Professional Documents
Culture Documents
S. NO.
CONTENTS
PAGE NO.
1.
EXECUTIVE SUMMARY
2.
COMPANY PROFILE
3.
17
RESEARCH METHODOLOGY
60
QUESTIONNAIRE
63
65
CONCLUSION
77
RECOMMENDATION
78
BIBLIOGRAPHY
79
EXECUTIVE SUMMARY
PEOPLE is the most important and valuable resource every organization has in the
form of its employees. Dynamic people can make dynamic organizations. Effective
employees can contribute to the effectiveness of the organization Competent and
motivated people can make things happen and enable an organization to achieve its goals.
Organizations have now started realizing that the systematic attention to human resources
is the only way to increase organizational efficiency in terms productivity, quality, profits
and better customer orientation. HR can help deliver organizational excellence by
focusing on learning, quality, teamwork, and through various employee friendly
strategies.
My project has been accomplished in HPL INDIA LTD. This is one of the best
company in manufacturing of Electrical goods headquartered at New Delhi.
management.
For PART I
For PART II
COMPANY PROFILE
(HPL India Ltd.)
quality
products, the HPL Group has created a niche for itself in the electrical industry. Today,
HPL is regarded as The Technology Brand of India and is one of the premium
manufacturers of reliable Electrical Protection Equipments, Switchgears, Energy Meters
and Energy Management Systems. Consistent and sound policies have helped the HPL
Group mark a strong presence nationally as well as globally. In its own special way, HPL
is committed to the growth and expansion of Brand India.
HPL, current year with a turnover of over Rs.800 crores, has a strong work force of over
4500, including Technocrats, Design and R&D Engineers and Marketing Professionals.
HPL believes in providing a range of quality products to the consumers. The latest JV
with Moeller will enable us to provide world-class product having latest technology.
HPL India Ltd, one of the leading manufacturers of Switchgears and Protection Devices,
Lighting, Wire &cable Electronic Energy Meters and Energy Management Systems in
India Superior technology, impressive product portfolio and a quality driven attitude have
given HPL an edge in the competitive market. This has also attracted major international
players to collaborate with HPL and work successfully together.
Moeller HPL India Pvt. Ltd: Announced its joint venture Moeller-HPL India Pvt. Ltd
with the European Giants The Moeller Group, Germany, one of the leading suppliers of
Power Distribution and Automation components worldwide. Moeller-HPL India Pvt.
Ltd. the new joint venture Company will manufacture & market the latest world-class
Power Distribution and Protection Components in India.
HPL Electric & Power Pvt. Ltd. : A joint venture between HPL Group and Europe's
leading switchgear company Socomec S.A. France, is a market leader in switches and
protection equipment manufacturing changeover switches, ATyS, isolators, Panel Meters,
Electronic Energy Meters, Multifunction Energy Meters &energy Management System,
the energy management control and protection system. HPL Socomec is today the top of
mind brand in the market.
HPL LK: HPL and LK of Denmark alliance has resulted in the manufacture of compact
space saving technically advanced Switch Disconnector Fuse and Switch Disconnector of
international quality.
HPL Elektra: an alliance with Elektra Tailfingen of Germany, HPL Produces new age
Cam operated Rotary Switches.
At HPL, we firmly believe quality is not a program; it is an approach to business. It is a
collection of powerful tools and concepts that is proven to work. It is defined by the
customer through his or her satisfaction.
Total
Quality
Management:
HPL has its presence all over the country and overseas in Srilanka, Bangladesh,
Malaysia, UAE, Kuwait and other Southeast Asian & European Countries.
Foreign Tie-ups
HPL has collaborations with equity participation with world renowned multi-national
companies in the electrical field such as Moeller in Austria & Germany and Socomec
S.A., in France.
Moeller is over a billion Euro company renowned for its low and high voltage electrical
equipments and circuit breakers. It is having equity participation with HPL in Moeller
HPL (P) Ltd.
Mission
Our mission is to provide the latest and the best technology product in the field of
Switchgear, Electronic Meters, and Lighting.
Future Vision
In line with its global ambitions, HPL has been gearing up its
operations by strengthening current business
practices and aligning them with the best global standards to create new benchmarks of
quality and customer satisfaction. HPL is committed to develop empowering technology
in the form of easy to use, dependable products that meet the Customers needs.
Exporting its products to Middle East, SAARC and European Countries, HPL is
increasingly focused on export-led growth through optimal utilization of its comparative
technical
advantage
vis--vis
competitors.
