A STUDY ON EMPLOYEES STRESS LEVEL IN

DREAMWARE INFOTECH CHENNAI

Submitted By,

DHANALEKSHMI.N

Reg.No : 09MIB11

Under the guidance of

Ms.N.ARCHANA M.Com (IB), M.B.A, M.Phil

Submitted in Partial fulfillment of the requirements for the award of

M.Com INTERNATIONAL BUSINESS

G.R.D SCHOOL OF COMMERCE AND INTERNATIONAL BUSINESS

Dr.G.R.DAMODARAN COLLEGE OF SCIENCE

(Autonomous and affiliated to Bharathiar University, recognized by the UGU)

Accredited at the FIVE STAR level by the National Assessment and

Accreditation council and An ISO 9001:2000 Certified Institution

Coimbatore-641014
 G.R.D School of Commerce and International Business

Dr.G.R.DAMODARAN COLLEGE OF SCIENCE

(Autonomous and affiliated to Bharathiar University, recognized by the UGC)

Accredited at the FIVE STAR level by the National Assessment and

Accreditation council and An ISO 9001:2000 Certified Institution
Coimbatore – 641014.

CERTIFICATE
This is to certify that this project work entitled
A STUDY ON EMPLOYEES STRESS LEVEL IN DREAMWARE INFOTECH
CHENNAI
is a bonafied record of the project work carried out by
DHANALEKSHMI.N

(Reg No.09MIB11)
Submitted in partial fulfillment of the requirements for the award of the degree of
M.Com INTERNATIONAL BUSINESS
Of Bharathiar University

Ms.N.ARCHANA Dr.K.K.Ramachandran
Faculty Guide Course Director
Submitted for the Viva-voce Examination held on
Internal Examiner External Examiner

DECLARATION

I Dhanalekshmi.N, hereby declare that the dissertation entitled “A STUDY ON

EMPLOYEES STRESS LEVEL IN DREAMWARE INFOTECH CHENNAI” submitted to

the requirements for the award of degree of M.Com International Business is a record of

original research work done by me under the guidance of Ms.N.ARCHANA M.Com(IB).,

M.B.A., M.Phil., Faculty Guide, Dr G.R.D School of Commerce and International Business,

Coimbatore and that it has not formed the basis for the award of

Degree/Diploma/Associateship/Fellowship or any other similar title to any candidate of any

University

Place: Coimbatore Signature

Date:

(Dhanalekshmi.N)
 ACKNOWLEDGEMENT

I express my profound gratitude to Dr.K.K.RAMACHANDRAN, M.Com., MFT.,

M.Phil., PGDAMM, Director of Dr.G.R.D School of Commerce and International Business,

Dr.G.R.D College of science, Coimbatore for having permitted me to undertake this project

work.

I wish to express my sincere gratitude to my Project guide Ms.N.ARCHANA

M.Com (IB)., M.B.A., M.Phil., Faculty Guide, Dr G.R.D School of Commerce and International

Business.

Also my sincere thanks and gratitude to DREAMWARE INFOTECH especially to

Mr.M.Kaleelul Rahman, MBA (HR)., for giving this opportunity, guidance, suggestions and

discussions which made work a rewarding experience.

Finally nothing is complete without a mention of moral support of my fountain of

inspiration from my dear parents and my friends.

 CONTENTS

S.NO DESCRIPTION PAGE NO

1 Introduction, Design & Execution of the study

1.1 Introduction to the study
1.2 Objectives of the study
1.3 Scope of the study
1.4 Statement of the problem
1.5 Research methodology
1.6 Limitations of the study

2 Industry Profile & Company Profile

2.1 Industry Profile
2.2 Company Profile

3 Review of literature

4 Data Analysis and Interpretation

4.1 Simple percentage analysis
4.2 Rank analysis

5 Findings, Conclusion & Suggestions

5.1 Findings
5.2 Conclusion
5.3 Suggestions

Bibliography
Annexure
 LIST OF TABLES
TABLE NO. TITLE PAGE
NO.
4.1.1 Table showing the gender of the respondents 25

4.1.2 Table showing the age of the respondents 27

4.1.3 Table showing the respondents opinion on their job is stressful or 29

not

4.1.4 Table showing the respondents opinion on satisfaction with their 31

job

4.1.5 Table showing the respondents opinion on do they get enough time 33
to perform their work without any disturbance

4.1.6 Table showing the respondents opinion on do they get angry when 35
they got interrupted at work

4.1.7 Table showing the respondents opinion on do they get angry if 37

asked to do something unplanned

4.1.8 Table showing the respondents opinion on do they respond in a 39

positive manner when asked to do something for which they lack
training

4.1.9 Table showing the respondents opinion on do they lose temper 41

while being stressed at work

4.1.10 Table showing the respondents opinion on do they plan their life 43
each day, and work out that plan

4.1.11 Table showing the respondents opinion on what could be done by 45

the management to relieve employees from getting stressed

4.1.12 Table showing the respondents opinion on do they think their 47

colleagues’ are stressed

4.1.13 Table showing the respondents response on do they have bp/sugar/ 49

any other health problem

4.1.14 Table showing the respondents opinion on do they feel physical 51

exercise or yoga reduce stress
4.1.15 Table showing the respondents opinion on do improving working 53
conditions reduces stress

4.1.16 Table showing the respondents opinion on do financial motivation 55

reduces stress

4.1.17 Table showing the respondents opinion on training & development 57

programs help to cope up with new technology reduces the stress

4.1.18 Table showing the respondents opinion on do they accept with a 59

healthy attitude in circumstances that cannot change

4.1.19 Table showing the respondents opinion on do they think outing 61

reduces stress

4.1.20 Table showing the respondents opinion on do they get stress 63

because of sitting in same position and working for a long time

4.1.21 Table showing the respondents opinion on get time to spend with 65
their family

4.1.22 Table showing the respondents opinion on get time to attend their 67
personal obligation

4.1.23 Table showing the respondents opinion on their pay-package 69

4.1.24 Table showing the respondents opinion on training and 71

development

4.1.25 Table showing the respondents opinion on pay package for causing 73
stress

4.1.26 Table showing the respondents opinion on lack of cooperation for 75

causing stress

4.1.27 Table showing the respondents opinion on lack of facilities for 77

causing stress

4.1.28 Table showing the respondents opinion on lack of communication 79

for causing stress

4.1.29 Table showing the respondents opinion on interruption for causing 81

stress

4.1.30 Table showing the respondents opinion on pressure to complete 83

work for causing stress
4.1.31 Table showing the respondents opinion on comparison between 85
colleagues for causing stress

4.2.1 Table showing the rank analysis on factor causing stress 87

 LIST OF CHARTS
CHART NO. TITLE PAGE NO.
4.1.1 Chart showing the gender of the respondents 26

4.1.2 Chart showing the age of the respondents 28

4.1.3 Chart showing the respondents opinion on their job is stressful or 30

not

4.1.4 Chart showing the respondents opinion on satisfaction with their 32

job

4.1.5 Chart showing the respondents opinion on do they get enough 34

time to perform their work without any disturbance

4.1.6 Chart showing the respondents opinion on do they get angry 36

when they got interrupted at work

4.1.7 Chart showing the respondents opinion on do they get angry if 38

asked to do something unplanned

4.1.8 Chart showing the respondents opinion on do they respond in a 40

positive manner when asked to do something for which they lack
training

4.1.9 Chart showing the respondents opinion on do they lose temper 42

while being stressed at work

4.1.10 Chart showing the respondents opinion on do they plan their life 44
each day, and work out that plan

4.1.11 Chart showing the respondents opinion on what could be done by 46

the management to relieve employees from getting stressed

4.1.12 Chart showing the respondents opinion on do they think their 48

colleagues’ are stressed

4.1.13 Chart showing the respondents response on do they have 50

BP/sugar/ any other health problem

4.1.14 Chart showing the respondents opinion on do they feel physical 52

exercise or yoga reduce stress
4.1.15 Chart showing the respondents opinion on do improving 54
working conditions reduces stress

