems, job statisfaction, unproductive time at job, and
absenteeism. Type a behavior was found to be an important moderater of the sress
outcome relationship.

Brief. A.P. And J.M.Atieh, argue that it is not safe to assume that job
conditions that have an adverse impact on affective reaction to the job will also have a
negative impact an overall subjective well-being.

Hans selye, the endocrinologist, whose research on general adaption syndrome

(GAS),for the first time, revealed human beings adapt themselves to emotional strives
and strains in their lives. According to him emotional stress occurs in three important
stages.

1. Alarm reaction stage

2. Resistance stage

3. Exhaustion stage

Alarm reaction is caused by physical or psychological stressors. Resistance is

brought about by ACTH hormone of the body. Exhaustion follows when ACTH
dwindles as a result of continual stress. (ACTH-aprinocorticotropic)

According to Stephen. P. Robbins, stress related headaches are the leading

cause of loss of work time in U.S. Industry.

Cooper and Marshall visualize stress as characteristics of both the focal

individual and his environment. They designate the internal and external conclusive
forces ‘pressures’ or ‘stressors’ and resulting stalk of the organization on the stress.

The encyclopedia and dictionary of medicines, nursing and allied health, suggests that
stress is, the sum of all the non-specific biological phenomena elicited by adverse
external influences including damage and defense.
 14

“Stress is usually an emotional discomfort accompanied by feelings of not

being able to cope that things are fallings apart, that one is not under control”-
Encyclopedia of professional management.

“Stress is the tension and pressure that results when an individual’s view a
situation as a presenting a demand that threatens to exceed his capabilities and
resources”. Stoner and winkle

3.2. LITERATURE REVIEW

A review on the previous studies among the employee is necessary to know

the areas already covered. This will help find our new areas uncovered and to study
them in depth. The earlier studies made on stress the employees are briefly reviewed
here.

At the core of the STRESS MANAGEMENT construct are individual

differences in thepropensity for impression management involving the construction of
positive social appearances (Gangestad& Snyder, 2000).

Stressor for stimuli which includes “stress” for the affective (emotional) parts
in the experience of incongruence, “Symptoms” for physiological , behavioral and
conceptual response for changes and “coping” for my behavior which deals with
emotional componentsin the experience stress.

McGrath (1976), Stress is involved in an environmental situation that

perceived as presenting demand which threatens exceed the person’s capabilities and
resource for meeting it, under condition where he or she expects a substantial
differential in the rewards andcost from meeting the demand versus not meeting it.

According to Steinberg and Ritzmann, (1990): Stress can be defined as “an

under load or overload of matter, energy or information input to, or output from, a
living system.”

According to Levine and Ursin, (1991): “Stress is a part of an adaptive

biological system, where a state is created when a central processor registers an
informational discrepancy.”
 15

According to Cooper and Marshell visualize stress as characteristic of both the

focal individual and his environment. They designate the internal and external
forcesas ‘pressures’ or ‘stressors’ and resulting stalk of the organization on stress.

Fienmann views stress as a psychological response state of negative effect

characterized by a persistent and a high level of experienced anxiety or tension.

Self-monitoring interventions foster independent functioning, which allows

individuals with disabilities to rely less on prompts from others (Koegel, Koegel,
Harrower, & Carter, 1999). Self-monitoring interventions are among the most
flexible, useful, and effective strategies for students with academic and behavioral
difficulties (Mitchum, Young, West, &Benyo, 2001). They have demonstrated
efficacy for targeting a range of academic abilities (Rock, 2005), self- help skills
(Pierce &Schreibman, 1994), behavioral problems (Todd, Horner, &Sugai, 1999), and
social behaviors (Strain & Kohler, 1994).