Two key factors at HPL ensure a lasting competitive advantage: an innovative business
model, and complete market intelligence. Optimum implementation of these factors
enables HPL to create a more effective, sustainable operation, and more value for the
customers and it will continue to focus on consolidating its dominant position in India,
while expanding its reach globally.
MANAGEMENT TEAM
An MBA has been in business for the past 15 years looking after the Energy Meter
marketing, Production, Planning, General Administration of a few units.
INFRASTRUCTURE
Moldings shop
Machine shop
Press Shop
Electroplating
Paint shop
All our products go through various intricate stages of testing and inspection that
conform to national and international standards of quality. During 2005, large
investments were directed towards enhancing the manufacturing strengths. In addition to
expansion and modernization of the existing facilities, significant investments were
HPL is committed to have satisfied customers through supply of quality Energy Meters,
Energy Measurements Systems, Switchgears, Circuit Breakers, Distribution Systems,
Sheet Metal Enclosures and Lighting products by way of fulfilling the customers
requirements, timely delivery and services. made in building substantial capacities for
new products, targeted to drive growth in key geographies in the coming years.
QUALITY POLICY
10
Our quality management policies ensure customer satisfaction, reduce cycle time and
costs, and also eliminate errors and rework. At HPL, We strongly believe that results
(performance and financial) are the natural consequence of effective quality management.
Products / Services
We are manufacturer and exporter of Reliable Electrical Protection Equipments,
Switchgears, Energy Meters and Energy Management Systems.
We manufactures a wide range of Products : Switchgear such as Switch Fuse Units, Fuse
Switch Units, Electronic Energy Meter - Single Phase & Three Phase, HRC fuse links
(BS & Din Type), Switch Fuse Disconnector, On Load Changeover Switches, Load
Break Switches, Latest technology Miniature Circuit Breakers with a Breaking capacity
of 10 KA - B & C Curves as per latest IS & IEC Specifications and suitable Distribution
Systems, Side Handle Change Over, Cam operated Rotary Switches, Energy
Management - Control & Protection System.
PRODUCT RANGE:
-Switchgear:
-On Load Changeover Switches
-Isolator (Load Break)
-Switch Fuse Changeover
-By Pass Switches
-Automatic Transfer Switch (ATS)
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Metering:
-Single Phase Electronic Energy Meters
-Three Phase Electronic Energy Meters
-Three Phase kWh Panel Meter
-Hand Held MRI Meter.
Energy Management Control & Protection System:
12
-Diris
-Countis AT/ATI.
Miniature Circuit
Breakers
-Techno-10KA
-Rakshak-6KA
-MCB's Distribution System.
Residual Current Circuit Breaker (RCCB):
-Techno RCCB -10KA.
13
appraisal and job evaluation, employee and executive remuneration, motivation and
communication, welfare, safety and health, industrial relations.
At HPL, HR is considered as one of the most important resource for the organization.
INTRODUCTION
The term stress is derived from the Latin word stringere, which means to clutch,
compress or bind. The concept of stress was first introduced in the life sciences by Hans
Selye in 1936.during the eighteenth and nineteenth centuries, stress was equated with
force, pressure or strain exerted upon a material object or person which resists these
forces and attempts to maintain its original state.
Stress has become a major concern of the modern times as it can cause harm to
employees health and performance. Stress refers to pressures or tensions people feel in
life. As living human makes constant demands, so it produces pressure, i.e., stress. Stress
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is, therefore, a natural and unavoidable feature of human life. However, stress beyond a
particular level can cause psychological and physiological problems which in turn would
affect the individuals performance in the organization. Thus, management of stress has
become a challenging job for the modern organization.
MEANING OF STRESS
Stress is a dynamic condition in which an individual is confronted with an opportunity,
constraint, or demand related to what he or she desires and for which the outcome is
perceived to be both uncertain and important
Stress is an experience that creates physiological and psychological imbalance within a
person. It is a body reaction to any demands or changes in internal and external
environment. Whenever there is a change in external environment, such as temperature,
pollution, humidity and working conditions, it leads to stress. These changes usually
come from feelings we have, like:
Happiness
Sadness
Scared
Madness
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Winning an award
Taking a test
Death of a relative
Being sick
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NATURE OF STRESS
Hormones are released in a stressful situation which changes our body language.
Stress is caused by number of factors like money, relationship, job related factors,
school, universities, queing, etc.