4.1.16 Chart showing the respondents opinion on do financial 56

motivation reduces stress

4.1.17 Chart showing the respondents opinion on training & 58

development programs help to cope up with new technology
reduces the stress

4.1.18 Chart showing the respondents opinion on do they accept with a 60

healthy attitude in circumstances that cannot change

4.1.19 Chart showing the respondents opinion on do they think outing 62

reduces stress

4.1.20 Chart showing the respondents opinion on do they get stress 64

because of sitting in same position and working for a long time

4.1.21 Chart showing the respondents opinion on get time to spend with 66
their family

4.1.22 Chart showing the respondents opinion on get time to attend their 68
personal obligation

4.1.23 Chart showing the respondents opinion on their pay-package 70

4.1.24 Chart showing the respondents opinion on training and 72

development

4.1.25 Chart showing the respondents opinion on pay package for 74

causing stress

4.1.26 Chart showing the respondents opinion on lack of cooperation for 76

causing stress

4.1.27 Chart showing the respondents opinion on lack of facilities for 78

causing stress

4.1.28 Chart showing the respondents opinion on lack of communication 80

for causing stress

4.1.29 Chart showing the respondents opinion on interruption for 82

causing stress
4.1.30 Chart showing the respondents opinion on pressure to complete 84
work for causing stress

4.1.31 Chart showing the respondents opinion on comparison between 86

colleagues for causing stress
 CHAPTER – 1

INTRODUCTION, DESIGN AND EXECUTION OF THE STUDY

1.1 INTRODUCTION TO THE STUDY

STRESS

The word stress is very freely used but little understood by most of us. It is something
vague, ill defined amorphous. But people know they are stressed. So what is stress?

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

constrain or demand related to what he or she desires and for which the outcome is perceived to
be both uncertain & important.

Stress, as per the medical explanation of the term, is the body’s general response to
environmental situations. That is, stress is anything that changes our physical, emotional or
mental state while encountering various stimuli in our environment.

The phenomenon of stress is highly individualistic in nature. Every individual has an

optimum level of stress under which he or she will perform to the fullest capacity. If the stress
experienced is below optimum level than the individual might get bored and motivation level
might reach a low point, and apathy sets in .Thus it is of vital importance for the management to
look into stress as it directly affects the over all performance of the organization.
JOB STRESS

Organizational life is quite stressful. Work pressures, tight schedules, meeting that never
seem to end on time, unhelpful colleagues, critical bosses, incompetent subordinates and a host
other irritation factor may have a cumulative effect in making the lives of modern-day
executions miserable. It is therefore, a highly individual affair. Mild stress may improve
production. It may force people to focus more sharply on the problems and produce solution. But

if stress is severe and persists for long time, it can be harmful. It can lead to poor performance on
the job, excessive use of alcohol or other drugs, poor attendances or even overall poor health.

Stress may be understood as a state of tension experienced by individuals facing extra-

ordinary demands, constrains or opportunities. The pressures of modern life, coupled with the
demands of a job, can lead to emotional imbalances that are collectively labeled as stress. Stress
is the spice of life and the absence of stress makes life dull, monotonous and spiritless.

FACES OF STRESS

There are actually two faces of stress:

 Constructive
 Destructive
CONSTRUCTIVE STRESS:

Constructive stress acts in a position manner for the individual and the organization,
example winning a contest, or falling in love. Eustress can indicate a situation where the
individual is in balance or within tolerable limits.

Moderate stress can increase effort, stimulate creativity and encourage diligence in one’s
work. It can be equated with tension that causes to work hard before exams, pay attention in
class, and complete projects or assignments in time. The same positive results of stress can be
found in the work place.

DESTRUCTIVE STRESS:

Excessive stress may lead to overload and break down a person’s physical and mental
systems.

OPTIMUM LEVEL OF STRESS:

The concept of an appropriate dosage of stress is highly important. Stress literature

indicates that the ultimate goal is to reduce stress. It may be, but not necessary.
For example:

 Uncertainty can lead to distress, but so can be over control.

 Pressure can produce distress, but so is lack of contact or limbo.
 Responsibility can lead to distress, but so can lead of feed back regarding the individuals
effort.

MANAGEMENT OF STRESS:

Individual coping strategies

 Time management
 Exercise
 Meditation and relaxation

Organizational coping strategies

 Role clarity
 Supportive climate
 Clear career paths
 Company wide programs
THREE STRESS RELIEF TECHNIQUES

There is good stress, and there is bad stress. Good stress is the type that propels a person
to excel, to reach new heights or to complete a big project on time. And there is bad stress which
comes from conflict or worries. It is the stress that keeps a person from sleeping and happiness.

MEDITATION FOR STRESS RELIEF

Meditation techniques often involve visualization of something calm, like a blank screen
or clouds, or it can mean clearing the mind entirely. If stress is caused by how we allow our
minds to captured by worries and fears, then replacing those worries and fears with calmer
images is the obvious way to reduce stress.

EXERCISE TO REDUCE STRESS

If relaxing to a state where even the blood vessels are almost still is the ultimate in stress
relief. Surely exercise, which gets even our blood pumping at breakneck speed, must be the
ultimate stress demon. Exercise is a big stress reliever. In fact, the bigger the muscles we
exercise, the more less stress we can bear. That's because exercise releases physical tension in
the muscles.
LAUGHTER REDUCES STRESS

Laughter also relieves stress. The muscles we use to laugh are those tense ones in our
faces. When we loosen them, we release tension from our faces. We also allow more blood to
flow to the pleasure centers of the brain (which might be why someone with a 'good sense of
humor' is considered more attractive).
 SIGNS OF STRESS

PHYSICAL SIGNS PSYCHOLOGICAL BEHAVIOURAL

SIGNS SIGNS

Tension, head ache or Nervousness Reduced quality of

migraine work performance

Difficulty in falling or staying Anxiety Lower productivity at

asleep work

Fatigue Irritability Mistrust or hostility

towards associates

Over eating Depression Missing appointments

or deadlines

Loss of appetite Anger Absenteeism or

shirking
responsibilities

Constipation or diarrhea Feeling withdrawn Minor accidents or

increased errors

Lower back pain Feeling that don’t want to do Indecisiveness

the work

Allergies Feeling emotionally drained Marital discords

Hives Suffering from nightmares Using drugs

Skin rashes Finding difficulty in Excessive use of

remembering things alcohol or tobacco
Indigestion Losing sense of humour ---

Aching neck and shoulders --- ---

Twitches --- ---

Ulcers --- ---

 1.2 OBJECTIVES OF THE STUDY

 To identify the common stress indicators.

 To identify the techniques to manage the stress.

 To offer suggestions to the employee’s to be a stress free person.

 Assess current stress level of employees at company.

 Identify situations that cause stress.

 Identify emotional, physical, and mental effects of stress

 1.3 SCOPE OF THE STUDY

People working in today’s competitive environment need to be enjoy a wide variety of

activities and must have the physical energy and mental health to stand the demand of such
activities. In this aspect the identification of techniques to manage the stress will definitely help
the employee’s to get success in all aspects of work and life.