When self-monitoring skills increase, corresponding reductions in undesired

behaviors often occur, even without direct intervention (Dunlap, Clarke, Jackson,
Wright, 1995; Koegel, Koegel, Harrower, & Carter, 1999). This collateral behavior
change allows teachers and parents to address multiple behaviors with one efficient
intervention. The five steps involved in planning a self-monitoring intervention: 1.
Identify the target behavior. 2. Select/design a self-monitoring system. 3. Choose
reinforces and how the student will earn them. 4. Teach the student to use the system.
5. Fade the role of the adult in the intervention.

The Self-Monitoring (SM) Scale (Gangestad& Snyder, 1985;Snyder, 1974) is

one of the most widely used personality measure for research purposes (Briggs &
Cheek, 1988). An underlyingassumption of the SM construct is that people differ in
the extentto which theymonitor(observe, regulate, and control) the
publicappearancesofselfthat they display in social settings and inter-personal
relationships (Snyder, 1987).

High self-monitors tend tomonitor and control the images that they present to
better fit withthe social climate around them. Low self-monitors tend to be trueto
themselves and display more consistent behavior across varioussocial contexts; they
 16

value congruence between who they are andwhat they do, regardless of situational
demands.Snyder (1972, 1974) developed the original 25-item SM Scale,which was
subsequently shortened to 18 items (Gangestad&Snyder, 1985). Others have revised
the measure for special purposes or have used it as a template for variants of the scale
(e.g.,Lennox& Wolfe, 1984).

Akey conclusion was that Snyder’s SM Scales (Gangestad&Snyder, 1985;

Snyder, 1974) reflect a conceptually meaningful dimension, and that dimension is SM
personality. The evidence does notsuggest that the scale better represents separate
dimensions ofextraversion, acting, and other-directedness (cf. Briggs et al.,1980). For
these reasons, we examined SM as a unitary constructin the present meta-analyses.
However, because no organizationalcriteria were included in Gangestad and Snyder’s
(2000) study,important questions regarding SM in organizational settings haveyet to
be addressed.

3.2.1 Causes of stress

Companies must identify what causes stress in the workplace. Stress can be
caused by a number of factors while on the job. An employee can be affected by
unusually long work hours or shift work. The amount of workload is a possible source
of stress. An employee may have too many tasks to accomplish or not enough tasks to
keep them busy.

A major cause of stress is other people with whom an individual comes in

contact. These include co-workers and supervisors. An employee may suffer from the
lack of promotion that extends beyond personal capabilities. Other factors that
contribute to stressful working environment include downsizing, technological
changes and mismatching an employee’s personality with the job.

According to Barbara Braham, all stress factors in the working environment

can be groups in to 5 categories.

The first category factors are desired changes at work. They are things an
employee looks forward to, such as a promotion. This category is categorized by
positive attitude.
 17

The second category includes unexpected changes at work. Unexpected

changes are things such as the introduction of a new supervisor or the loss of a
customer. These changes are generally negative, however,they are a source of short
term stress. An employee seeks support from co-workers and family members to
handle this stress.

Another category stress factors fall into is “sneaking’’ stress. Factors in this
category are minor stressors that add long run cannot be handled quickly.

The fourth category stress factors is self imposed stress. An employee who
worries constantly works long weeks, manage time poorly and things negatively
creates their own stress even through they may be working in a stress free
environment.

The fifth and final category for the stessors in the physical environmental
stress. This can be include such factor as an uncomfortable chair, a noise of
environment or extreme temperature differences.

.
 18

CHAPTER IV – ANALYSIS AND INTERPRETATION

4.1 RESEARCH METHODOLOGY

4.1.1. Research Meaning

Research is defined as “a Scientific and systematic search for pertinent

information on a specific topic”. Research is an art of scientific investigation; research
is a systemized effort to gain new knowledge .It is a careful inquiry especially through
search for new facts in any branch of knowledge. The search for knowledge through
objective and systematic method of finding solution to a problem in research.

4.1.2 Research Methodology:

The research methodology is scientific and systematic for pertinent

information on specific topic. It is a careful investigation or inquiry especially through
search for new facts in any branch of knowledge. This research study is taken as a
part of educational curriculum. Research is a systematized effort to gain knowledge
and hence, it helps to practical knowledge in study various steps that are generated
adopted by a research in studying his research problem along with the logic behind
them.