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STRESS MANAGEMENT
Stress Management is an important part of daily living for everyone. We all need stress in
order to survive. Teams need it to perform well, and in the right doses, it can be very
healthy, or even enjoyable.
Health
Happiness
Work performance
Relationships
Personal development
1.
2.
3.
Taking action to address the causes and thereby reduce the symptoms.
4.
Where necessary, taking interim steps to relieve the symptoms until the
underlying causes have been addressed.
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It is important to recognize and address the underlying causes of stress, or else the
experience of stress will never go away.
A further complication can arise in that some symptoms may be 'learned', and therefore
removal of the underlying causes may not relieve the symptoms. For example, in the
overwork example, the headaches might continue long after the problem of overwork has
been addressed.
TYPES OF STRESS
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TYPES:
1.
EUSTRESS
2.
DISTRESS
3.
HYPERSTRESS
4.
HYPOSTRESS
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DISTRESS
HYPO
STRESS
TYPES
OF
STRESS
EUSTRESS
FIGURE.TYPES OF STRESS
21
HYPER
STRESSS
1. EUSTRESS
Eustress is one of the helpful types of stress. It is the type of stress you experience right
before you have the need to exert physical force. Eustress prepares the muscles, heart,
and
mind
for
the
strength
needed
for
whatever
is
about
to
occur.
Eustress can also apply to creative endeavors. When a person needs to have some extra
energy or creativity, eustress kicks in to bring them the inspiration they need. An athlete
will experience the strength that comes form eustress right before they play a big game or
enter a big competition. Because of the eustress, they immediately receive the strength
that they need to perform.
When the body enters the fight or flight response, it will experience eustress. The eustress
prepares the body to fight with or flee from an imposing danger. This type of stress will
cause the blood to pump to the major muscle groups, and will increase the heart rate and
blood pressure to increase. If the event or danger passes, the body will eventually return
to its normal state.
Stress need not be bad all the time. Sometimes, stress can be good too. Eustress, a type of
positive stress is actually good for your body. It is basically a desirable form of stress
which is healthful and gives a feeling of contentment. It keeps you excited about life.
Just because Eustress is a type of stress, it need not be damaging to our body. Unlike
chronic stress that is taxing on our body, eustress does not have any unfavorable
effects on our body. Instead, it lifts up our spirits and helps us stay in a good mood.
Eustress provides the desired balance by evening out the negative stress.
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If utilized in a proper manner, Eustress can actually help us get rid of stress. Since
eustress is a positive phenomenon, it can help change our mindset and attitude towards
things. It helps us consider the threats in our life as challenges. This changes our mental
attitude towards different situations in life and helps us steer clear of stress.
Eustress is what they call good stress. The kind we feel when we get a raise, or buy a new
house, or go on a great first date. Good in the sense that it makes us feel good, that the
stress is enjoyable. Challenges and projects create eustress; overload and problems create
distress (bad stress).
However, eustress is not the same as serenity and blissfulness. Eustress is still stress. It
still has many of the same symptoms of distress, including:
Increased heart-rate
Increased respiration
Good stress will also just as easily lead to physical problems such as heart disease, high
blood pressure, stroke, enlargement of the adrenal glands, and other illnesses.
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2. DISTRESS
Distress is one of the negative types of stress. This is one of the types of stress that the
mind and body undergoes when the normal routine is constantly adjusted and altered. The
mind is not comfortable with this routine, and craves the familiarity of a common routine.
a) Acute Stress
Acute stress is the type of stress that comes immediately with a change of routine. It is an
intense type of stress, but it passes quickly. Acute stress is the body's way of getting a
person to stand up and take inventory of what is going on, to make sure that everything is
OK
b) Chronic Stress
Chronic stress will occur if there is a constant change of routine for week after week.
Chronic stress affects the body for a long period of time. This is the type of stress
experienced by someone who constantly faces moves or job changes.
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3. HYPER STRESS
When a person is pushed beyond what he or she can handle, they will experience what
we called hyper stress.
Hyper stress results from being overloaded or overworked. Its like being stressed out.
When someone is hyper stressed, even little things can trigger a strong emotional
response. People who are most likely to suffer from hyper stress are:
- Working mothers who have to multi-task, juggling between work and family
commitments
Hyper stress is the type of negative stress that comes when a person is forced to
undertake or undergo more than he or she can take. A stressful job that overworks an
individual will cause that individual to face hyperstress.