The study will help the employee’s to be stress free so that there will be a work life
balance. This will lead to the increase in the productivity of the company and also help the
employee’s to lead a peaceful life
 1.4 STATEMENT OF THE PROBLEM

The performance of the employees in the company has decreased by 2% in the year
2009 – 2010 compared to the year 2008 – 2009. The management thinks that one of the reasons
for the decrease in employee’s performance may be due to the stress. So they have recommended
to take up a study on stress management
 1.5 RESEARCH METHODOLOGY

1.5.1 RESEARCH DESIGN

The study was designed to be descriptive in nature. Descriptive research includes survey
and fact finding enquires of different kinds.

1.5.2 SAMPLE DESIGN

The sample size used for the study is 50. The respondents were selected by using
convenience sampling. 50% of the universe has been taken for the research.

1.5.3 UNIVERSE OF THE STUDY

Universe of the study refers to the employee’s in the Dreamware Infotech,chennai The
total strength of the universe is 100.

1.5.4 PERIOD OF STUDY

Period of the study is for one month

1.5.5 DATA COLLECTION

Primary Data

Primary data has collected through a survey method from the employee’s of Dreamware
Infotech Chennai, with the few number of discussions. The respondents were asked to tick any
one of the options given for each statement in the questionnaire and assured that the responses
will be kept confidential and used only for academic purpose.

Secondary Data

Secondary data that are required for the study was collected from the various published
and unpublished company reports, journals, websites, and through discussion with research
guide.

1.5.6 TOOLS FOR ANALYSIS

Simple percentage analysis

Rank analysis
 1.6 LIMITATIONS OF THE STUDY

The present study is limited to many aspects. It is not possible to take in to consideration
each and every criterion in this study. Some of the information given by the respondents may be
bias. Could not able to collect the information from all the employees of organization because of
busy schedule of employees. The Questions that are asked being personal, some of them
hesitated to answer it. Analysis is done on the assumption that respondents have given
correct information through the Questionnaires.
 CHAPTER-2

INDUSTRY PROFILE AND COMPANY PROFILE

2.1 INDUSTRY PROFILE

Information Technology (IT) is “the study, design, development, implementation, support

or management of computer-based information system, particularly software applications and
computer hardware”, according to the Information Technology Association of America (ITAA).
IT deals with the use of electronic computers and computer software to convert, store, protect,
process, transmit, and securely relative information.

Today, the term information has ballooned to encompass many aspects of computing and
technology, and the term has become very recognizable. IT professional perform a variety of
duties that range from installing applications to designing complex computer networks and
information databases. A few of the duties that IT professionals perform may include data
management, networking, engineering computer hardware, databases and software design, as
well as the management and administration of the entire systems. Information Technology is a
starting to spread farther than the conventional personal computer and network technology, and
more into integrations of other technologies such as the use of cell phones, televisions,
automobiles, and more, which is increasing the demand for such jobs.

Definition:

We use the term Information Technology or IT to refer to an entire Industry. In actuality,

Information Technology is the use of computers and software to manage information. In some
companies, this is referred to as Management Information Systems (MIS). The Information
Technology department of a large company would be responsible for storing information,
protecting information, processing the information, transmitting the information as necessary,
and later retrieving information as necessary.
History of IT industry:

The term “Information Technology” came about in the 1970’s. Its basic concept,
however, can be traced back even further. Throughout the 20th century, an alliance between the
military and various industries has existed in the development of electronics, computers, and
information theory. The military has historically driven such research by providing motivation
and funding for innovation in the field of mechanization and computing.

The first commercial computer was the UNIVAC I. It was designed by J. Presper
Eckert and John Machuly for the U.S Census Bureau. The late 70s saw the rise of
microcomputers, followed by IBM’s personal computer in 1981. Since then, fourth generation
computer have evolved. The fourth generation computer use more complex systems such as
Very-large-scale integration.

Popular Information Technology Skills

Some of the most popular information technology skills at the moment are:

 Computer Networking

 Information Security

 IT Governance

 ITIL

 Business Intelligence

 Linux

 Unix

 Project Management
Information Technology Certifications

Having a solid education and specific specialty certifications is the best way to progress in
an information technology career. Here are some of the more popular information technology
certifications are:

 Information Security Certifications

 Oracle DBA Certification

 Microsoft Certification

 Cisco Certification

 PMP Certification
 2.2 COMPANY PROFILE

DREAMWARE INFOTECH
ONE WORLD ONE SOLUTION

ABOUT DREAMWARE INFOTECH

Dreamware InfoTech is based in Chennai was incorporated in the year 2000

with development center focus on IT outsourcing services. From the very beginning the mission
of the company was IT development for business needs. Dreamware services range includes
custom software related services (including development, quality assurance and
implementation), application modernization, consulting and support services.

Dreamware software development division has been providing offshore IT outsourcing

services for more than 7 years. Dreamware offers offshore software development, custom
programming and web development in most of all programming languages, operational systems
and platforms, by professional software programmers.

They understand that program code line or hardware itself means nothing for their
business. That is why they offer a wide range of business-oriented custom programming
services, including business application development, management and support. Flexible models
of cooperation and knowledge of industry outcome of IT solutions to high results of business
performance.

VISION

Their vision is “To be the most Preferred and Valuable service provider to the industry.”
 MISSION

Their mission is “To establish relationships with the end users through expertise and
commitment, to deliver the high-end quality and optimal cost-effective innovative solutions for
business worldwide, making it a joy for all Clients to work with us.”

WHY DREAMWARE INFOTECH

With Effective software development services, reduce outsourcing software development

costs and enhance revenue growth due to their:

 High responsiveness.
 Skilled and organized personnel.
 Solid experience in projects of different complexity and scope.
 Mature software development process.
 On-time and within budget delivery.
 Cost-competitive custom software programming services.

SERVICES

As one of the premier IT service provider they offer customized solutions to global
corporate clients with emphasis on the following areas...

 Business Application Development services

 Offshore Software Development services
 Consulting and Analysis Services
 Software Product services
 CUSTOM SOFTWARE DEVELOPMENT

At Dreamware InfoTech they have the ability to deliver solutions that respond to their
client’s objectives across a wide variety of Business sectors. Their team of strategists, designers,
and industry specific experts possess extensive knowledge of the business climate and industry
verticals. Following an agnostic, best of breed approach to technology development,
Dreamware InfoTech has extensive expertise in a number of software.

They also possesses state-of-the-art vertical expertise in telecommunications, auto

industry, financial services, Garments, Shipping, Educational, health and pharmaceuticals and
the public sector service.

Dreamware InfoTech is geared to get projects off the ground in new priority areas,
including Web services, application management and integration, security, business continuity
and disaster recovery.

INTERNET/INTRANET SOFTWARE DEVELOPMENT

A unique vision, shared methods and values, common practices and processes –

Dreamware InfoTech functions as a single company working for many locations. Their
multidisciplinary teams serve local and global customers seamlessly.

Dreamware InfoTech offers clients a network of strategic skill centers, expertise centers
and production centers around the globe. Wherever in the world they are,

Dreamware’s people are united by a corporate culture, management processes and

quality objective.
 By contracting the IT activities to Dreamware InfoTech the client can reduce their IT
expenses and also convert their IT expense into a variable component.

