1 Abstract 1

2. Chapter – 1: Introduction 2

1.1. Introduction to topic 3

3 Chapter-2: Literature Review

2.1.Review of literature 4-6

4 Chapter-3: Research Methodology

3.1. Statement of the problem 6

3.2. Need of the study 7

3.3. Scope of the study 8

3.4. Objectives of the study 9-13

3.5. Data collection and sample design 13-14

3.5 THEORITICAL BACKGROUND OF THE STUDY 15-19

3.6 HISTORY OF ABOUT COMPANY 20-23

5 Chapter-4: Data Analysis & Interpretation

4.1. Data analysis 22-37

6. Chapter-5: Findings, Suggestions

5.1. Findings 38-39

5.2. Suggestions 40

5.3. Conclusions 41

5.4. Questionnaire 42-46

3.6. Limitations of the study
5.5. References 46-48

1
Stress Management – Abstract
Stress is considered to be an
integral part of ones life; stress
can be any kind of worry,
anxiety, hassle, trauma,
tension, pain or pressure.
Stress is sometimes avoidable
but sometimes it
is unavoidable and one has to
become aware of certain
measures and ways about how
to manage
it in an appropriate manner.
This is the case study

2
manuscript that involves
dealing with stress
management; the main focus
of this manuscript is to center
upon work related stress, stress
faced
by small and medium
enterprises, case studies of
positive stress and negative
stress; besides
these it also highlights the
sources, symptoms, types of
stressors, and management of
stress.
Abstract
3
Stress is considered to be an
integral part of ones life; stress
can be any kind of worry,
anxiety, hassle, trauma,
tension, pain or pressure.
Stress is sometimes avoidable
but sometimes it
is unavoidable and one has to
become aware of certain
measures and ways about how
to manage
it in an appropriate manner.
This is the case study
manuscript that involves
dealing with stress

4
management; the main focus
of this manuscript is to center
upon work related stress, stress
faced
by small and medium
enterprises, case studies of
positive stress and negative
stress; besides
these it also highlights the
sources, symptoms, types of
stressors, and management of
stress.
Abstract

5
Stress is considered to be an
integral part of ones life; stress
can be any kind of worry,
anxiety, hassle, trauma,
tension, pain or pressure.
Stress is sometimes avoidable
but sometimes it
is unavoidable and one has to
become aware of certain
measures and ways about how
to manage
it in an appropriate manner.
This is the case study
manuscript that involves
dealing with stress

6
management; the main focus
of this manuscript is to center
upon work related stress, stress
faced
by small and medium
enterprises, case studies of
positive stress and negative
stress; besides
these it also highlights the
sources, symptoms, types of
stressors, and management of
stress.
A Case Study
Dr. Radhika Kapur
Abstract
7
Stress is considered to be an
integral part of ones life; stress
can be any kind of worry,
anxiety, hassle, trauma,
tension, pain or pressure.
Stress is sometimes avoidable
but sometimes it
is unavoidable and one has to
become aware of certain
measures and ways about how
to manage
it in an appropriate manner.
This is the case study
manuscript that involves
dealing with stress

8
management; the main focus
of this manuscript is to center
upon work related stress, stress
faced
by small and medium
enterprises, case studies of
positive stress and negative
stress; besides
these it also highlights the
sources, symptoms, types of
stressors, and management of
stress
Stress Management –
A Case Study
Dr. Radhika Kapur
9
Abstract
Stress is considered to be an
integral part of ones life; stress
can be any kind of worry,
anxiety, hassle, trauma,
tension, pain or pressure.
Stress is sometimes avoidable
but sometimes it
is unavoidable and one has to
become aware of certain
measures and ways about how
to manage
it in an appropriate manner.
This is the case study

10
manuscript that involves
dealing with stress
management; the main focus
of this manuscript is to center
upon work related stress, stress
faced
by small and medium
enterprises, case studies of
positive stress and negative
stress; besides
these it also highlights the
sources, symptoms, types of
stressors, and management of
stress

11
Stress Management –
A Case Study
Dr. Radhika Kapur
Abstract
Stress is considered to be an
integral part of ones life; stress
can be any kind of worry,
anxiety, hassle, trauma,
tension, pain or pressure.
Stress is sometimes avoidable
but sometimes it
is unavoidable and one has to
become aware of certain
measures and ways about how
to manage
12
it in an appropriate manner.
This is the case study
manuscript that involves
dealing with stress
management; the main focus
of this manuscript is to center
upon work related stress, stress
faced
by small and medium
enterprises, case studies of
positive stress and negative
stress; besides
these it also highlights the
sources, symptoms, types of
stressors, and management of
stress
13
 Abstract

The employees of various organizations, especially employees working in IT

companies have to spend time under heavy pressure of conflicting demands and
work situations. They perform managerial functions under very compelling
situations. This leads to anxiety and stress. It is evident that challenges are
posed by the changing business scenario, which forces upon the IT employees
to perform their task under compelling situations. Information Technology
professionals need to take responsibility for maintaining the necessary balance
in their lives by addressing these workplace stressors. Once the stressors are
identified by the individual, a commitment must be made to work on easing this
stress. Generally Information Technology employees are found to have various
causes of stress like, heavy workload and its concomitant time pressures and
unrealistic deadlines; what must be accomplished on the job and what the
manager would like the employees to accomplish; the general organizational
political climate; and lack of feedback on job performance.

Chapter -1 (1.1) INTRODUCTION

14
'Work is love' is by all accounts gone now daily due to the explanation of stress. Stress is
significant word in associations in the current situation. Without knowing the psychological
status and actual limit and type, associations are simply evaluating work to the
representatives. This is causing pressure. stress on occasion can be taken as a positive word
likewise yet most extreme times it is taken from a negative perspective. The work in the 21st
century is a speedy, dynamic, profoundly invigorating climate which brings an enormous
number of advantages and valuable open doors to those
who work inside it. The consistently changing requests of the functioning scene can build
levels of pressure.
the activity in organizations intended to amplify representative execution to meet the
business' essential objectives and targets. All the more definitively, HRM centers around the
board of individuals inside organizations, stressing on arrangements and frameworks.
So, HRM is the most common way of enlisting, choosing representatives, giving legitimate
direction and acceptance, conferring appropriate preparation and advancement abilities.
For any association really, it should have assets of men Human Resource, cash, materials, and
hardware. The assets without help from anyone else can't satisfy the goals of an association,
they should be gathered, co-ordinated and used through HR. The powerful administration of
HR is additionally indispensable. HR the executives is arisen as significant capability in
associations. In this unit, we will examine about the underlying part of HRM as advancement,
drew closer, parts and extension.
Human Resource the board is the capability inside an association that spotlights on
enlistment, the executives and giving guidance for the representatives who work in the
association. Human asset the executives can likewise be performed by line supervisors.
Human Resource Management is the authoritative capability that arrangements with issues
connected with workers like pay, recruiting, execution the board, association advancement,
wellbeing, health, benefits, representative, inspiration, correspondence, organization and
preparing.