A person who is experiencing hyper stress will often respond to even little stressors with
huge emotional outbreaks. It is important for a person who thinks they might be
experiencing hyper stress to take measures to reduce the stress in their lives, because
hyperstress can lead to serious emotional and physical repercussions.
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4. HYPOSTRESS
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SOURCES OF STRESS
The factors which have the potential to cause stress may be grouped
under two headings:
Organizational stressors
Individual stressors
Group stressors
General stressors
ORGANIZATIONAL STRESSORS
Organizational stressors are various factors in the workplace that can cause stress. The
general sets of organizational stressors are as follows:
1) Task demands
Task demands are stressors associated with the specific job a person performs. Some
occupations are by nature more stressful than others. The jobs of surgeons, air traffic
controllers, and professional football coaches are more stressful than those of general
practitioners, air plane baggage loaders, football team equipment managers.
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Beyond specific task related pressures, other aspects of job may pose physical threats to a
persons health. Unhealthy conditions exits in occupations such as coal mining and toxic
waste handling. Security is another task demand that can cause stress. Someone in a
relatively secure job is not likely to worry unduly about losing that position. Threats to
job security can increase stress dramatically.
2) Role demands
The sources of stress in organizational role include role ambiguity, role conflict,
responsibility towards people and things and other stressors. Role ambiguity involves
lack of clarity about the work objectives, expectations of colleagues related to scope and
responsibilities of the job. Role conflict arises where the individual is exposed to
conflicting job demands or is required to do things which he does not want to do.
Responsibility towards people is more stress generating than responsibility towards
things (i.e. equipment, material, etc.)Other role stressors include lack of participation in
decision making, lack of managerial support and need for maintaining high standards of
performance.
3) Inter personal relationships at work
The nature of relationship with ones boss, subordinates and colleagues also form a major
source of stress. Poor relations involve low trust, supportiveness and low interest in
listening to and dealing with organizational problems of the members. The members feel
more stress if the boss is low on consideration. Task oriented managers cause more
stress to subordinate than people-oriented managers. Stress is generated not only by the
pressure of relationship but also by a lack of adequate social support from colleagues
during difficult situations.
4) Organizational structure and climate
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This source of stress involves perception of being in the organization and a threat to ones
freedom, autonomy and identity. Specifically such stressors include: little or no
participation in decision-making, lack of belongingness, lack of effective consultation,
poor communication, restrictions on behaviour and politics by some organizational
members.
5) Organizational leadership
Leadership style also may cause stress. Suppose an employee needs a great deal of social
support from his leader but the leader shows no concern or compassion for him. This
employee will probably feel stressed. Similarly, assume an employee who has a strong
need to participate in decision-making and to be active in all aspects of management. But
his boss is very autocratic and refuses to consult subordinates about anything. Naturally,
stress is likely to result.
6) Group pressure
Group pressure may include pressure to restrict output, pressure to conform to the groups
norms, and so forth .For instance, it is quite common for a work group to arrive at an
informal agreement about how much each member will produce. Individuals who
produce much more or much less than this level may be pressurized by then group to get
back in line.
INDIVIDUAL STRESSORS
Some stressors at the level of an individual may arise in the context of organization life or
personal life.
These include: Career Development, Personality type, Life change and Life trauma
1)
Career development
ii. Status incongruity (under or over promotion and frustration stemming from
attainment of ones career ceiling).
2)
Type A and Type B profiles were first observed by two cardiologists, Meyer Friedman
and Ray Rosen man. They first got the idea when a worker repairing the upholstery on
their waiting room chairs noted that many of the chairs were worn only on the front. This
suggested to the two cardiologists that many heart patients were anxious and had a hard
time sitting stillthey were literally sitting on the edges of their seats.
III.
IV.
V.
In contrast to the Type A personality, there is the type b, who is exactly opposite.
Type Bs are rarely carried by the desire to obtain a wildly increasing number of
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4) Life trauma
A life trauma is any upheaval in an individuals life that alerts his or her attitudes,
emotions or behaviors. To illustrate, according to the life change view, a divorce adds to a
persons potential for health problems in the following year. At the same time, the person
will obviously also experience emotional turmoil during the actual divorce process. This
turmoil is a form of life trauma and will clearly cause stress, much of which may spill
over into the workplace.
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GROUP STRESSORS
1)
No social support
When an individual gets social support from group members, it satisfies his social needs
and he feels happy and relieved but if it is the other way round it is very depressing and is
bad for individual.