Dreamware InfoTech Industry & Technology Solutions products are

 ERP
 E-Banking
 Construction
 Garments
 University Management
 Hospital & Pharmacy Management
 School Management
 Customer Support Management
 Travel Management
 Inventory Management
 Hotel Management
 Pay Roll Management
 Courier Cargo Management
 Production Planning System
 Web Design & Online Booking
 Data Solutions
 E-Learning
 OFFSHORE DEVELOPMENT CENTER

Dreamware InfoTech is providing Application Development solutions to organizations

around the world. Their solutions have been addressing the needs of industries. Dreamware
InfoTech works very close with the client starting from System Study through Requirements
Analysis, Project Proposal, Prototyping, Detailed Design, Programming, Testing, Delivery &
Onsite integration, Acceptance testing and acceptance, Technology Transfer and Post
Implementation, Enhancement and Support.

Professional Service is the solution when the goal is to complete a project under budget
and on time and solution they provide which suits for any type of management. they know they
can meet your goals – Dreamware InfoTech is capable of providing quality consulting for
short-term, long-term projects.
Dreamware InfoTech is known for:

o Quality.
o Customer Satisfaction.
o Round the clock service.
o Maintenances.
o On time deliver.
o Reasonable Price.

TECHNOLOGIES

Operating Systems : Windows Server, 2000 & XP.

Microsoft : VB.Net, ASP.Net, C#, XML & Web Services.
Sun : Java, J2EE, EJP, JSP, Servlets & J2ME.
Misc : C, C++, XML, Apache & Tomcat.
Testing : Manual Testing.
Database : Oracle9i, SQL SERVER & MS Access.
 THEIR ETHICS

Dreamware InfoTech maintains its cadre with regard to top most companies in India
providing the best of service their clients. They share a mutual rapport with their clients. No
compromise is incorporated in the Quality or Efficiency of the service provided to any of their
clients.

THEIR CORE VALUES

To honor all commitments, Individual Respect Learning and sharing.

CLIENTS

 garments
• sahid fashion designer
• khanate fashions

 human resource
• dhara info tech
• olive consultancy services

 Retail and ERP

• Sowcar Electricals and Electronics Private LTD.
• Arumugam Retailers.
• Kanchan Electricals and Electronics
• Ponram Hardwares
 Pay Roll
• Surasys Systems Private LTD
• J'sen Media Tech
• Natelsoft Solutions

 Publishers and Advertisement

• Prabhu's Advertisement
• Friends Communications

 Educational
 Harmonia Music School

MANAGEMENT AND TEAM

Dreamware InfoTech management team has good knowledge of Technology, Domain

Expertise, Process and Professional Management. Dreamware InfoTech applies its thrust on
relationship Management that in turn is maintained internally and externally. Dreamware
InfoTech believes in relationships it can be a Customer or Employees.

The team of Dreamware InfoTech is an enthusiastic team with real time on hands
experience in different technologies. The technical efficiency of the team consequently provides
guaranteed support for our client.

Dreamware InfoTech employs the best candidates in the industry, which is always
preceded by a scrutinizing screening session. The candidates are screened based on their
technical and communication skills.
 LOCATION

Dreamware InfoTech has head office Chennai, which is the capital of the state of Tamil
Nadu and is India's fourth largest metropolitan city. Since 1990s, software development and
business process outsourcing have emerged as major drivers of the city's economic growth.
Chennai has been rated as the most attractive Indian city for off shoring services. Major software
and software services multinational companies have offshore development centers’ in the city.
The city is now the second largest exporter of IT and IT enabled Services in the country. The IT
Corridor, on OMR in the southeast of the city houses several technology parks. More recently,
emerged as a electronic manufacturing hub with multinational corporations setting their
manufacturing plants, research and development facilities in here.

INFRASTRUCTURE

Dreamware InfoTech has an infrastructure which is designed on a multi-tier

architecture; spread across 2,500 Sq. Ft, With this office infrastructure, it has an extensive
connectivity base spanning across all the office complexes on a LAN based connectivity, and be
available on 24 x 7 working status. We are a class apart, implementing the latest and the most
comfortable ambience for our clients. All the equipment in the office premises is in-line with the
current industry standards.

For Further details contact:

MAIL
Request Information : info@dreamwareindia.com

Customer Support : 365247@dreamwareindia.com

 CHAPTER 3

3.1 REVIEW OF LITERATURE

1. Murphy, L R (Nov-Dec 1996) in his article, “Stress management in work settings: a critical
review of the health effects” stated that a variety of stress-management techniques was used in
worksite studies, including muscle relaxation, meditation, biofeedback, cognitive-behavioral
skills, and combinations of these techniques. The most common techniques used were muscle
relaxation, cognitive-behavioral skills, and combinations of two or more techniques. Outcome
measures to evaluate the success of stress interventions included physiologic and psychologic
measurements, somatic complaints, and job-related measures. Nearly three-fourths of the studies
offered the training to all workers and did not specifically recruit high-stress employees.

2. Wisniewski , Lech , Gargiulo , Richard M (1997) in their article, “Occupational stress and
burnout among special educators” stated that Stress and burnout are both capable of having a
detrimental impact on organizational productivity. In addition, they both pose serious health and
safety hazards on the job. Stress occurs when an employee feels frustrated with his or her work.
This frustration is usually due to an "internal sense of losing control, a mismatch between what
we expect and what the environment actually can provide". In this study stress sources are
identified and a framework is presented for organizing the literature base and introducing
proactive innovations that will address professional needs and current shortcomings and will
mediate the effects of stress.

3. Cigrang, Sandy L.; Carbone, Eric G (2000) in their article, “Stress management training for
military” stated that a significant proportion of people entering the military are discharged within
the first 6 months of enlistment. Mental health related problems are often cited as the cause of
discharge. This study evaluated the utility of stress inoculation training in helping reduce the
attrition of a sample of Air Force trainees at risk for discharge from basic military training.
Participants were 178 trainees referred for a psychological evaluation from basic training.
Participants were randomly assigned to a 2-session stress management group or a usual-care

control condition. Compared with past studies that used less rigorous methodology, this study
did not find that exposure to stress management information increased the probability of
graduating basic military training. Results are discussed in terms of possible reasons for the lack
of treatment effects and directions for future research.

4. D. Edwards MPhil, P. Burnard MSc PhD (2002) in their article, “Stress management
interventions for mental health” stated that health care professionals in the United Kingdom
(UK) appear to have higher absence and sickness rates than staff in other sectors, and stress may
be a reason for nurses leaving their jobs. The aim was to identify stressors, moderators and stress
outcomes (i.e. measures included those related to stress, burnout and job satisfaction) for mental
health nurses, as these have clear implications for stress management strategies. Seven studies
have been reported since the completion of the review and have been included in this article.
Sixty-nine focused on the stressors, moderators and stress outcomes and eight papers identified
stress management techniques. Relaxation techniques, training in behavioral techniques, stress
management workshops and training in therapeutic skills were effective stress management
techniques for mental health.
REFERENCES:

1. Murphy, L R, “Stress management in work settings: a critical review of the health effects”,
Cognitive-behavioral skills, 11(2), 5, p. 112-35.

2. Wisniewski , Lech , Gargiulo , Richard M, “Occupational stress and burnout among special
educators”, Occupational stress on teacher attrition, 31 ,3, p.325-46.

3. Cigrang, Sandy L.; Carbone, Eric G, “Stress management training for military”, Occupational
Health Psychology, 5(1), 6, p.48-55.