4.1.3. Research Design

A research design is the arrangement of condition for collection and analysis

of data in a manner that aims to combine relevance to the research purpose with
economy in procedure. Regarding this project, descriptive research design concern
with describing the perception of each individuals or narrating facts on welfare
measure and diagnostic design helps in determine the frequency with which
something occurs or it’s associated with something else. These two research design
help in understand the characteristic in a given situation. Think systematically about
aspect in given situation, offers idea for probe and research help to make certain
simple decision.

The type of research is descriptive in nature, since an attempt was made to

find out interrelationship between variables.
 19

4.1.4. Source of Data

Data is collected from both primary and secondary sources.
a) Primary Data
Primary data are collected through a structured questionnaire. A well-
structured questionnaire has been prepared given to the respondents by the research.

b) Secondary Data
Secondary data are collected from the published data available within the
company and also from the internet.

4.1.5 Sample Size

Sample size means the number of sampling units selected from the
organization for investigation. The total sample size that is taken for this study is 100.

4.1.6. Sampling Unit

The design adopted for this study is descriptive research design. This design
was chosen as it hence chooses accurately the characteristic of a particular system
helped to study the availability of the system as well as constant that might restricts as
effectiveness.

4.1.7. Sampling Method

A sampling technique in which a sample is selected on the basis of

convenience and ease.

4.1.8. Research Instrument

Structured questionnaire is used here as the instrument to collect the data, both
open ended and closed ended questions were used to possible.

4.1.9. Tools for Analysis

 Percentage Analysis
 Weighted Average Method
 Chi square
 20

 Percentage Analysis

Percentage analysis has been done to obtain the percentage of respondents

highly satisfaction, satisfaction, highly dissatisfaction, dissatisfaction for each factor.
Percentage analysis can be calculated as follows: First of all the frequency i.e., the
total population is noted in a tabular column.

Then the percentage is calculated by dividing each frequency with the total
population and then multiplied by 100. Then the values are noted in the column as a
percentage.

In the percentage analysis percentage is calculated by multiplying the number

of respondents into hundred and it is divided by the sample size.

Percentage analysis = (No. of respondents / Total no. of respondents) X 100

 Weighted Average Method

An average in which each quantity to be averaged is assigned a weight. These

weights determine the relative importance of each quantity on the average. Weights
are the equivalent of having that many like items with the same value involved in the
average.

Weighted Average Mean = WX /X

where

W = relative weight (%)

X = Value

The weighted average formula is used to calculate the average value of a

particular set of numbers with different levels of relevance. The relevance of each
number is called the weight. The weight should be represented as a percentage of the
total relevance. Therefore, all weights should be equal to 100% or 1

Weighted average = w1x1+w2x2+…….+wnxn

 21

 Chi Square Test

Chi – square test is used to find out whether two or more attributes are
associated or not. In order to test the association of the attributes, the hypothesis are
taken.

Hypothesis:

The assumptions to be accepted or rejected.

Steps:

 First, the expected frequencies are calculated,

 Expected frequency of any cell = (Row total for the row of that cell *
Column total for the column of that cell) / Grand Total,
 The difference between observed and expected frequency and the
square of such differences are calculated i.e. (O-E) 2,
 The (O-E) 2 value is divided by the corresponding expected frequency
i.e. (O-E) 2/E,
 The [(O-E) 2/E] is calculated,
 If the calculated value is less than the table value, at a certain level of
significance (generally 5% level), it could be concluded that the null
hypothesis holds good,
 On the other hand, if the calculated value is greater than the table value
at a certain level of significance, it is concluded that the attributes are
dependent on each other.

 The formulae for chi – square is given by [(O-E) 2/E]

Where, O is observed frequency for a cell,

E is the expected frequency for a cell.

 Degrees of freedom = (r-1)(c-1)

 22

Where, r is number of rows in the table, c is number of columns in the table.