2)
Absence of group cohesiveness causes stress. When group cohesiveness is less, there is
low morale, less communication, more conflict. Group cohesiveness means the degree
to which members are attracted to a group, are motivated to remain in the group, and are
mutually influenced by one another.
3)
Conflict
When there are discussions and interactions amongst individuals, sometimes there are
conflicts, which become the source of stress for the individual.
GENERAL CAUSES
There are some causes also which generate stress like:
Threat
Fear
Uncertainty
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STAGES OF STRESS
33
Look at a student's face just before he is going to give an exam. Isn't the fear and tension
clearly evident? When something has just started stressing you and you feel a fight or
flight kind of attitude, then you are in the alarm stage of stress. It is the start up stage
which defines the first reaction to the stressor.
This stage experiences an over acting of the sympathetic nervous system wherein
adrenaline and cortical increase and blood flows away from the brain to the muscles
As a result, dendrites shrink back in the brain to moderate the flow of information,
slowing or closing down the nonessential body functions. The whole body starts
preparing itself to fight against the reason of stress. The fear, excitement or pressure is
evident on the sufferer's face.
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takes over. As the very name suggests the person feels fully exhausted & tired. This may
go even to the extent of absence of all enthusiasm to work or even to live. Psychosomatic
diseases take roots. There is emotional breakdown, insomnia, heart & BP complications,
and host of other very painful symptoms associated with burnout.
FOR EXAMPLE- If a student is preparing for his exam and despite of every
possible effort, he is not able to relate to his studies, he is bound to get stressed.
The stress could reach a height where he/she may feel completely exhausted and
helpless to the extent of committing suicide. This is the exhaustion stage.
Initial phase
The stress persists and due to lack of appropriate measures the person is not able to
concentrate and work efficiently.
Burnout
The person is completely exhausted and drained of all energy reserves. There is a
complete physical, psychological and emotional breakdown. This requires immediate
attention.
There are certain medications that can help you crawl out of the situation. But, you need
to identify your stressor first. You also need to practice some self help tips depending on
the type of stress you are suffering from.
Burnout is the most dangerous stage which the stressed people come to. Any signs of
burnout show the urgency of the situation and have to be handled at the earliest with
highest priori
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A PSYCHOLOGICAL MODEL
SYMPTOMS OF STRESS
36
Stress symptoms may be affecting ones health, even though he might not realize it. A
person may think illness is to blame for that nagging headache, or frequent forgetfulness
or decreased productivity at work. But sometimes stress is to blame. Indeed, stress
symptoms can affect your body, your thoughts and feelings, and your behavior. When a
person recognizes common stress symptoms, he can take steps to manage them.
PHYSICAL(BODY)
MENTAL(MIND)
37
EMOTIONAL(FEELINGS)
Headaches
Lack of
concentration
Nervousness
Bored
Anger outburst
Forgetfulness
Rashes
Night mares
Stomachaches
Drop in school
performance
Sad/depressed
Fast heartbeat
Unable to study
Withdrawn
Perspiration
Carelessness
Fighting
Dry mouth
Diarrhea
Cold hands and feet
Tense muscles
If you do have stress symptoms, taking steps to manage your stress can have numerous
health benefits. Stress management can include:
Physical activity
Relaxation techniques
Meditation
Yoga
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Emotional Symptoms
Memory problems
Moodiness
Inability to concentrate
Poor judgment
Feeling overwhelmed
Constant worrying
Physical Symptoms
Behavioral Symptoms
Diarrhea or constipation
Nausea, dizziness
Procrastinating or neglecting
Frequent colds
responsibilities
2)
3)
4)
Internal Symptoms
5)
Behavioural Symptoms
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CONSEQUENCES OF STRESS
Stress is the spice of life. Complete freedom from stress comes only in death. Stress
becomes distress when we begin to sense a loss of our feelings of security and adequacy.
It may produce physical, behaviour and psychological consequences as discussed below:
FIGURECONSEQUENCES OF STRESS
a)
PHYSICAL CONSEQUENCES
40
b)
BEHAVIOURAL CONSEQUENCES
The behavioural consequences of stress may harm the person under stress or others. One
such behaviour is smoking. Research has clearly documented that people who smoke
tend to smoke more when they experience stress. There is also evidence that alcohol and
drug abuse are linked to stress, although this relationship is less well documented. Other
possible behavioural consequences are accident proneness, violence and appetite
disorders.
c)
PSYCHOLOGICAL CONSEQUENCES
The psychological consequences of stress relate to a persons mental health and wellbeing. When people experience too much stress at work, they may become depressed or
find themselves sleeping too much or not enough. Stress may also lead to family
problems.