4. D. Edwards, P. Burnard, “Management interventions for mental health”, Stress and mental
health, 25, 3, p.155.
 CHAPTER 4

DATA ANALYSIS AND INTERPRETATION

4.1 .SIMPLE PERCENTAGE ANALYSIS

4.1.1.TABLE SHOWING THE GENDER OF THE RESPONDENTS

Gender Number of Respondents Percentage (%)

Male 27 54
Female 23 46
Total 50 100

INFERENCE

The above states that 54% of the respondents were male and 46% of the respondents were female
4.1.1.CHART SHOWING THE GENDER OF THE RESPONDENTS
 4.1.2.TABLE SHOWING THE AGE OF THE RESPONDENTS

Age Number of respondents Percentage (%)

21-26 19 38
27-31 21 42
32-36 10 20
37-above 0 0
Total 50 100

INFERENCE

The above table shows that 38% of the respondents are under the age group of 21 to 26 years,

42% of the respondents are under the age group of 27 o 31 years, 20% of the respondents are

under the age group of 32 to 36 and there are no respondents under the age group of 37 and

above.
4.1.2.CHART SHOWING THE AGE OF THE RESPONDENTS
4.1.3.TABLE SHOWING THE RESPONDENTS OPINION ON THEIR JOB
IS STRESSFUL OR NOT

Opinion Number of respondents Percentage (%)

Yes 26 52
No 22 44
Can’t say 2 4
Total 50 100

INFERENCE

The above table shows that 52% of the respondents say yes, 44% of the respondents say no and

4% of the respondents say cannot say for the opinion on their job is stressful or not.
4.1.3.CHART SHOWING THE RESPONDENTS OPINION ON THEIR JOB
IS STRESSFUL OR NOT
 4.1.4.TABLE SHOWING THE RESPONDENTS OPINION ON
SATISFACTION WITH THEIR JOB

Opinion Number of respondents Percentage (%)

Yes 40 80
No 10 20
Can’t say 0 0
Total 50 100

INFERENCE

The above table shows that 80% of the respondents say yes, 20% of the respondents say no and

no one of the respondents says cannot say for the opinion on satisfaction with their job
4.1.4.CHART SHOWING THE RESPONDENTS OPINION ON
SATISFACTION WITH THEIR JOB
 4.1.5.TABLE SHOWING THE RESPONDENTS OPINION ON DO THEY
GET ENOUGH TIME TO PERFORM THEIR WORK WITHOUT ANY
DISTURBANCE

Opinion Number of respondents Percentage (%)

Yes 28 56
No 22 44
Can’t say 0 0
Total 50 100

INFERENCE

The above table shows that 56% of the respondents say yes, 44% of the respondents say no and

no one of the respondents say cannot say for the opinion on do they get enough time to perform

their work without any disturbance

4.1.5.CHART SHOWING THE RESPONDENTS OPINION ON DO THEY
GET ENOUGH TIME TO PERFORM THEIR WORK WITHOUT ANY
DISTURBANCE
 4.1.6.TABLE SHOWING THE RESPONDENTS OPINION ON DO THEY
GET ANGRY WHEN THEY GOT INTERRUPTED AT WORK

Opinion Number of respondents Percentage (%)

Yes 38 76
No 10 20
Can’t say 2 4
Total 50 100

INFERENCE

The above table shows that 76% of the respondents say yes, 20% of the respondents say no and

4% of the respondent say cannot say for the opinion on do they angry when they got interrupted

at work
4.1.6.CHART SHOWING THE RESPONDENTS OPINION ON DO THEY
GET ANGRY WHEN THEY GOT INTERRUPTED AT WORK
 4.1.7.TABLE SHOWING THE RESPONDENTS OPINION ON DO THEY
GET ANGRY IF ASKED TO DO SOMETHING UNPLANNED

Opinion Number of respondents Percentage (%)

Yes 25 50
No 20 40
Can’t say 5 10
Total 50 100

INFERENCE

The above table shows that 50% of the respondents say yes, 40% of the respondents say no and

10% of the respondents say cannot say for the opinion on do they get angry if asked to do

something unplanned
4.1.7.CHART SHOWING THE RESPONDENTS OPINION ON DO THEY
GET ANGRY IF ASKED TO DO SOMETHING UNPLANNED
 4.1.8.TABLE SHOWING THE RESPONDENTS OPINION ON DO THEY
RESPOND IN A POSITIVE MANNER WHEN ASKED TO DO
SOMETHING FOR WHICH THEY LACK TRAINING

Opinion Number of respondents Percentage (%)

Yes 28 56
No 20 40
Can’t say 2 4
Total 50 100

INFERENCE

The above table shows that 56% of the respondents say yes, 40% of the respondents say no and

4% of the respondents say cannot say for the opinion on do they respond in a positive manner

when asked to do something for which they lack training

4.1.8.CHART SHOWING THE RESPONDENTS OPINION ON DO THEY
RESPOND IN A POSITIVE MANNER WHEN ASKED TO DO
SOMETHING FOR WHICH THEY LACK TRAINING
 4.1.9.TABLE SHOWING THE RESPONDENTS OPINION ON DO THEY
LOSE TEMPER WHILE BEING STRESSED AT WORK

Opinion Number of respondents Percentage (%)

Yes 44 88
No 6 12
Can’t say 0 0
Total 50 100

INFERENCE

The above table shows that 88% of the respondents say yes, 12% of the respondents say no and

no one of the respondents say cannot say for the opinion on do they lose temper while beings

stressed at work
4.1.9.CHART SHOWING THE RESPONDENTS OPINION ON DO THEY
LOSE TEMPER WHILE BEING STRESSED AT WORK
4.1.10. TABLE SHOWING THE RESPONDENTS OPINION ON DO THEY
PLAN THEIR LIFE EACH DAY, AND WORK OUT THAT PLAN

Opinion Number of respondents Percentage (%)

Yes 5 10
No 45 90
Can’t say 0 0
Total 50 100

INFERENCE

The above table shows that 10% of the respondents say yes, 90% of the respondents say no and

no one of the respondents say cannot say for the opinion on do they plan their life each day and

work out that plan

4.1.10.CHART SHOWING THE RESPONDENTS OPINION ON DO THEY
PLAN THEIR LIFE EACH DAY, AND WORK OUT THAT PLAN
 4.1.11.TABLE SHOWING THE RESPONDENTS OPINION ON WHAT
COULD BE DONE BY THE MANAGEMENT TO RELIEVE EMPLOYEES
FROM GETTING STRESSED

Opinion Number of respondents Percentage (%)

High salary 18 36
Recruit supportive staff 5 10
Training 5 10
Reduce workload 22 44
Total 50 100

INFERENCE

The above table shows that 36% of the respondents say high salary, 10% of the respondents say

recruit supportive staff, 10% of the respondents say training and 44% of the respondents say

reduce workload as their opinion on what could be done by the management to relieve

employees from getting stressed.