15
 Chapter-2(2.1): LITERATURE REVIEW

According to Singh A. P.& Singh s. (2009)

His study emphasizes on the phenomenon of job satisfaction of job satisfaction in the
organization. According to him, jib satisfaction is directly related to stress and work culture
that an organization provides. He identified three originate and classified stress into two main
types I.e. eustress and distress. Further, he pointed the importance of positive stress and
positive events for better performance and satisfaction of employees.

Nadeem malik (2011)

Stress is a universal element and persons from nearly every walk of life must face stress.
stress can have negative impact on both the employee and the organization. This research is
checked that what impact occupational stress produced upon employees.

Sharmila A. and Poornima J. (2011)

Here the stress management adds more responsibility on the shoulders of employees,
resulting into a pressure on them, with increasing psychological problems i.e. stress, strain,
anxiety, depression, sleep disorders, etc. This situation, in which the employees have little or
sense of identification with their job, can cause an individual looking for another job or don’t
perform efficiently their own.

Yasir Arafat Elahi and Mishra Apoorva (2012)

The study is disclosed the significant differences in stress experience among short, medium
and long tenure groups. So, it has been observed that the total and for six types of role stress,
experienced the minimum stress, medium tenure group experienced a medium level stress
and the short tenure group experienced the maximum stress, pointing out the significant
existence of a negative relationship between length of service and role stress.

Showkat Khalil wani (2013)

The study revealed that clerical grade employees experience more stress than officers and
there is strong relationship between job stress and employee motivation.

16
Berrry, Leonard L., Parasuraman, a (1992) Proposes the administration unrest essential happen on
two levels: 1) a fundamental adjustment in the disposition and a floating and a floating of goals for
administration value, and 2) usage of the way of life and apparatuses that style worth change the
propensity.

Zeeithmal, Valarie A, Berry, Leonard L, Parasuraman, A, (1993) Built up a reasonable ideal for client
administration desires in view of sixteen centered gathering interviews with clients of different
administration commercial enterprise. The model expresses the qualification between consumer
loyalty and administration quality evaluation inside of a solitary structure by indicating three unique
levels of client desire that is, craved administration which reflects what clients need satisfactory
administration, the average of client are ready to acknowledge, and anticipated administration, the
stage of administration clients.

Bousch & Homer (1988) In this discovery, the writer designed trustworthy customer satisfaction.
The right customers are those who purchase the same brand of merchandise in shopping. They
never worry about value because they know that quality will remain constant based on price. Loyal
customers are more urgent than the company’s 10 new customers. 27

Csikszentmihalyi (2000) In the author's study, the study found that there is a link between brand
structure and consumer satisfaction with the product. Agreed, because if the increase in the number
of consumers, brand prices and consumer satisfaction decreases, then the value of conventional
brands will be reduced.

Dailey & Fmi (2000) In the author's research results, the assessment concluded that the minimum
level of consumer experience should be as good as the consumer's attitude towards the product.
D’essenc (2001) In this study, the author studied the status of consumer attitudes. This is very
important for winning customers. This process is also called customer relationship management.
Donthu& Garcia (1999) The author defines factors that influence the purchase process, such as
friends, relatives, media, and advertisements. These factors affect the customer's purchase of goods.
These are powerful forces for becoming potential buyers. Harrison & Albertsons (2001) In this study,
we can sign the value of consumers' responses to early-expectancy (or some other standard
performance) perceived disparity assessment and the explicit performance of consumers' perceived
goods and services.

Hengpatrick& Low kim (2006) The author analyzes in this research that consumer satisfaction is
influenced by the availability of consumer goods and services, and providing excellent consumer

17
services has developed into the main body. All business concerns consumer satisfaction is naturally
defined as a post-consumer assessment decision about a particular good or service. Hoffman &
Novak (1996) In this study, the authors analyzed consumer ratings for specific brand prospects.
Therefore, the prospects of consumers vary from brand to brand. So, we must sort out our
customers’ expectations

Chapter-3: Research METHODOLOGY

Descriptive research is used here as the problem and objectives are clearly defined. The
research method of the study explains the systematic way finding to the predetermined
objective. Moreover, it will provide a clean path to accomplish and achieve clear solution for
the problem stated. The following are the stages through which the research will be passed to
obtain the conclusions.

 Define the research problem

 Review the literature
 Research design
 Collection of data
 Analysis of data
 Findings, suggestions and conclusions

SAMPLING
Sampling method: - the sampling technique used in this research is convenient sampling.

Sample size: - 100 respondents

Tools of data collections: - structured questionnaire and personal interview.

Methods of data collection: - survey method

 Primary data: - the primary data will be collected from the respondents by
administering structured questionnaire, and through interview.
 Secondary data: - the secondary data is collected through
 Journals
 Books
 Reports

18
  Internet

DATA ANALYSIS
The data collected is analyzed and shown in the form of

 Regression
 correlation
 chi-Square test

3.13 NEED FOR THE STUDY

Today employees working in organization face lot of stress while working especially the
employees working in service sector. Stress among employees may not only affect
employee’s productivity in the organization but also employee’s health too. Therefore, this
study is undertaken to analyze the stress management of employees working in cognizant ,
Bangalore.

A specific level of pressure is constantly present in any work environment. When the level of
pressure heightens to a point that it ends up unsafe for the prosperity of the association and in
addition representatives, push administration ends up imperative.

Empowers you to propel representatives better. Distressing circumstances can devastatingly

affect the assurance of workers, causing expanded non-attendance and representative
turnover.