Chi – square table values are available in statistical tables for various degrees of

freedom

4.2 DATA ANALYSIS AND INTERPRETATION:

The data collected through the various sources was converted into readable
from through the process of classification, arrangement, and presentation of data

The data was tabulated and analyzed for logical statement using samples
statically method percentage analysis and weighted average method and chi square
 23

Table: 4.2.1 Age of the respondents

Age No. of respondent Percentage

21-30 35 35%

31-40 45 45%

Above 41 20 20%

Total 100 100

Source: Primary data

Inference:

From the above table out of 100 respondent 35% of employee are age between
21-30, 45% are age between 31-40, and 20% are above 41.

Chart 4.2.1 Age of the respondents

100
90
80
70
60
50 45

40 35

30
20
20
10
0
21-30 31-40 41-Above

Age
 24

Table 4.2.2 Gender of the respondents

No of
Gender respondents Percentage

Male 80 80%

Female 20 20%

Total 100 100

Source : Primary data

Inference:

From the above table out of 100 respondent 80% of the respondent are male
and 20% are female.

Chart 4.2.2 Gender of the respondents

100
90
80
80
70
60
50
40
30
20
20
10
0
Male Female

Gender
 25

Table 4.2.3 Experience of the respondents

Experience No of respondents Percentage

Below 2 year 35 35%

2-4 year 40 40%

4-6 year 15 15%

6-8 year 10 10%

Total 100 100

Source : Primary data

Inference :
From the above table out of 100 respondent 35% are below 2 years
experienced , 40% are 2 -4 years experienced , 15% are 4-6 years experienced and
10% are 6-8 year experienced.

Chart 4.2.3 Experience of the respondents

100
90
80
70
60
50
40
40 35
30
20 15
10
10
0
2-Below 2-4 Year 4-6 Year 6-8 Year
Experience
 26

Table 4.2.4 Designation of the respondents

Designation No of respondent Percentage

Technical Labor 60 60%
Supervisor 20 20%
Senior Supervisor /
20 20%
Manager
Total 100 100

Source: Primary data

Inference:

From the above table out of 100 respondents 60% are Technical Labor , 20%
are supervisor and 20% are Senior Supervisor / Manager.

Chart 4.2.4 Designation of the respondents

100
90
80
70
60
60
50
40
30
20 20
20
10
0
Technical Labor Supervisor Senior Supervisor /
Manager
Designation
 27

Table 4.2.5 Work culture support

Work Culture Support No of respondents Percentage

Mostly agreed 60 60%

Rarely 20 20%
Sometimes 20 20%
Total 100 100

Source: Primary data

Inference:

From the above table out of 100 respondent 60% of respondents agreed the
work culture support and 20% of respondents feel the work culture support rarely and
20% of respondents feel the work culture support sometimes.

Chart 4.2.5 Work culture support

100
90
80
70
60
60
50
40
30
20 20
20
10
0
Mostly agreed Rarely Sometimes

Work Culture Support

 28

Table 4.2.6 Feel towards work

Feel Towards Work No of respondents Percentage

Very High 40 40%
High 20 20%
Neutral 20 20%
Low 20 20%
Very Low 0 0%
Total 100 100
Source : Primary data

Inference:

From the above table out of 100 respondent 40% of respondents are feel very
high towards their work , 20% of respondents feel high towards their work , 20% of
respondents feel neutral towards their work and 20% of respondents feel depressed
towards their work

Chart 4.2.6 Feel Towards Work

100
90
80
70
60
50
40
40
30
20 20 20
20
10
0
0
Very High High Neutral Low Very Low
Feel towards work
 29

Table 4.2.7 Top management support

Relatively Support No of respondents Percentage

Salary/ Incentives 40 40%
Recruit Supportive staff 20 20%
Training 10 10%
Workload distribution 30 30%
Total 100 100

Source : Primary data

Inference :