 4.1.11.CHART SHOWING THE RESPONDENTS OPINION ON WHAT
COULD BE DONE BY THE MANAGEMENT TO RELIEVE EMPLOYEES
FROM GETTING STRESSED
 4.1.12.TABLE SHOWING THE RESPONDENTS OPINION ON DO THEY
THINK THEIR COLLEAGUES’ ARE STRESSED

Opinion Number of respondents Percentage (%)

Yes 14 28
No 6 12
Can’t say 30 60
Total 50 100

INFERENCE

The above table shows that 28% of the respondents say yes, 12% of the respondents say no and 60% of

the respondents say cannot say for the opinion on do they think their colleagues are stressed
4.1.12.CHART SHOWING THE RESPONDENTS OPINION ON DO THEY
THINK THEIR COLLEAGUES’ ARE STRESSED
 4.1.13.TABLE SHOWING THE RESPONDENTS RESPONSE ON DO
THEY HAVE BP/SUGAR/ ANY OTHER HEALTH PROBLEM

Opinion Number of respondents Percentage (%)

Yes 16 32
No 34 68
Can’t say 0 0
Total 50 100

INFERENCE

The above table shows that 32% of the respondents say yes, 68% of the respondents say no and no one of

the respondents say cannot say for the question do they have BP/sugar/ any other health problem
4.1.13.CHART SHOWING THE RESPONDENTS RESPONSE ON DO
THEY HAVE BP/SUGAR/ ANY OTHER HEALTH PROBLEM
 4.1.14.TABLE SHOWING THE RESPONDENTS OPINION ON DO THEY
FEEL PHYSICAL EXERCISE OR YOGA REDUCE STRESS

Opinion Number of respondents Percentage (%)

Yes 48 96
No 2 4
Can’t say 0 0
Total 50 100

INFERENCE

The above table shows that 96% of the respondents say yes, 4% of the respondents say no and no one of

the respondents say cannot say for the opinion on do they feel physical exercise or yoga reduce stress
4.1.14.CHART SHOWING THE RESPONDENTS OPINION ON DO THEY
FEEL PHYSICAL EXERCISE OR YOGA REDUCE STRESS
 4.1.15. TABLE SHOWING THE RESPONDENTS OPINION ON DO
IMPROVING WORKING CONDITIONS REDUCES STRESS

Opinion Number of respondents Percentage (%)

Yes 30 60
No 20 40
Can’t say 0 0
Total 50 100

INFERENCE

The above table shows that 60% of the respondents say yes, 40% of the respondents say no and no one of

the respondents say cannot say for the opinion on do improving working conditions reduce stress
4.1.15.CHART SHOWING THE RESPONDENTS OPINION ON DO
IMPROVING WORKING CONDITIONS REDUCES STRESS
 4.1.16.TABLE SHOWING THE RESPONDENTS OPINION ON DO
FINANCIAL MOTIVATION REDUCES STRESS

Opinion Number of respondents Percentage (%)

Yes 40 80
No 10 20
Can’t say 0 0
Total 50 100

INFERENCE

The above table shows that 80% of the respondents say yes, 20% of the respondents say no and no one of

the respondents say cannot say for the opinion on do financial motivation reduces stress
4.1.16.CHART SHOWING THE RESPONDENTS OPINION ON DO
FINANCIAL MOTIVATION REDUCES STRESS
4.1.17.TABLE SHOWING THE RESPONDENTS OPINION ON TRAINING
& DEVELOPMENT PROGRAMS HELP TO COPE UP WITH NEW
TECHNOLOGY REDUCES THE STRESS

Opinion Number of respondents Percentage (%)

Yes 33 66
No 15 30
Can’t say 2 4
Total 50 100

INFERENCE

The above table shows that 66% of the respondents say yes, 30% of the respondents say no and 4% of the

respondents say cannot say for the opinion on training & development programs help to cope up with new

technology reduces stress

4.1.17.CHART SHOWING THE RESPONDENTS OPINION ON TRAINING
& DEVELOPMENT PROGRAMS HELP TO COPE UP WITH NEW
TECHNOLOGY REDUCES THE STRESS
 4.1.18.TABLE SHOWING THE RESPONDENTS OPINION ON DO THEY
ACCEPT WITH A HEALTHY ATTITUDE IN CIRCUMSTANCES THAT
CANNOT CHANGE

Opinion Number of respondents Percentage (%)

Yes 37 74
No 13 26
Can’t say 0 0
Total 50 100

INFERENCE

The above table shows that 74% of the respondents say yes, 26% of the respondents say no and no one of

the respondents say cannot say for the opinion on do they accept with healthy attitude in circumstances

that cannot change

4.1.18. CHART SHOWING THE RESPONDENTS OPINION ON DO THEY
ACCEPT WITH A HEALTHY ATTITUDE IN CIRCUMSTANCES THAT
CANNOT CHANGE
 4.1.19.TABLE SHOWING THE RESPONDENTS OPINION ON DO THEY
THINK OUTING REDUCES STRESS

Opinion Number of respondents Percentage (%)

Yes 50 100
No 0 0
Can’t say 0 0
Total 50 100

INFERENCE

The above table shows that 100% of the respondents say yes for the opinion on outing reduces stress
4.1.19.CHART SHOWING THE RESPONDENTS OPINION ON DO THEY
THINK OUTING REDUCES STRESS
 4.1.20.TABLE SHOWING THE RESPONDENTS OPINION ON DO THEY
GET STRESS BECAUSE OF SITTING IN SAME POSITION AND
WORKING FOR A LONG TIME

Opinion Number of respondents Percentage (%)

Yes 46 92
No 4 8
Can’t say 0 0
Total 50 100

INFERENCE

The above table shows that 92% of the respondents say yes, 8% of the respondents say no and no one of

the respondents say cannot say for the opinion on do they get stress because of sitting in same position

and working for a long time

4.1.20.CHART SHOWING THE RESPONDENTS OPINION ON DO THEY
GET STRESS BECAUSE OF SITTING IN SAME POSITION AND
WORKING FOR A LONG TIME
4.1.21.TABLE SHOWING THE RESPONDENTS OPINION ON GET TIME
TO SPEND WITH THEIR FAMILY

Opinion Number of respondents Percentage (%)

Highly satisfied 5 10
Satisfied 25 50
Not satisfied/ not dissatisfied 15 50
Dissatisfied 10 20
Highly dissatisfied 5 10
Total 50 100

INFERENCE

The above table shows that 10% of the respondents highly satisfied, 50% of the respondents satisfied,

50% of the respondents not satisfied/not dissatisfied, 20% of the respondents dissatisfied and 10% of the

respondents highly dissatisfied for the opinion on get time to spend with their family
4.1.21.CHART SHOWING THE RESPONDENTS OPINION ON GET TIME
TO SPEND WITH THEIR FAMILY
4.1.22.TABLE SHOWING THE RESPONDENTS OPINION ON GET TIME
TO ATTEND THEIR PERSONAL OBLIGATION

Opinion Number of respondents Percentage (%)

Highly satisfied 9 18
Satisfied 25 50
Not satisfied/ not dissatisfied 10 20
Dissatisfied 10 20
Highly dissatisfied 2 4
Total 50 100

INFERENCE

The above table shows that 18% of the respondents highly satisfied, 50% of the respondents satisfied,

20% of the respondents not satisfied/not dissatisfied, 20% of the respondents dissatisfied and 4% of the

respondents highly dissatisfied for the opinion on get time to attend their personal obligation
4.1.22. CHART SHOWING THE RESPONDENTS OPINION ON GET
TIME TO ATTEND THEIR PERSONAL OBLIGATION
 4.1.23.TABLE SHOWING THE RESPONDENTS OPINION ON THEIR
PAY-PACKAGE

Opinion Number of respondents Percentage (%)

Highly satisfied 5 10
Satisfied 12 24
Not satisfied/ not dissatisfied 18 36
Dissatisfied 5 10
Highly dissatisfied 10 20
Total 50 100

INFERENCE

The above table shows that 10% of the respondents highly satisfied, 24% of the respondents satisfied,

36% of the respondents not satisfied/ not dissatisfied, 10% of the respondents dissatisfied and 20% of the

respondents highly dissatisfied for the opinion on their pay-package

4.1.23.CHART SHOWING THE RESPONDENTS OPINION ON THEIR
PAY-PACKAGE
4.1.24.TABLE SHOWING THE RESPONDENTS OPINION ON TRAINING
AND DEVELOPMENT

Opinion Number of respondents Percentage (%)