Reduces odds of environment clashes. Among numerous different variables adding to

working environment clashes, for example, opinions, backgrounds and personalities, the
increased level of stress also plays a major role

3.2 STATEMENT OF THE PROBLEM

Stress would be basic factor of the employees, which directly or indirectly affects the
employee’s performance in the organization. There are many factors of stress which affects
the employee’s concentration on the work. They are many causes for stress like workload,
pressure of work, deadlines of work. There are difficult levels in the organizational structure
but each one of them has the burden of stress in the work.

19
OBJECTIVES
 To understand the nature of working environment and conditions In the organization
creating stress among employees.
 To study the measures taken by the organization in stress management of their
employees.
 To offer suitable suggestions to manage stress among the employees in the
organization.
 To understand the nature of working environment and conditions In the organization
creating stress among employees.

3.2 SCOPE OF THE STUDY

The study is limited only to the stress management of the employees working in Cognizant
(Corporate Office) branch in Bangalore.

The information collected through personal interview and questionnaire, will be represented
in the form of charts, tables and graphs. The tabulated data will be analyzed with the help of
percentages. The other result will be obtained through charts and graphs. Interpretation will
be drafted, and suitable suggestions will be given.

LIMITATIONS OF THE STUDY

 The respondents of the study is limited only to lower and middle level employees.
 The data collected and produced is for specific purpose and hence cannot be
generalized.

The study is restricted to certain policies adopted by the organization

MEANING
Human resource management is a set of policies and programs designed to maximize both
personal and organizational goals. It is such a way that both can achieve their goals.

DEFINITION
Edwin B Flippo defines- HRM as “planning, organizing, directing, controlling of
procurement, development, compensation, maintenance and reproduction of human resource
to the end that individual, organizational and objectives are achieved.

20
3.4 Objectives of Human Resource Management:
Objectives are pre-determined goals to which individual or group activity in an organization
is directed. Objectives of personnel management are influenced by social objectives,
organizational objectives, functional objectives and individual objectives. Institutions are
instituted to attain certain specific objectives. The objectives of economic institutions are
mostly to impart education or conduct research so on and so forth.

Objectives of HRM are the as follows:

I. To create and utilize an able and motivated workforce, to accomplish the basic
organizational goals.
II. To establish and maintain sound organizational structure and desirable working
relationships among all the members of the organization.
III. To secure the integration of individual and groups within the organization by co-
ordination of the individual and group goals with those of the organization.
IV. To create facilities and opportunities for individual or group development to match it
with the growth of the organization.
V. To attain an effective utilization of Human resources in the achievement of
organizational goals.
VI. To identity and satisfy individual and group needs by providing adequate and
equitable wages, incentives, employee benefits and social security and measures for
challenging work prestige, recognition, security, status etc.

21
Nature of Human Resource Management
Human resources management is concerned with employees both as individual and as a
group in attaining Human resource management is a continuous and never-ending process.

 It aims at attaining the goals of organization, individual and society in an integrated

approach.
 It is concerned with the development of human resources, i.e. knowledge, capability,
skills, potentialities, attaining and achieving employees, goals, including job
satisfaction.
 Individual employee-goals consist of job satisfaction, job security, high salary,
attractive fringe benefits, challenging work, pride, status, recognition, opportunity, for
development etc.

Scope of Human Resources management

 A cordial worker-management relationship would be possible.

 Management would be able to understand their employees better.
 A situation would be created in the organization for the employees to enjoy their work
and gain substantial job satisfaction.
 Management would be able get better co-operation from its workers.

22
  Employee would be able to gain in a great sense of accomplishment through their
work.
 Organizational efficiency and workers productivity would increase.
 It would help the employees to gain a sense of belonging to their work place.
 Better organizational climate and culture may emerge as a result of good HRM.
 Management gets enlightened workforce.
 Gulf between management and workers can be reduced.
 A good HRM policy would improve the possibility for industrial peace, which is
badly needed in India now-a-days.
 It would become easier for the management to identity and train

Importance of Human Resource Management

1. Objective: HRM helps a company to achieve its objective from time to time by
creating a positive attitude among workers. Reducing wastage and making maximum
use of resources etc.
2. Facilitates professional growth: Due to proper HR policies employees trained well
and this makes them ready for future promotions. Their talent can be utilized not only
in the company in which they are currently working but also in other companies
which the employees may join in the future.
3. Better relations between union and management: Healthy HRM practices can help
the organizations to maintain co-ordinal company is also interested in the workers and
will not go against them therefore chances of going on strike are greatly reduced.
4. Helps an individual to work in a team /group: Effective HR practices teach
individuals team work and adjustment. The individuals are now very comfortable
while working in team thus team work improves.
5. Identifies person for future: Since employees are constantly trained, they are ready
to meet the job requirements. The company is also for the top-level jobs. Thus, one of
the advantages of HRM is preparing for the future.
6. Allocating the jobs to the right person: If proper recruitment and selection methods
are followed, the company will be able to select the right employees for the right job.
When this happens the number of employees leaving the job will reduces as the will
be satisfied with their job lading to decrease in Labor turnover ratio.

23
 7. Improves the economy: Effective HR practices lead to higher profits and better
performance by companies due to this company achieves a chance to enter new
business and start new ventured thus industrial development increase and the
economy improves.

Functions of Human Resource Management

 Managerial function
 Operative function

Managerial Functions
1. Planning: It is a predetermined course of action. It involves planning of human
resources, requirements, recruitment, selection, training etc. It also involves
forecasting of personnel needs, changing values, attitudes and behavior of employees
and their impact on organization.
2. Organizing: An organization is a means to an end. It is essential to carry out the
determined course of action. An organization establishes relationships among the
employees so that they can collectively contribute to the attainment of company goals.
3. Directing: Execution of plan directing. Tapping the maximum potentiality of people
is possible through proper direction. A basic management function that includes
building an effective work climate and creating opportunity for motivation,
supervision, scheduling and disciplining.
4. Controlling: It implies checking, verifying and regulating to ensure that everything
occurs in conformity with the plans adopted and the instructions issued. Such
techniques help to minimize gap between desired results and actual performance.
Analyzing Labor turnover records, directing morale, surveys, conducting, separation,
interviews.

Operative functions:

It is concerned with securing and employing right kind and proper number of employees
required accomplishing the organizational objectives. It consists of the following activities.