From the above table out of 100 respondent 40% of respondents expect
salary / incentives for their work and 20% of respondents expect supportive staff for
their work 10% of respondents expect training to improve their work and 30% of
respondent expect to distribute the workload

Chart 4.2.7 Relatively support

100
90
80
70
60
50
40
40
30
30
20
20
10
10
0
Salary/ Incentives Recruit Supportive Training Workload distribution
staff
Top management Support
 30

Table 4.2.8 Feel Towards Organization

Feel Towards Organization No of respondents Percentage

Great 30 30%
Satisfied 20 20%
Unable to concentrate 20 20%
Frustrated 30 30%
Dissatisfied 0 0%
Total 100 100

Source : Primary data

Inference :

From the above table out of 100 respondent 30% of respondents are feel great
towards the organization , 20% of respondents feel satisfied towards the organization ,
20% of respondents feel unable to concentrate and 30% of respondents are feel
frustrated towards the organization

Chart 4.2.8 Feel towards organization

100
90
80
70
60
50
40
30 30
30
20 20
20
10
0
0
Great Satisfied Unable to Frustrated Dissatisfied
Concentrate

Feel towards organization

 31

Table 4.2.9 Handling tensed situation

Handling Tensed Situation No.of. Respondent Percentage

Take it easy 20 20%
They do not speak 30 30%
They complaint to others 25 25%
Talking other topic 25 25%
Total 100 100
Source : Primary data

Inference :

From the above table out of 100 respondent 20% of respondents are handling
the situations take it easy, 30% of respondent handling the situation they don’t speak
, 25% of respondents handling situation they complaint to others, 25% of respondents
handling the situation talking other topic.

Chart 4.2.9 Handling tensed situation

100
90
80
70
60
50
40
30
30 25 25
20
20
10
0
Take it easy They do not speak They complaint to Talking other topic
others

Handling tensed situation

 32

Table 4.2.10 Stress relationship

Stress relationship No of respondent Percentage

Work Environment 30 30%
Supervision 40 40%
Workgroup 30 30%
Social Injustices 0 0%
Total 100 100
Source: Primary data

Inference:

From the above table out of 100 respondent 30% of respondents having stress
relate to working environment, 40% of respondents having stress relate to supervision
, 30% of respondents and 30% of respondents having stress relate to workgroup.

Chart 4.2.10 Stress relationship

100
90
80
70
60
50
40
40
30 30
30
20
10
0
0
Work Environment Supervision Workgroup Social Injustices

Stress Relationship
 33

Table 4.2.11 Facing stress

Facing Stress No.of.respondent Percentage

Very High 50 50%
High 20 20%
Neutral 10 10%
Low 10 10%
Very Low 10 10%
Total 100 100

Source : Primary data

Inference :

From the above table out of 100 respondent 50% of respondents face very
high stress , 20% of respondents face high stress, 10% of respondents face neutral
level stress , 10% respondents face low stress and 10% of respondents face very low
stress.

Chart 4.2.11 Facing stress

100
90
80
70
60
50
50
40
30
20
20
10 10 10
10
0
Very High High Neutral Low Very Low
Facing Stress
 34

Table 4.2.12 Classification based on personal obligation about the stress

Personal obligation about No of respondent Percentage

the stress
High tensed 60 60%
Low tensed 40 40%
Total 100 100%

Source: Primary data

Inference:

From the above table out of 100 respondent 60% of respondents have high
personal obligation and 40% of respondents have low personal obligation

Chart 4.2.12 Classification based on personal obligation about the stress

100
90
80
70
60
60
50
40
40
30
20
10
0
High tensed Low tensed

Personal Obligation
 35

Table 4.2.13 Classification based on a employee behavior at different situation

People Behavior No of respondent Percentage

Yes 40 40%
No 60 60%
Total 100 100%

Source : Primary data

Inference

From the above table out of 100 respondent 40% of respondent say yes to act
in different situation and 60% of respondents says no