BURNOUT
Burnout is a general feeling of exhaustion that develops when an individual
simultaneously experiences too much pressure and has too few sources of satisfaction.
Burnout is the most severe stage of distress. Depression, frustration and a loss of
productivity are often symptoms of burnout. It can be due to a lack of personal fulfillment
in the job, or a lack of positive feedback. Thus, both supervisors and managers have a
crucial role to play in identifying jobs likely to result in employee distress or burnout.
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Low performance and productivity- Too much stress might lead to decline in
performance of the individuals. Thus, overall productivity and quality will suffer
leading to reduced margin of profit.
High labor turnover- The individual under stress may withdraw from the scene.
There may be increased rates of absenteeism and labor turnover. An employee
may withdraw psychologically ceasing to care about the organization.
Job
dissatisfaction
among
employees-
Another
direct
organizational
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Frequent tension in the body (esp. neck, face, shoulders, back and chest, and
stomach) which often goes unnoticed until one slows down, breaths deep and
carefully surveys the body.
Significant need for outside stimulation to feel good (coffee, sweeteners, food,
TV, alcohol, money, accomplishments, etc.)
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The following graph can be used to study stress and performance relationship
PERFORMANCE-STRESS RELATIONSHIP
CURVE
44
When there is no stress, job performance is very low as challenges are very
low in the job. As stress increases, it helps an employee to face and meet the
challenges that increases the performance level of the employee.
Stress becomes foe if it increases beyond the level of optimum stress as there
is no improvement in the persons performance after this level of stress.
And if stress becomes too heavy, performance declines sharply and if further
stress increases, it comes to a breaking point where the breakdown occurs
and performance comes down to zero finally.
But if he faces optimum level of stress, his performance will be at the peak
according to the graph and he will prosper in life. In this case stress proves to be a
friend.
Whereas when stress grows badly and there is very large pressure on an employee
from his boss to complete a certain task in a certain time, his performance will
decline slowly as the pressure on his mind will lead to distress situation and finally a
situation will arise when the increasing stress will lead to zero performance
condition. In such a condition, the employee will not deliver anything beneficial to
the employer and the company and will be depressed. In such situations, where
stress exceeds beyond a limit, stress presents to a foe to a person.
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Stress pushes us to grow, to change, to fight, and to adapt. All life events, even positive
ones, cause a certain degree of stress. For example getting a new job is a positive change,
getting married, falling in love, getting a raise, winning a tennis match?
1) KIND OF JOB
Various studies have proved that stress is more in such kind of jobs which have
major responsibility for financial and human resources. Managers fall in this
category. Stress is of little degree in jobs which are less responsible like maids,
domestic servants, etc.
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stress in an excellent way in bad and stressful conditions and they are more
confident, successful in life. By raising ones capacity to handle stress we can feel
good.
Categories of Job
Examples
Stressors
workload (overload and under load)
pace / variety / meaningfulness of work
FACTORS
autonomy (e.g., the ability to make your own decisions about our own job or
UNIQUE TO
about specific tasks)
THE JOB
ROLE IN THE
ORGANISATION
47
Stress, both work and non-work can have a profound effect on an organizational climate
and morale. For most people, a moderate amount of stress can be beneficial (positive
stress).but when pressure and stress reach a level where an individual struggles to cope,
both mental and physical changes can occur. There are numerous negative stressors
impacting todays workforce. Things like job security fears, increased workloads and
extended work hours can all result in negative stress. Some of the outcomes of stress on
an organization can include employee job dissatisfaction, employee turnover,
absenteeism, reduced performance and lack of productivity and efficiency.
For most organizations, great attention is paid to employee morale and workforce
engagement levels. If the majority of employees are experiencing negative level of stress,
things like teamwork and effective communications suffer. Many companies conduct
yearly employee opinion surveys to measure engagement. There is usually significant
correlation between the current climate in an organization and survey scoring. During
times of uncertainty (business optimization initiatives resulting in lay-offs), not
surprisingly, scores in areas like motivation and company commitment are very low.
Conversely, during positive times (company reaches financial targets resulting in
incentive payments for staff); survey scores are considerably more favorable.