24
 Procurement functions: It is concerned with securing and employing right kind and
proper number of employees required accomplishing the organizational objectives. It
is consisting of following activities:
 Job analysis
 Human resource planning
 Recruitment
 Selection
 Placement
 Induction/Orientation
2. Training and Development: The training and development function gives employees
the skills and knowledge to perform their jobs effectively. Large organizations often
have development programmes which prepare employees for higher level
responsibilities programmes provide useful means of assuring that employees can
perform their jobs at acceptable levels.

 Performance appraisal
 Training
 Management development
 Career planning
 Transfer
 Promotion
 Demotion
 Retention Management.

Compensation functions: It refers to providing equal and fair remuneration to

employees for their contribution to the attainment of organization objectives. It consists
for their contribution to the attainment of organization objectives. It consists of the
following activities.

 Job evaluation

25
 Wages and salary administration
 Incentives
 Bonus
 Fringe benefits
 Social security measures
4. Maintenance function/human relation: It is concerned with protection and
promoting the physical and mental health of employees. Therefore, management must
provide welfare facilities like housing, medical, education for their children,
conveyance, provident fund, pension, maternity y benefits for women workers,
disablement alliances, group insurance to their employees etc.
 Motivates employees
 Developing the communication skills
 Developing leaderships qualities
 Improving quality of work life
5. Industrial relations: It refers to the study of relations among employees, employer,
government and trade unions. Industrial relations are:

 Trade union
 Collective bargaining
 Industrial conflicts
 Workers participation in management
6. Recent trends in HRM
 Quality of work life
 Total quality in human resources
 HR accounting, Audit and research

26
3.5 THEORITICAL BACKGROUND OF THE STUDY

Stress management
Stress management can be defined as interventions designed to reduce the impact of stressors
in the workplace. These can have an individual focus, aimed at increasing an individua’s
ability to cope with stressors. The goal of stress management is to manage the stress of
everyday life among employees. Many different methods maybe employed, such as bio-
feedback, meditation and massage. Counselors work with individuals in order to determine
what stress management program will work best for that person.

Work plays a critical role in the lives of individuals which has contributed to the phenomenon
of stress, at work, is one of the threats in providing a healthy platform of work to employees.
The stress induced due to roles performed by individuals as employees at workplace, has
been one of the most persuasive organizational stressors, the outcomes of which have found
to be costly to the organization.

Stress is something that happens in our daily life and is usually associated with an event such
as work, family or other responsibilities. There are many situations that we cannot 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. Stress management is
as simple as taking a walk. It was been proven that physical activities would improve a
person’s mental health, help with depression, and relieve the side effects of stress. This
makes a person’s heart rate increase and will be more likely to be affected by stress. it is vital
that stress management techniques are implemented into our daily lives.

27
Coping with stress is an individualized task and one method over another may not be
superior. A person that is stressed takes so much away from his or her health and
performance levels.

Employee should provide a stress-free work environment, recognize where stress is becoming
a problem for staff and take action to reduce stress. stress in the workplace reduces
productivity, increase management pressures, and makes people ill in many ways, evidence
of which is still increasing. Workplace stress affects the performance of the brain, including
functions of work performance; memory, concentration and learning. Stress at work also
provides a serious risk of litigation for all employees and organization, carrying significant
liabilities for damages, bad publicity and loss of reputation.

Evaluating the effectiveness of various stress management techniques can be difficult, as

limited research currently exists. Consequently, the amount and quality of evidence for the
various techniques varies widely. Some are accepted as effective treatments for use in
psychotherapy. While others with less evidence favoring them are considered alternative
therapies. Many professional organizations exist to promote and provide training in
conventional or alternative therapies.

Types of stress
1. Acute stress
Intense pressure is the most widely recognized type of worry among people around
the world. Intense pressure managers the weights of the not so distance future or
managing the extremely later past.
While this is the situation in a few conditions, it is additionally something worth being
thankful for to have some intense worry throughout everyday life. Running or some
other type of activity is viewed as a stressor.
2. Chronic stress
Chronic pressure is dissimilar to intense pressure. It wearingly affects individuals that
can turn into an intense wellbeing hazard on the off chance that it proceeds over a
drawn out stretch of time.
Perpetual pressure can prompt memory misfortune, harm spatial acknowledgement
and deliver a diminished drive of eating. The seriousness shifts from individual to
individual and furthermore sexual orientation contrast can be a fundamental factor.

28
 Ladies can take longer terms of worry than men without demonstrating the same
maladaptive changes. Men can manage shorter pressure length superior to anything
ladies can however once guys hit a specific edge, the odds of them creating mental
issues increments radically.
Signs of STRESS
The first signs that indicate individuals may be suffering from excessive pressure or
stress are changes in behavior or appearance.
Work performance
 Loss of control over work
 Loss of motivation/commitment
 Indecision
 Lapses in memory
 Increased time at work

Regression

 Crying
 Arguments
 Over-reactions to problems

Aggressive behavior

 Malicious gossips
 Criticism of others
 Shouting
 Poor employee relations
 Temper outbursts

Other behaviors

 Difficulty in relaxing
 Increased consumption of alcohol
 Increased smoking
 Reckless driving

29
Work life stress

Stress in the workplace is a commonality throughout the world in every business.

Managing that stress becomes vital in order to keep up job performance as well as
relationship with co-workers and employees. For some workers, changing the work
environment relives work stress. Making the environment less competitive between
employees decreases some amounts of stress. However, each person is different and
some people like the pressure to perform better.
Salary can be an important concern of employees. Salary can affect the way people
work because they can aim for promotion and in result, a higher salary. This can lead
to chronic stress. Culture differences have also shown to have some major effects on
stress coping problems.
Stress Management Programs
Many businesses today have begun to use stress management programs for employees
who are having trouble adapting to stress at the workplace or at home. Some
companies provide special equipment's adapting to stress at the workplace to their
employees, like coloring diaries and stress relieving gadgets.
Many people have spill over stress from home into their working environment. There
are a couple of ways businesses today try to alleviate stress on their employees. One
way is individual intervention. Developing social support is vital in individual
intervention, being with others to help you cope has proven to be a very effective way
to avoid stress.