Highly satisfied 10 20
Satisfied 15 30
Not satisfied/ not dissatisfied 12 24
Dissatisfied 8 16
Highly dissatisfied 5 10
Total 50 100

INFERENCE

The above table shows that 20% of the respondents highly satisfied, 30% of the respondents satisfied,

24% of the respondents not satisfied/not dissatisfied, 16% of the respondents dissatisfied and 10% of the

respondents highly dissatisfied for the opinion on training and development

4.1.24.CHART SHOWING THE RESPONDENTS OPINION ON TRAINING
AND DEVELOPMENT
 4.1.25.TABLE SHOWING THE RESPONDENTS OPINION ON PAY
PACKAGE FOR CAUSING STRESS

Opinion Number of respondents Percentage (%)

Strongly agree 20 40
Agree 15 30
Neither agree nor disagree 5 10
Disagree 5 10
Strongly disagree 5 10
Total 50 100

INFERENCE

The above table shows that 40% of the respondents strongly agree, 30% of the respondents agree, 10% of

the respondents neither agree nor disagree, 10% of the respondents disagree and 10% of the respondents

strongly disagree for the opinion on pay package for causing stress
4.1.25.CHART SHOWING THE RESPONDENTS OPINION ON PAY
PACKAGE FOR CAUSING STRESS
 4.1.26.TABLE SHOWING THE RESPONDENTS OPINION ON LACK OF
COOPERATION FOR CAUSING STRESS

Opinion Number of respondents Percentage (%)

Strongly agree 26 52
Agree 15 30
Neither agree nor disagree 5 10
Disagree 4 8
Strongly disagree 0 0
Total 50 100

INFERENCE

The above table shows that 52% of the respondents strongly agree, 30% of the respondents agree, 10% of

the respondents neither agree nor disagree, 8% of the respondents disagree and no respondents strongly

disagree for the opinion on lack of cooperation for causing stress

4.1.26.CHART SHOWING THE RESPONDENTS OPINION ON LACK OF
COOPERATION FOR CAUSING STRESS
 4.1.27.TABLE SHOWING THE RESPONDENTS OPINION ON LACK OF
FACILITIES FOR CAUSING STRESS

Opinion Number of respondents Percentage (%)

Strongly agree 10 20
Agree 25 50
Neither agree nor disagree 2 4
Disagree 10 20
Strongly disagree 3 6
Total 50 100

INFERENCE

The above table shows that 20% of the respondents strongly agree, 50% of the respondents agree, 4% of

the respondents neither agree nor disagree, 20% of the respondents disagree and 6% of the respondents

strongly disagree for the opinion on lack of facilities for causing stress
4.1.27.CHART SHOWING THE RESPONDENTS OPINION ON LACK OF
FACILITIES FOR CAUSING STRESS
4.1.28. TABLE SHOWING THE RESPONDENTS OPINION ON LACK OF
COMMUNICATION FOR CAUSING STRESS

Opinion Number of respondents Percentage (%)

Strongly agree 25 50
Agree 14 28
Neither agree nor disagree 4 8
Disagree 2 4
Strongly disagree 5 10
Total 50 100

INFERENCE

The above table shows that 50% of the respondents strongly agree, 28% of the respondents agree, 8% of

the respondents neither agree nor disagree, 4% of the respondents disagree and 10% of the respondents

strongly disagree for the opinion on lack of communication for causing stress
4.1.28.CHART SHOWING THE RESPONDENTS OPINION ON LACK OF
COMMUNICATION FOR CAUSING STRESS
 4.1.29.TABLE SHOWING THE RESPONDENTS OPINION ON
INTERRUPTION FOR CAUSING STRESS

Opinion Number of respondents Percentage (%)

Strongly agree 15 30
Agree 22 44
Neither agree nor disagree 5 10
Disagree 5 10
Strongly disagree 3 6
Total 50 100

INFERENCE

The above table shows that 30% of the respondents strongly agree, 44% of the respondents agree, 10% of

the respondents neither agree nor disagree, 10% of the respondents disagree and 6% of the respondents

strongly disagree for the opinion on interruption for causing stress

4.1.29.CHART SHOWING THE RESPONDENTS OPINION ON
INTERRUPTION FOR CAUSING STRESS
4.1.30.TABLE SHOWING THE RESPONDENTS OPINION ON PRESSURE
TO COMPLETE WORK FOR CAUSING STRESS

Opinion Number of respondents Percentage (%)

Strongly agree 17 34
Agree 28 56
Neither agree nor disagree 2 4
Disagree 3 6
Strongly disagree 0 0
Total 50 100

INFERENCE

The above table shows that 34% of the respondents strongly agree, 56% of the respondents agree, 4% of

the respondents neither agree nor disagree, 6% of the respondents disagree and no respondents strongly

disagree for the opinion on pressure to complete work for causing stress
4.1.30.CHART SHOWING THE RESPONDENTS OPINION ON
PRESSURE TO COMPLETE WORK FOR CAUSING STRESS
 4.1.31.TABLE SHOWING THE RESPONDENTS OPINION ON
COMPARISON BETWEEN COLLEAGUES FOR CAUSING STRESS

Opinion Number of respondents Percentage (%)

Strongly agree 19 38
Agree 22 44
Neither agree nor disagree 5 10
Disagree 2 4
Strongly disagree 2 4
Total 50 100

INFERENCE

The above table shows that 38% of the respondents strongly agree, 44% of the respondents agree, 10% of

the respondents neither agree nor disagree, 4% of the respondents disagree and 4% of the respondents

strongly disagree for the opinion on comparison between colleagues for causing stress.
 4.1.31.CHART SHOWING THE RESPONDENTS OPINION ON
COMPARISON BETWEEN COLLEAGUES FOR CAUSING STRESS
 4.2 RANK ANALYSIS

Response Rank of No: of respondents having the opinion on the factor that cause stress
response
Pay Lack of Lack of Lack of Interruption Pressure Comparison
package cooperation facilities communication to between
complete colleagues
work

Strongly 5 20 26 10 25 15 17 19
agree

Agree 4 15 15 25 14 22 28 22
Neither 3 5 4 2 4 5 2 5
agree nor
disagree

Disagree 2 5 4 10 2 5 3 2
Strongly 1 5 0 3 5 3 0 2
disagree

Factor causing Strongly Agree Neither Disagree Strongly Total Average Rank
stress agree agree nor disagree
disagree
Pay package 20*5 =100 15*4 =60 5*3 =15 5*2 =10 5*1 =5 190 13.7184 6
Lack of 26*5 =130 15*4 =60 4*3 =12 4*2 =8 0*1 =0 210 15.1624 1
cooperation
Lack of 10*5 =50 25*4 =100 2*3 =6 10*2 =20 3*1 =3 179 12.9241 7
facilities
Lack of 25*5 =125 14*4 =56 4*3 =12 2*2 =4 5*1 =5 202 14.5849 4
communication
Interruption 15*5 =75 22*4 =88 5*3 =15 5*2 =10 3*1 =3 191 13.7906 5
Pressure to 17*5 =85 28*4 =112 2*3 =6 3*2 =6 0*1 =0 209 15.0903 2
complete work
Comparison 19*5 =95 22*4 =88 5*3 =15 2*2 =4 2*1 =2 204 14.7293 3
between
colleagues
INFERENCE

It has observed from the above table that majority of the respondents had favorable opinion on
lack of cooperation as the factor which causes stress, it was ranked as 1. pressure to complete work
ranked as 2, comparison between colleagues ranked as 3, lack of communication ranked as 4, interruption
ranked as 5, pay package ranked as 6 and lack of facilities ranked as 7 for causing stress.
 CHAPTER 5