Overall, manageable levels of stress in an organization will translate into higher
employee morale and job satisfaction. Regarding stress and employee absenteeism from a
disability management stand point, the duration of absences due to stress is often much
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greater than absences from other causes. employees often return to work four weeks after
breaking a bone while employees on stress levels can be absent for months. Stress can
also manifest itself in suppressed immune function resulting in susceptibility to viral and
bacterial infections. The negative impacts resulting from worker absenteeism are farreaching. in the customer service industry their seems to be a vicious circle when it
comes to individual stress impacting team stress, which in turn impacts stress on the
customer. Employees working short staffed due to employee absenteeism are under
pressure. Being short staffed can cause employee irritability and conflict and increased
delays in customer service for customer. This in turn results in lower customer
satisfaction levels which ultimately negatively affect the companys bottom line. Stress
can therefore significantly impact the profitability of an organization.
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dealing with stress, individuals tend to spend their time and energy doing the bare
minimum to keep up. As well, an over-stressed team will have less energy to begin with
as studies have shown that stress depletes energy stores and a persons physical and
mental capabilities. Often greater demands are placed on workers in todays competitive
market place. For example, in the customer service and entertainment industry, there is no
shortage of options for people to spend their disposable income. And in todays economic
climate, companies are expected to try to do more with less. Although profitability is the
focus, this pursuit can not be to the detriment of the workforce. Putting too much pressure
and stress on staff to perform will u8ltimately have the opposite effect (i.e. burn out,
conflict and incidents of workplace aggression?)
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MANAGEMENT OF STRESS
Stress is inevitable in human life. There is, therefore, no way out but to cope with stress
or fight it out. There are two strategies that can help the employees to cope with stress.
These are the coping strategies at the organizational level, at individual level and others.
People experience stress when they are not clear about what they are expected to do in
the organization. This may happen because either there is ambiguity in the role or there is
role conflict. Such a situation can be overcome by defining each role more clearly. Role
analysis technique helps to analyze what the job entails and what the expectations are.
Breaking down the job to its various components will clarify the role of job incumbent
for the entire system. This will help to eliminate imposing unrealistic expectations on the
individual leading to reduced stress.
JOB REDESIGN
Job may be a source of stress to many individuals. Properly designed jobs and work
schedules can help ease stress in the individuals and the organization.
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Stress reduction programmers aims to identify relevant organizational stressors and thus
to reduce their effects by redesigning, reallocating workloads, improving supervisory
skills, providing more autonomy or job variety, etc. Stress management schemes usually
focus on training individual employees or their work groups, to manage their stress
symptoms in more effective ways.
COUNSELLING
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Stress is something that happens in our daily lives and is usually associated with a
particular event such as work, family or other responsibilities. There are many situations
that we can not control, but there are ways to control how we deal with certain situations.
Effective Stress management is something that our lives can go a little more
smoothly.
We have little control over family deaths, emergencies or accidents, but we can see some
of the circumstances under which our daily life. One of the biggest stress factors in our
lives is often work. Since most of us can not afford to quit, some stress management can
go a long way.
Stress management can help you control your emotions and the way you deal with the
stress can not be avoided. It can help you relax and reduce the fear occurs to you. It can
also help you stay healthy. Continued periods of extreme stress will eventually take its
toll on your health.
Stress management programs are programs developed to help a person cope up with
stress and its short and long term effects. Each and every stress management program is
tailored to the needs of the individual.
Stress management programs are program packages developed to help a person cope up
with stress and its short and long term effects. Each and every stress management
program is tailored to the needs of the individual. The evaluation and the intervention
should be specific to the individual. Stress management program materials are available
online, in CDs, in textbooks. The program is also conducted in various institutes. They
are not only beneficial to the participants, but also to those who conduct them. They are
turning out to be lucrative businesses especially in the west. Moreover the US Public
Health Services had stress reduction by the end of 2005 as one of its health promotion
goals.
OBJECTIVES
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STRESS MANAGEMENT
TRAINING
BENEFITS TO THE
ORGANIZATION
stress
and responsibility
morale
RESEARCH METHODOLOGY
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Research Design:
A research design is a logical & systematic plan prepared for directing a research study.
It constitutes the blue print for the collection, measurement, analysis and interpretation of
observations.
Descriptive Study:
Descriptive study will be carried out to know the actual stress level among the
employees at HPL India Ltd. The knowledge of actual training and development
process is needed to document the process and suggest improvements in the current
system to make it more effective.