30
 Employees assistance programs can include in-house counseling programs on
managing stress. Evaluative research has been conducted on EAPs that teach
individual stress control and inoculation techniques such as relaxation, biofeedback,
and cognitive restructuring. Studies show that these programs can reduce the level of
physiological arousal associated with high stress.
Participants who master behavioral and cognitive stress-relief techniques report less
tension, fewer sleep disturbances, and an improved ability to cope with workplace
stressors.
Another way of reducing stress at work is by simply changing the workload for an
employee. Some may be too overwhelmed that they have so much work to get done,
or some also may have little work that they are not sure what to do with themselves at
work.
Improving communications between employees also sounds like a simple approach,
but it is very effective for helping reduce stress. Sometimes making the employees
feel like they are they are a bigger part of the company, such as giving them a voice in
bigger situations shows that you trust them and value their opinions. Having all the
employees mesh well together is a very underlying factor which can take away much
of workplace stress.
If employees sit of together and feed off each other, the chance of lots of stress is very
minimal. Lastly, changing the physical qualities of the workplace may reduce stress.
Changing things such as the lighting, air temperature, odor, and up to date technology.
Intervention is broken into three steps: primary, secondary, tertiary. Primary deals
with eliminating the stressors altogether. Secondary deals with detecting stress and
figuring out ways to cope with it and improving stress management skills.
Finally, tertiary deals with recovery and rehabbing the stress altogether. These three
steps are usually the most effective way to deal with stress not just in the workplace,
but overall.

Importance of stress management

As we all know that employees are the assets of the organization, the health is most important
factor considered for a very employee in the organization. The person’s both mental and
physical health decides the ability to work to work in the organization. A certain level of
stress is always present in any workplace. As soon as the level of stress escalates to a point

31
that it becomes dangerous for the well-being of the organization as well as employees, stress
management becomes important. It has the following benefits:

 Enables you to motivate employees better. Stressful situation can have a

devastating effect on the morale of employees, causing increased absenteeism and
employee turnover. However, good stress management skills help the morale of
employees to stay intact so that they are more motivated and better focused on their
jobs and performance.
 Reduced chances of workplace conflicts. Among many other factors contributing to
workplace conflicts such as differences in opinions, backgrounds and personalities,
the increased level of stress also plays a major role. It shatters the workplace
relationships, undermining the overall culture. However, effective stress management
skills prevent such distractions and builds teamwork, making everyone’s lives easier
and fun.
 Improves productivity even in stressful situations. Since the employee morale and
workplace relationships remain intact, stress management skills are one of the major
contributors to the improved productivity. With ideal stress management skills, there
will be lesser chances of customer complaints or poor decision-making even in the
most stressful circumstances.

3.6 HISTORYOF ABOUT COMPANY

Cognizant India Private Limited is a Private incorporated on 24 June 2004. It is classified as Non-
govt company and is registered at Registrar of Companies, Chennai. Its authorized share capital
is Rs. 143,000,000 and its paid up capital is Rs. 141,349,984. It is inolved in Software publishing,
consultancy and supply [Software publishing includes production, supply and documentation of
ready-made (non-customized) software, operating systems software, business & other
applications software, computer games software for all platforms. Consultancy includes providing
the best solution in the form of custom software after analyzing the user?s needs and problems.

32
Custom software also includes made-to-order software based on orders from specific users.
Also, included are writing of software of any kind following directives of the users; software
maintenance, web-page design].

Cognizant India Private Limited's Annual General Meeting (AGM) was last held on 28 September
2011 and as per records from Ministry of Corporate Affairs (MCA), its balance sheet was last
filed on 31 March 2011.

Directors of Cognizant India Private Limited are Steven Erik Schwartz, Chandrasekaran
Ramakrishnan, Gordon J Coburn, Thiagarajan Krishnaraj and .

Cognizant India Private Limited's Corporate Identification Number is (CIN)

U72200TN2004PTC078911 and its registration number is 78911.Its Email address is
[email protected] and its registered address is 6th Floor, New No165, Old No 110
Menon Eternity Building, St Mary's road, Al warpet Chennai Chennai TN 600018 IN , - , .

Current status of Cognizant India Private Limited is - Amalgamated.

Type Public

Nasdaq: CTSH (Class A)
Traded as
NASDAQ-100 component
S&P 500 component

ISIN US1924461023

Industry Information technology

Consulting
Outsourcing

Predecessor Dun & Bradstreet

Founded 26 January 1994; 28 years ago

Founders Kumar Mahadeva

Francisco D'Souza[1][2]

Headquarters Teaneck, New Jersey, U.S.

Area served Worldwide

33
 Key people Brian Humphries (CEO)

 US$18.65 billion (2021)[3]
Revenue

Operating income  US$2.84 billion (2021)[3]

Net income  US$2.37 billion (2021)[3]

 US$17.85 billion (2021)[3]
Total assets

 US$11.99 billion (2021)[3]
Total equity

Number of employees 340,000 (Q12022)[4]

Website www.cognizant.com

Management
Cognizant is led by Brian Humphries (CEO), Jan Siegmund (CFO) and Rajesh Nambiar
(President, Digital Business & Technology).[106]
On 1 April 2019, Francisco D'Souza was replaced by Brian Humphries as the CEO.
Finance
Cognizant was listed on NASDAQ in 1998, and added to the NASDAQ-100 Index in 2004. After
the close of trading on 16 November 2006, Cognizant moved from the mid cap S&P 400 to
the S&P 500.[118] Cognizant became a Fortune 500 company in 2011.[119]
Corporate social responsibility
Cognizant's philanthropic and corporate social responsibility (CSR) initiatives are conducted
through the Cognizant employees for the financial and administrative support of the Cognizant
Foundation.[120][121] Registered in March 2005 as a "Charitable Company" under the Indian
Companies Act, the Cognizant Foundation aims to help "unprivileged members of society gain
access to quality education and healthcare by providing financial and technical support;
designing and implementing educational and healthcare improvement programs; and partnering
with Non-Government Organizations (NGOs), educational institutions, healthcare institutions,
government agencies and corporations".
Cognizant has a grassroots corporate social responsibility project called Outreach, for which
Cognizant's employees volunteer to support schools and orphanages

34
 Cognizant Technology Solutions Mission Statement
Cognizant's single-minded mission is to dedicate our business process and technology innovation know-how,
deep industry expertise and worldwide resources to working together with clients to make their businesses
stronger.

Cognizant Technology Solutions Vision Statement

No one has added Cognizant Technology Solutions' vision statement yet.