Chart 4.2.13 Classification based on employee behavior at different situation

100
90
80
70
60
60
50
40
40
30
20
10
0
Yes No

Employee Behavior
 36

Table 4.2.14 Classification based on argument for the ideas

Difficult to argue No of respondent Percentage

Yes 60 60%
No 40 40%
Total 100 100%

Source : Primary data

Inference :

From the above table out of 100 respondent 60% of respondent say yes for
argument of ideas and 40% of respondent says no they do not argue for the ideas

Chart 4.2.14 Classification based on argument for the ideas

100
90
80
70
60
60
50
40
40
30
20
10
0
Yes No

Argument for ideas

 37

Table 4.2.15 Classification based on pressure for working long hours

Working Long Hours No of respondent Percentage

Yes 80 80%
No 20 20%
Total 100 100%

Source: Primary data

Inference:

From the above table out of 100 respondent 80% of respondent say yes for
having pressure for working long hour and 20% of respondent say no pressure for
working long hour

Chart 4.2.15 Classification based on pressure for working long hours

100
90
80
80
70
60
50
40
30
20
20
10
0
Yes No

Working long hours

 38

Table 4.2.16 Classification based on the package level

Package level No of respondent Percentage

Yes 70 70%
No 30 30%
Total 100 100%

Source : Primary data

Inference :

From the above table out of 100 respondent 70% of respondents say yes they
are satisfied with high package level and 30% of respondent say no they are not
satisfied with low package level

Chart 4.2.16 Classification based on the package level

100
90
80
70
70
60
50
40
30
30
20
10
0
Yes No
Package Level
 39

Table 4.2.17 Classification based on getting angry at work if hurt

Getting angry at work if

No of respondent Percentage
hurt
Yes 40 40%
No 60 60%
Total 100 100%

Source : Primary data

Inference :

From the above table out of 100 respondent 40% of respondents say yes they
are getting angry at work if hurt and 60% of respondents say no they are not getting
angry at work if hurt

Chart 4.2.17 Classification based on getting angry at work if hurt

100

90

80

70
60
60

50
40
40

30

20

10

0
Yes No
Angry at work if hurt
 40

Table 4.2.18 Classification based on disturbance at work

Disturbance at work No of respondent Percentage

Yes 60 60%
No 40 40%
Total 100 100%

Source : Primary data

Inference:

From the above table out of 100 respondent 60% of respondents say yes they
have high disturbance at work and 40% of respondents says no

Chart 4.2.18 Classification based on disturbance at work

100

90

80

70
60
60

50
40
40

30

20

10

0
Yes No
Disturbance at work
 41

Table 4.2.19 Classification based on satisfaction level with designated position

Designated position No of respondent Percentage

Yes 80 80%

No 20 20%

Total 100 100%

Source : Primary data

Inference:

From the above table out of 100 respondent 50% of respondent say yes they
are highly satisfied with designated position and 50% of respondents say no they
dissatisfied with designated position.

Chart 4.2.19 Classification based on satisfaction level with designated position

100
90
80
80
70
60
50
40
30
20
20
10
0
Yes No

Satisfaction level with designated position

 42

Table 4.2.20 Classification based on the employee opinion

Employee Opinion No of respondent Percentage

Yes 60 60%
No 40 40%
Total 100 100%

Source: Primary data

Inference:

From the above table out of 100 respondent 60% of respondent say yes they
consider employee opinions and 40% of respondent say no they do not consider the
employee opinion

Chart 4.2.20 Classification based on the employee opinion

100

90

80

70
60
60

50
40
40

30

20

10

0
Yes No
Employee Opinion
 43

CHI SQUARE TEST

Age Vs Stress Among Employees

Null Hypothesis :(H0)

There is no relationship between age and stress among employees

Alternative Hypothesis :(H1)

There is a relationship between age and stress among employees.

chi square , χ 2 = ∑

Age
Below 20 21-30 31-40 Above 40 Total
Stress

Very High 20 13 4 3 40
12 5 2
High 9 28
7 3 1
Neutral 6 17
2 4 1
Low 3 10
1 2 0
Very low 2 5
42 33 18 7 100
Total
 44