Sample Selection:
A sample of 100 employees was selected randomly consisting of employees of various
departments like accounts, marketing, IT, global sales & marketing, order, dispatch etc.
DATA SOURCES
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PRIMARY DATA
Primary data is collected directly from the data source. It is the first hand Information
gathered to solve the research need. It is collected using research instruments like
mailers, questionnaires, telephonic interviews, observation etc.
In this study, the primary data is collected by surveying employees of various
departments of the company randomly with the help of questionnaires.
SECONDARY DATA
Secondary data is collected from already available sources such as published papers,
journals, magazines, reports, etc. Compared to primary data, collection of secondary data
is cheaper and less time consuming.
However, reliability of secondary data is an aspect that should be considered while
collecting secondary data.
Secondary data is collected from companys external and internal sources. The
internal sources include the companys literature, annual reports, sales reports, etc.
The external sources cold be independent magazines, journals, survey reports etc.
DESCRIPTIVE STUDY
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SAMPLE SIZE
SAMPLE UNIT
TIME PERIOD
Technique used
For collecting
Data
QUESTIONNAIRE
Name----------------------------------------Designation--------------------------------Department--------------------------------60
Q.5 Do you think you are not clear about the scope and responsibilities of your job?
a) Agree
b) Neutral
c) Disagree
Q.6 Do you think you are not able to meet the demand of your seniors?
a) Yes
b) Cant say
c) No
Q.7 Do you think you are not able to take care of your health due to work pressure?
a) Agree
b) Neutral
c) Disagree
Q.8 Do you think the amount of work you have to do interfere with the quality of work
you want to maintain?
a) Agree
b) Neutral
c) Disagree
Q.9 Do you face conflicts at work?
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a) Very Frequently
b) Sometimes
c) Never
Q.10 Do you get any benefit or extra pay for doing overtime?
a) Yes
b) No
Q.11 Do you think your expectations from the job are being satisfied?
a) Yes
b) No
c) Only few are being satisfied
Q.12 How are your relations with your peers and seniors?
a) Very Good
b) Satisfactory
c) Bad
Suggestions--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
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DATA ANALYSIS
&
Interpretation
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Do you think you are not clear about the scope and
responsibilities of your job?
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CONCLUSION
Stress has become a major concern of the modern times as it can cause harm
to employees health and performance.
Stress is a natural and unavoidable feature of human life. However stress
beyond a particular level can cause psychological and physiological
problems which in turn would affect the individuals performance in the
organization.
Thus, management of stress has become a challenging job for modern
organizations.
An optimum amount of stress should always be present to motivate the
employees to improve their performance.
At HPL, most of the employees are having either optimum amount of stress
or less amount of stress.
But still there are certain loopholes which can be rectified by giving
attention towards work place stress and its remedies.
During the survey, it was found that employees find their job interesting as
well as challenging. This positively indicates that the employees are not over
stressed.
It was also found that there are certain job stressors which are increasing
employee dissatisfaction such as:
a) Work overload
b) Conflicts at workplace
c) Partial fulfillment of expectations from the job
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RECOMMENDATIONS
Although stress is an inevitable phenomenon, but due to increasing
complexities of jobs , its management has become a necessary activity in
organizations.
Following are certain recommendations which are made after surveying the
employees:
a) Proper stress management programs should be conducted at regular
intervals to rejuvenate the employees and inculcate optimism in them.
Family get togethers and recreational activities can be arranged
occasionally which can make the employees feel that their personal
wellness is important for the organization.
iv)
c)During the survey, it was found that there were certain employees who
were not clear about the scope of their job. This can lead to lower job
satisfaction and higher stress level. Such a situation can be overcome
by defining each role more clearly. Role analysis techniques help to
analyse what the job entails and what the expectations are.
Breaking up the job into its various components will clarify the role of the
job holder. For this, job analysis can be done for various jobs. The
two outcomes of job analysis are:
Job description: It clearly identifies the responsibilities of a
specific job. It includes information about working conditions,
relationships with other positions.
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BIBLIOGRAPHY
REFERENCE BOOKS
ORGANISATIONAL BEHAVIOUR-CB GUPTA
BUSINESS MANAGEMENT-T.N. CHHABRA
HUMAN RESOURCE MANAGEMENT-C.B GUPTA
INTERNET WEBSITES:
Wikeipedia
www.citehr.com
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