Board of director

Director Identification Number Name Designation D

STEVEN ERIK SCHWARTZ 2

01068693 Director

GORDON J COBURN 2
01573219 Director

CHANDRASEKARAN RAMAKRISHNAN 2
00580842 Director

THIAGARAJAN KRISHNARAJ 2
01152972 Director

Services provided by cognizant

 Application Services & Modernization. Artificial Intelligence. ...

 Digital Strategy. Enterprise Application Services. ...
 Intelligent Process Automation. Quality Engineering & Assurance.

 Application Services & Modernization

 Artificial Intelligence
 Business Process Services
 Cloud Enablement
 Core Modernization
 Digital Experience
 Digital Strategy
 Enterprise Application Services
 Enterprise Services

35
 Industry+
 Industry & Platform Solutions
 Infrastructure Services
 Intelligent Process Automation
 Quality Engineering & Assurance
 Security
 Software Product Engineering

4.1 Data Analysis

Case Processing Summary

Cases

Valid Missing Total

N Percent N Percent N Percent

2.Gender * 6. How do you

feel working in the 100 100.0% 0 0.0% 100 100.0%
organization

2.Gender * 6. How do you feel working in the organization Crosstabulation

Count

6. How do you feel working in the organization Total

great Satisfied frustrated

male 18 39 24 81
2.Gender
female 0 19 0 19
Total 18 58 24 100

Chi-Square Tests

Value Df Asymp. Sig. (2-

sided)

Pearson Chi-Square 16.986 a

2 .000

36
Likelihood Ratio 23.880 2 .000
Linear-by-Linear Association .201 1 .654
N of Valid Cases 100

a. 2 cells (33.3%) have expected count less than 5. The minimum

expected count is 3.42.

Interpretation
Here we observe that form the regression analysis we get know that the total
male 81 responses and female 19 responses

Statistics
2.Gender

Valid 100
N
Missing 0
Mean 1.190
Mode 1.0
Std. Deviation .3943

2.Gender

Frequency Percent Valid Percent Cumulative

Percent

male 81 81.0 81.0 81.0

Valid female 19 19.0 19.0 100.0

Total 100 100.0 100.0

37
Interpretation

Here is the table for my response 80% are male and 20% are female This are my background
response I have collect through my data collection

Std. Change Statistics

Adjusted
Error of R
Model R R Square R F Sig. F
the Square df1 df2
Square Change Change
Estimate Change
1 .244a 0.06 0.05 0.406 0.06 6.204 1 98 0.014

ANOVAa

Model Sum of Squares Df Mean Square F Sig.

Regression 1.022 1 1.022 6.204 .014b

1 Residual 16.138 98 .165

Total 17.160 99

38
 a. Dependent Variable: 3.Occupation
Std. Change Statistics
Adjusted
Mod Error of R
R R Square R F
el the Square df1 df2
Square Change
Estimate Change
1 .244a 0.06 0.05 0.406 0.06 6.204 1 98

b. Predictors: (Constant), 4 . How often do you face stress Situation in your organization

Model Summary

Model R R Adjusted R Std. Error of Change Statistics

Square Square the Estimate R Square F df1 df2 Sig. F
Change Change Change

1 .244 a
.060 .050 .406 .060 6.204 1 98 .014

a. Predictors: (Constant), 4 . How often do you face stress Situation in your organization

Coefficientsa

Model Unstandardized Coefficients Standardized t Sig.

Coefficients

B Std. Error Beta

(Constant) 2.077 .126 16.485 .000

4 . How often do you face

1
stress Situation in your -.130 .052 -.244 -2.491 .014
organization

a. Dependent Variable: 3.Occupation

Statistics
5.Most of your Stress are related
to

Valid 100
N
Missing 0
Mean 2.02

39
Mode 1a
Std. Deviation .910

a. Multiple modes exist. The

smallest value is shown

5.Most of your Stress are related to

Frequency Percent Valid Percent Cumulative

Percent

work environment 39 39.0 39.0 39.0

supervisior 21 21.0 21.0 60.0

Valid work group 39 39.0 39.0 99.0

social injustice 1 1.0 1.0 100.0

Total 100 100.0 100.0

Interpretation
Here is the table for the question 5 that Most of stress are related to 39% work
environment and 21% supervisior 39% is work group and 1% social injustice

Statistics
6. How do you feel working in
the organization

Valid 100
N
Missing 0
Mean 2.06
Mode 2
Std. Deviation .649

40
 6. How do you feel working in the organization

Frequency Percent Valid Percent Cumulative

Percent

great 18 18.0 18.0 18.0

satisfied 58 58.0 58.0 76.0

Valid
frustrated 24 24.0 24.0 100.0

Total 100 100.0 100.0

Interpretation
The above table say that the 18% people are feeling great and the 58% are feeling satisfied
and 24% are feeling frustrated this are the feedback which I got from my questioners

Interpretation

Here is the table for question 6 how do you feel working in the organization for this question
we got response like 18% great and 58% satisfied and 24% frustrated

Statistics

41
7. Have you taken leave in the
past 12 months due to work
related stress?

Valid 100
N
Missing 0
Mean 1.49
Mode 1
Std. Deviation .502

7. Have you taken leave in the past 12 months due to work related stress?

Frequency Percent Valid Percent Cumulative

Percent

yes 51 51.0 51.0 51.0

Valid no 49 49.0 49.0 100.0

Total 100 100.0 100.0

Interpretation

Here is table for the question off 7. Have you taken leave in the past 12 months due to work
51% of the employee are saying yes and 49% of the employee are saying

42
 Case Processing Summary

Cases

Valid Missing Total

N Percent N Percent N Percent

2.Gender * 11. Whom does

you report / share if you
100 100.0% 0 0.0% 100 100.0%
have any problems in your
work

2.Gender * 11. Whom does you report / share if you have any problems in your work Crosstabulation
Count

11. Whom does you report / share if you have any problems in your Total
work

feeling work not lack of over competitive incentive policy

valid management
support

male 0 8 42 31 81
2.Gender
female 6 13 0 0 19
Total 6 21 42 31 100

Chi-Square Tests

Value df Asymp. Sig. (2-

sided)
Pearson Chi-Square 67.821a 3 .000
Likelihood Ratio 69.334 3 .000
Linear-by-Linear Association 51.332 1 .000
N of Valid Cases 100

a. 3 cells (37.5%) have expected count less than 5. The minimum

expected count is 1.14.