RESULT :

O E O-E (O-E)2 (O-E)2/E

20 16.8 3.2 10.24 0.6095238
12 13.2 -1.2 1.44 0.1090909
7 7.2 -0.2 0.04 0.0055556
2 2.8 -0.8 0.64 0.2285714
1 11.76 -10.76 115.7776 9.845034
13 9.24 3.76 14.1376 1.5300433
9 5.07 3.93 15.4449 3.0463314
6 1.96 4.04 16.3216 8.3273469
3 7.14 -4.14 17.1396 2.4005042
2 5.16 -3.16 9.9856 1.9351938
4 3.06 0.94 0.8836 0.2887582
5 1.11 3.89 15.1321 13.632523
3 4.2 -1.2 1.44 0.3428571
4 3.3 0.7 0.49 0.1484848
2 1.8 0.2 0.04 0.0222222
3 0.7 2.3 5.29 7.5571429
2 2.1 -0.1 0.01 0.0047619
1 1.65 -0.65 0.4225 0.2560606
1 0.9 0.1 0.01 0.0111111
0 0.35 -0.35 0.1225 0.35
Total 50.651117

Degree of freedom=12

Level of significance = 5%

Calculated value= 50.65

Table value=21.026

Calculated Value>Table Value

50.65 > 21.026

Since H1 is accepted . There is a relationship between age and stress

 45

WEIGHTED AVERAGE METHOD :

Factors Influencing Self Monitoring

S.NO Self W=5 W=4 W=3 W=2 W=1 Total Average Rank
Monitoring
1 Personal 45 35 20 10 10 455 91 9
Obligation
2 Employee 56 32 45 23 15 604 120.8 5
behavior
3 Argument 34 24 56 32 18 516 103.2 7
for the
ideas
4 Working 20 34 45 23 34 451 90.2 10
long Hours
5 Package 34 56 76 54 32 762 152.4 1
level
6 Angry at 45 20 30 35 32 497 99.4 8
work if hurt
7 Disturbance 34 56 45 21 45 616 123.2 4
at work
8 Designated 56 45 34 23 25 633 126.6 3
Position
9 Employee 56 43 32 35 46 664 132.8 2
opinion
10 Relatively 34 46 45 21 34 565 113 6
Support
 46

Result :

Factors Average Rank

Working long Hours 90.2 10

Personal Obligation 91 9

Angry at work 99.4 8

Argue for the ideas 103.2 7

Relatively support 113 6

People behavior 120.8 5

Disturbance at work 123.2 4

Designated position 126.6 3
People’s opinion 132.8 2
Package level 152.4 1

The respondents are mostly satisfied with their package level provided by the
organization.
 47

CHAPTER V - CONCLUSION

5.1 FINDINGS

1. 60% of respondents feel the work culture mostly support and 20% of respondents
feel the work culture support sometimes

2. 40% of respondents are expect salary/ incentives for their work and 10% of
respondents are need training to improve their work

3. 30% of respondents are feel satisfies towards the organization and 30% of
respondentsarefeel dissatisfied towards the organization

4. 20% of respondents are handling situation as take it easy and 25% of respondents
are handling the situation talking other topic in the organization

5. 30% of respondents having stress relate to work environment and 30% of

respondents having stress relate to workgroup

6. 50% of respondents face very high stress and 10% of respondents face very low
stress

7. 60% of respondents have high personal obligation about the stress and 40% of
respondents have low personal obligation about the stress

8. 40% of respondent say yes to act in different situation and 60% of respondents
says no

Chi Square Test :

There is a significance relationship between age and stress . H1 is accepted

Weighted Average Method :

The respondents are mostly satisfied with their package level provided by the
organization.
 48