FINDINDS, CONCLUSION AND SUGGESTION

5.1 FINDINGS

THE SIMPLE PERCENTAGE ANALYSIS SHOWS THAT

 Majority of the respondents (52%) feels their job as stressful

 Majority of the respondents (80%) are satisfied with their job
 Majority of the respondents (56%) gets enough time to perform their work without any disturbance
 Majority of the respondents (76%) gets angry when they got interrupted at work
 Majority of the respondents (50%) gets angry if asked to do something unplanned
 Majority of the respondents (56%) responds in a positive manner when asked to do something for
which they lack training
 Majority of the respondents (88%) lose temper while being stressed at work
 Majority of the respondents (90%) don’t plan their life each day, and work out that plan
 Majority of the respondents (44%) says that reduced workload could be done by the management to
relieve employees from getting stressed
 Majority of the respondents (60%) neither thinks their colleagues are stressed nor not
 Majority of the respondents (68%) have no BP/sugar/any other health problem
 Majority of the respondents (96%) feels physical exercise or yoga reduce stress
 Majority of the respondents (60%) feels improving working conditions reduces stress
 Majority of the respondents (80%) feels financial motivation reduces stress
 Majority of the respondents (66%) feels Training & Development help to cope up with new
technology reduces the stress
 Majority of the respondents (74%) says they accept the situation with a healthy attitude in
circumstances that cannot change
 All respondents (100%) thinks outing reduces stress
 Majority of the respondents (92%) get stress because of sitting in same position and working for a
long time
 Majority of the respondents (50%) satisfied on get time to spend with their family
 Majority of the respondents (50%) satisfied on get time to attend their personal obligation
 Majority of the respondents (36%) are not satisfied/not dissatisfied on their pay-package
 Majority of the respondents (30%) are satisfied on Training & Development
 Majority of the respondents (40%) strongly agreed on pay package for causing stress
 Majority of the respondents (52%) strongly agreed on lack of cooperation for causing stress
 Majority of the respondents (50%) agreed on lack of facilities for causing stress
 Majority of the respondents (50%) strongly agreed on lack of communication for causing stress
 Majority of the respondents (44%) agreed on interruption for causing stress
 Majority of the respondents (56%) agreed on pressure to complete work for causing stress
 Majority of the respondents (46%) agreed on comparison between colleagues for causing stress
 RANK ANALYSIS SHOWS THAT

 Majority of the respondents had favorable opinion on lack of cooperation as the factor which
causes stress, it was ranked as 1. Pressure to complete work ranked as 2, comparison between
colleagues ranked as 3, lack of communication ranked as 4, interruption ranked as 5, pay package
ranked as 6 and lack of facilities ranked as 7 for causing stress.
 5.2 CONCLUSION

One of the main obstacles to personal and career growth is stress. All most half of the respondents
were not even aware that they were under stress. In organization employees develop a habit of
suppressing their emotions to prevent major show downs or eruptions. This evidentially leads to
psychological or abnormal behavior.

Thus the first step in stress management is to become aware that they are constantly under stress
and this is hindering their professional and personal growth at an unconscious level. Making individuals
express their emotions in right manner through involving them in deciding objectives and taking part in
decision making process will encourage the employee’s to work more efficiently.
 5.3 SUGGESTIONS

Smooth relationship between the employee and management is must for any development of the
organization.

The suggestions considered to eliminate the stress are as follows:

1. Providing stress awareness training.

2. Examine how to work smarter and harder.
3. Job rotation and job enlargement should be arranged.
4. Ensure regular implementation of appraisals.
5. Periodical meetings should be arranged to discuss practical or operational issues.
6. Train superiors in giving prompt feedback.
7. Special efforts should be taken to select team members with good interpersonal relationship.

Personal stress can be reduced by the following:

1. Counseling.
2. Meditation and yoga.
3. Constant welfare programs.
 BIBLIOGRAPHY

1. C.R.Kothari, Research Methodology Methods & Techniques, New age International

publishers
.
2. Gourney K. (1995) Stress Management: A Guide to Coping with Stress. Assett Books

3. Organizational Behaviour, McGraw Hill International Edition, Eighth edition 2004

WEBSITE:

 www.dreamwareindia.com
 QUESTIONNAIRE ON EMPLOYEES STRESS LEVEL

Dear sir/madam,

I am Dhanalekshmi.N, student of final semester MIB(specialization in HRM) studying in

Dr.G.R.Damodaran College of Science. As a part of academic curriculum, I am carrying out a
project work in DREAMWARE INFOTECH.

In this regard a questionnaire has been provided to you. Please express your fair views for the
questions asked in the questionnaire. I therefore invite your frank opinion on the below
mentioned questions. The outcome of the project will serve academic interest only.

Thanking you,

Dhanalekshmi.N
NAME:……………

DESIGNATION:………………….

1. Gender
Male ( )
Female ( )

2. Specify your Age

21 – 26 ( )

27 – 31 ( )

32 – 36 ( )

37 and above ( )

3. Do you find your job stressful?

Yes ( ) No ( ) can’t say ( )

4. Are you satisfied with your job

Yes ( ) No ( ) can’t say ( )

5. Do you have enough time to perform your work without any disturbance?

Yes ( ) No ( ) can’t say ( )

6. Do you tend to get angry when you get interrupted at work

Yes ( ) No ( ) can’t say ( )

7. When you are asked to do something unplanned, do you respond angrily?

Yes ( ) No ( ) Can’t say ( )

8. Do you respond in a positive manner when asked to do something for which you lack training?

Yes ( ) No ( ) Can’t say ( )

9. Do you lose your temper while being stressed at work?

Yes ( ) No ( ) can’t say ( )

10. Do you plan your life each day, and work out that plan?

Yes ( ) No ( ) can’t say ( )

11. What could be done by the management to relieve employees from getting stressed?

High Salary ( )
Recruit supportive staff ( )
Training ( )
Reduce workload ( )
12. Do you think your colleagues’ are stressed?

Yes ( ) No ( ) can’t say ( )

13. Does your productivity take a beating when you work under stress?

Yes ( ) No ( ) can’t say ( )

14. Do you have BP/Sugar/any other health problem

Yes ( ) No ( ) Can’t Say ( )

15. Do you feel Physical exercise or Yoga reduce stress

Yes ( ) No ( ) Can’t Say ( )

16. Improving working conditions reduces stress

Yes ( ) No ( ) Can’t Say ( )

17. Do Financial motivation reduces stress

Yes ( ) No ( ) Can’t Say ( )

18. Training & Development programs help to cope up with new technology reduces the stress

Yes ( ) No ( ) Can’t Say ( )

19. Do you accept with a healthy attitude in circumstances that cannot change

Yes ( ) No ( ) Can’t Say ( )

20. Do you think an outing reduce your stress

Yes ( ) No ( ) Can’t Say ( )

21. Do you get stress because of sitting in same position and working for a long time?

Yes ( ) No ( ) Can’t Say ( )

22. How satisfied are you with the following factors?

Factors Highly Satisfied Not satisfied/ Dissatisfie Highly

satisfied Not dissatisfied d dissatisfied
Time to spend with your family
Time to attend your personal
obligation
Your pay-package
Training and development
23. Please select your opinions on causing stress on the scale below

Cause Strongly Agree Neither agree Disa Strongly diagree

agree nor disagree gree
Pay package
Lack of cooperation
Lack of facilities
Lack of communication
Interruption
Pressure to complete work
Comparison between colleagues