Interpretation

Here is the out put of the question whom does you report if you have any problem in office
among 81% male 8% are lack of management support and 42% over competitive and 31%
are incentive policy and 19% females are saying like that the work not valid 13%are lack
management support this is the out put we got

43
 Statistics
13.To what level the
Management is effective in
handling your Stress situation

Valid 100
N
Missing 0
Mean 1.66
Mode 1
Std. Deviation .699

13.To what level the Management is effective in handling your Stress situation

Frequency Percent Valid Percent Cumulative

Percent

optistimical 47 47.0 47.0 47.0

with the help others 40 40.0 40.0 87.0

Valid
depends upon level 13 13.0 13.0 100.0

Total 100 100.0 100.0

Interpretation

44
Interpretation
Here is the a table for question13 shows that 47% is saying that management is effective
handling your stress with optistimical and 40% are saying that with the help others 13% are
depends upon level

Case Processing Summary

Cases

Valid Missing Total

N Percent N Percent N Percent

14. Does the upper

Management pressure, the
100 100.0% 0 0.0% 100 100.0%
main reason for stress *
2.Gender

45
14. Does the upper Management pressure, the main reason for stress *
2.Gender Crosstabulation
Count

2.Gender Total

male female

14. Does the upper 1 61 0 61

Management pressure, the
2 20 19 39
main reason for stress
Total 81 19 100

Chi-Square Tests

Value df Asymp. Sig. (2- Exact Sig. (2- Exact Sig. (1-
sided) sided) sided)

Pearson Chi-Square 36.689a 1 .000

Continuity Correction b
33.592 1 .000
Likelihood Ratio 43.205 1 .000
Fisher's Exact Test .000 .000
Linear-by-Linear Association 36.322 1 .000
N of Valid Cases 100

a. 0 cells (0.0%) have expected count less than 5. The minimum expected count is 7.41.
b. Computed only for a 2x2 table

Interpretation
Here is the output of chi square test to the question of upper management pressure to there
main reason for stress we have find exact sig as 0.00 whice shows the out come is matching
to your analysis

Model Summary

Model R R Adjusted R Std. Error of Change Statistics

Square Square the Estimate R Square F df1 df2 Sig. F
Change Change Change

1 .285 a
.081 .072 .751 .081 8.681 1 98 .004

46
a. Predictors: (Constant), 2.Gender

ANOVAa

Model Sum of Squares df Mean Square F Sig.

Regression 4.896 1 4.896 8.681 .004b

1 Residual 55.264 98 .564

Total 60.160 99

a. Dependent Variable: 4 . How often do you face stress Situation in your organization
b. Predictors: (Constant), 2.Gender

Coefficientsa

Model Unstandardized Coefficients Standardized t Sig.

Coefficients

B Std. Error Beta

(Constant) 1.609 .240 6.708 .000

1
2.Gender .564 .191 .285 2.946 .004

a. Dependent Variable: 4 . How often do you face stress Situation in your organization

Interpretation

Here is the out put of regression performed on depend as occupation and how face stress
situation in your organization we got a sig of .000 and for gender sig we got .004

Model Summary

Model R R Adjusted R Std. Error of Change Statistics

Square Square the Estimate R Square F df1 df2 Sig. F
Change Change Change

47
1 .419a .176 .167 .711 .176 20.871 1 98 .000

a. Predictors: (Constant), 3.Occupation

ANOVAa

Model Sum of Squares df Mean Square F Sig.

Regression 10.563 1 10.563 20.871 .000b

1 Residual 49.597 98 .506

Total 60.160 99

a. Dependent Variable: 4 . How often do you face stress Situation in your organization
b. Predictors: (Constant), 3.Occupation

Coefficientsa

Model Unstandardized Coefficients Standardized t Sig.

Coefficients

B Std. Error Beta

(Constant) 1.413 .203 6.971 .000

1
3.Occupation .396 .087 .419 4.568 .000

a. Dependent Variable: 4 . How often do you face stress Situation in your organization

Interpretation

Here is the out put of the question how ofiten do you face stress situation in your
organization we have taken this question as dependent variable and we have taken occupation
as independ variables

Model Summary

Model R R Adjusted R Std. Error of Change Statistics

Square Square the Estimate
R Square F df1 df2 Sig. F
Change Change Change

1 .471a .221 .213 .446 .221 27.869 1 98 .000

a. Predictors: (Constant), 3.Occupation

48
 ANOVAa

Model Sum of Squares df Mean Square F Sig.

Regression 5.533 1 5.533 27.869 .000b

1 Residual 19.457 98 .199

Total 24.990 99

a. Dependent Variable: 7. Have you taken leave in the past 12 months due to work related
stress?
b. Predictors: (Constant), 3.Occupation

Coefficientsa

Model Unstandardized Coefficients Standardized t Sig.

Coefficients

B Std. Error Beta

(Constant) 2.118 .127 16.680 .000

1
3.Occupation -.287 .054 -.471 -5.279 .000

a. Dependent Variable: 7. Have you taken leave in the past 12 months due to work related stress?

Interpretation

Here is the out put of question we have taken leaves in the past 12 months due to work as a
depend variable and occupation as independ variable we got the sig of .000 for the analysis
we have did to get exact sig value .000

Model Summary

Model R Change Statistics

49
 R Adjusted R Std. Error of R Square F df1 df2 Sig. F
Square Square the Estimate Change Change Change

1 .025a .001 -.010 .946 .001 .060 1 98 .806

a. Predictors: (Constant), 3.Occupation

Model Summary

Model R R Adjusted R Std. Error of Change Statistics

Square Square the Estimate
R Square F df1 df2 Sig. F
Change Change Change

1 .025a .001 -.010 .946 .001 .060 1 98 .806

a. Predictors: (Constant), 3.Occupation

Model Summary

Model R R Square Adjusted R Std. Error of Change Statistics

Square the Estimate
R Square F Change df1 df2 Sig. F
Change Change

1 .025a .001 -.010 .946 .001 .060 1 98 .806

a. Predictors: (Constant), 3.Occupation

Coefficientsa

Model Unstandardized Coefficients Standardized t Sig.

Coefficients

B Std. Error Beta

(Constant) 2.048 .270 7.597 .000

1
3.Occupation .028 .115 .025 .246 .806

a. Dependent Variable: 12. How do you handle Stress situations?