5.2 SUGGESTIONS

1. The working environment of the organization can be improved by facilitating

employee with proper ventilation, refresh time, proper space which helps to
reduce the work stress among them.
2. The company will give more training to the employees who have low and very
self monitors and improve their performance
3. Company can follow proper work schedule which helps to have control over the
working hours of an employee
4. The organization can provide better training and development program for the
employees
5. The organization can give counseling for the employees which help to reduce
their uncomfortableness towards their work.
6. Engaging the bored employee in exercise because it stimulates the brain and
body
7. Organization can insist their employee to do meditation and yoga in their daily
life
8. Most of the employees face stress due to individual or group factors , so the
organization can arrange relaxation program like yoga , meditation and provide
gifts, bonus , and provide tourism package
9. To overcome the organizational and group stress , the organization can arrange
training programmes regarding work management , time management
10. The company can arrange some refreshment time for employees to built a better
relationship management and workers and among workers
 49

5.3 CONCLUSION

Through this study it is concluded that stress is nonspecific response to

demands from environment that result in physical, psychological, and or behavioral
deviation for people .Stress in work setting seems from different source such as
individuals, group, and organization and in environment. Thought the precise impact
of stress is difficult from person to person. The employees are monitoring their stress
level individually and reduce their stress through various activities like meditation,
yoga, physical exercise. The organization also provides various facilities to relieve the
employee from getting stress .so the employee feel comfort in work without getting
stress. They can also improve their personal attitude and behaviors. The organization
gives the monitoring score based on their performance level.
 50

ANNXURE

A STUDY ON WORK STRESS MANAGEMENT TO MONITOR

PERSONALITY IN THENI ANANTHAM SILKS AND READYMADES AT
THENI

Personal Details :

Name :
Age : a) 21 – 30 b) 31-40 c) Above 40

Gender : a) Male b) Female

Experience : a) Below 2 year b) 2 – 4 year c) 4- 6 year d) Above 6 year

Designation : a) Supervisor b) Senoir Supervisor c) Technical Labor

1. Is your work culture supportive in your organization

a) Mostly agreed

b) Rarely

c) Sometimes

2. Do you think physical environment problem in the work place cause stress

a) Temperature

b) Lighting

c) Dust

3. What could be done by the management to relieve employees from stress

a) Salary /incentive

b) Recruit supportive support

c) Training

d) Workload distribution
 51

4. How do you feel while working in the organization

a) Great

b) Satisfied

c) Unable to concentrate

d) Frustrated

5. How do you handle stress situation

a) take it easy

b) They do not speak

c) Talking other topic

6. Most of your stress related to

a) Work environment

b) Supervisor

c) Senior Supervisor

d) Social injustices

7.How often do you face stress in your organization

a) very high

b) High

c) Neutral

d) Low

e) Very Low

8. Did you face any personal obligation about the stress

a) High tensed

b) Low tensed

9. Are you have trouble while changing your behavior at different situation

a) Yes

b) No
 52

10.Did you find any difficult in argue idea

a) Yes

b) No

11. Do you have pressure for working long hours

a) Yes

b) No

12.Are you satisfied with your package

a) Yes

b) No

13. Did you get angry at if you hurt

a) Yes

b) No

14. Do you have enough time to perform or work without any disturbance

a) Yes

b) No

15. Are you satisfied with the designated position

a) Yes

b) No

16. Do you feel your opinions are consider within the organization

a) Yes

b) No

17) Do you respond in a positive manner when asked to do something for which you
lack training

a) Yes

b) No
 53

18) 5) Do you imitate the actions of other people

a) Yes

b) No

19) Does the Top management pressure is the main reason for stress

a) Yes

b) No

20) Is the stress is related to support

a) Lack of management support

b) Over Competition

c) Incentive Policy
 54

REFERENCES

Books

 C.R.Kothari “Research Methodology”, 7th Edition. New age International

publication
 T.N.Saravatava / ShailajaRego “ Statistics for Management” , Second Edition
Tata Mcgraw Hill Education Private Limited ,
 Carol A. Turkington Stress management , McGraw - Hill

Websites

 http://www.hmi.co.in

 http://www.citehr.com

 http://www.managementstudies.com

 http://www.hrlink.com