Interpretation

Here is the out put to the question we have taken depend variable as how do you handle stress
situation and independed variable as occupation we got sig as .000 and it change as .806

50
FINDINGS

56% of respondents are agreed that sometimes they face the stress situation in the
organization.
42% of respondents said that most of the stress situation is related to work
environment.
64% of respondents said that they are satisfied working in the organization.
76% of majority employees has not taken leave from the past 12 months due to work
related stress.
36% of employees work for an 40-50 hour per week (both on & off site). Average
number of employees work for 50-60 and 60-above hours per week.
42% of respondents said that workload has increased for the last three years.
32% Stress related to demand was with the customers/colleagues and 16% was with
administration, 28% stress was on completing the target and 24% stress was related to
long working hours.
52% of stress is related to lack of management support.
54% of employees express this stress with colleagues when they get any problem and
others 76% share with superiors, function head or head of HR department.
Here 32% of employees stress is taken care by the organization.
81% of employees handle the stress situation optimistically.
60% of respondents said that the main reason for stress was work pressure by the
upper management.
58% of employees are suffering from head ache while working.
As per the research, 48% of respondents said they face trouble falling asleep during
the night.

51
 48% of employees work late, even after office work to complete the work-related
task.
54% of employees bring work back home due to workload.
98% of respondents said that the working environment for employees is safe in the
organization.
72% of employees said that activities conducted by the organization is helpful to
reduce the stress in the workplace.
68% of employees are maintaining the good relationship between the co-workers.
58% of employees suffer both physical and mental stress in the job.
62% of employees said that organization takes suitable steps to manage the stress.
As per the research 52% of respondents said effective training and development
should be adapted to manage the stress and other employees need counseling and
autonomous workgroup.

52
CONCLUTIONS

In our daily life stress has become a common factor which is has huge impact on the personal
as well as the professional life. In every organization they have their own strategy to manage
the stress of employees. The objective of the study is to understand the various level of stress,
analyze the factors that contributes the stress in the organization.

The study remarked that stress management programs by the organization were relatively
effective in managing the stress of the employees. As the organization can have workshops
and other programs like conducting sports, cultural activities in each department. The
employees would feel enthuastic and can overcome the stressful situation in their professional
life. Always a stress-free environment helps to accomplish the work easily and they would be
an increase in the job performance of each employee. No matter what stress management
techniques are installed, the key to success is to have a continuous commitment to improving
the health and well-being of all employees.

53
SUGGESTIONS

 It is suggested that employees should be provided with clear work plan, and the superior
authorities should guide them. So that they would not feel stress for the deadline of work.
 Management can organize seminars; workshops related to meditations at regular intervals
makes employees feel better mentally and physically. Companies can strengthen
celebration of extra- circular events (sports, fine arts, cultural events)
 The top-level authorities can present a seminar for the lower level employees, which
would give positive energy and motivation to co-workers and employees.
 The organization can have reward for the best performer for the employees, which also be
a motivation for the winner and make the other employees to pull up their socks and work
for the higher.
 Female employees and their opinion about overwork can be considered. The ideas of job
rotation and job analysis can be applied to reduce the workload of female employees.
 The HRD department must periodically evaluate the performance of the employees and
suitable increments may be given to avoid stressful environment.

54
ANNEXURE
A STUDY ON STRESS MANAGEMENT IN A HRD Department” at
cognizant (Corporate Office) Bangalore.

I request you to help me in completing the project by filling the enclosed questionnaires. I
assure you that information provided by you will be used only for the academic purpose.

Q1. How often do you face stress Situation in your organization?

a. Mostly
b. Rarely
c. Sometimes
d. Not at all

Q2. Most of your Stress are related to:

a. Work Environment
b. Supervision
c. Workgroup
d. Social Injustice

Q3. How do you feel working in the organization?

a. Great
b. satisfied
c. Unable to concentrate
d. Frustrated
e. Depressed

Q4. Have you taken leave in the past 12 months due to work related stress?
a. Yes
b. No

55
Q5. Please estimate the average number of hours per week that you work (both on and off
site) during term time.
A. 40 – 50
b. 50 – 60
c. 60 – Above

Q6. Please indicate changes in the total workload during last three years?
a. Workload has decreased
b. Remained the
c. same
d. Workload increased

Q7 Is stress related to Demand?

a. Dealing with Customers/ Colleagues
b. Administration
c. Need to hit targets/deadlines
d. long working hours

Q8. Is stress related to Support?

a. Feeling work not valued
b. Lack of management support
c. Over competitive/ confrontational institutional culture
d. Incentive Policy

Q9. Whom does you report / share if you have any problems in your work?
a. Superior
b. Colleagues (discussion)
c. Function Head
d. Head of HR department

Q10. How often do you face stress situation being taken care off?
a. Mostly

56
b. Rarely
c. Frequently
d. Not at all

Q11 How do you handle Stress situations?

a. Optimistically
b. With the help of others
c. Depends upon level

Q12. To what level the Management is effective in handling your Stress situation?
a. completely
b. To a certain extent
c. To a satisfactory
d. Not at all

Q13. Does the upper Management pressure, the main reason for stress?
a. Yes
b. No

Q14. Do you frequently get sever or chronic headaches at workplace?

a. Yes
b. No

Q15. How often do you face trouble falling asleep during the night very frequently?

a. Mostly
b. Rarely
c. Sometimes
d. Not at all

Q16. Does the upper management pressurize to work late, after working hours?

a. Mostly
b. Rarely
c. Sometimes

57
 d. Not at all

Q17. How often do you bring work back home to complete it?

a. When workload is more

b. When stress does not allow to work in the office

Q18. Is work environment for employees is safe?

a. Yes
b. no

Q19. Do the activities conducted by the organization in workplace will help you to reduce the
stress?

a. Yes
b. No

Q20. How is the relationship between each employee and their co-workers?

a. Good
b. Bad
c. Can’t say

Q21. What kind of stress do you suffer in your job?

a. Physical
b. Mental
c. Both

Q22. Does this organization take any suitable steps to manage stress?

a. Yes
b. No

Q23. What type of company-wide programs that are/could be adapted to manage stress?

a. Employee counseling
b. Effective training and development
c. Autonomous work groups

58
 Q24. Kindly give your suggestions to reduce stress............................!

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61