Stress Management

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A PROJECT REPORT

ON

IMPACT OF STRESS ON PERFORMANCE

IN

KESORAM CEMENT – BASANTH NAGAR

SUBMITTED TO

Kakatiya University

For The Award of the Degree of

"

Master Of Business Administration

"

BY NAZIA TAHSEEN Roll No. 10104C1039 Under guidance of M. NANDA KISHORE Asst. Professor

Department of Commerce and Business Management

Vani Niketan Institute of Management Studies

(Affiliated to Kakatiya University)

Mukarampura, Karimnagar-505001, AP.

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C E R T I F I C A T E

This is to certify that NAZIA TAHSEEN, bearing Hall Ticket No. 10104C1039 of MBA –IV Semester, has completed her KESORAM CEMENT, BASANTHNAGAR in partial fulfilment of requirements for the award of degree in Master of Business Administration.

This report has not been submitted to any other institute or University for the award of any degree.

A. SURESH M. NANDA KISHORE

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D

E C L A R A T I O N

I declare that this Project Report titled “A Report on IMPACT OF STRESS ON PERFORMANCE, IN KESHORAM CEMENT, BASANTHNAGAR” submitted by me to the Department of Business Management, Kakatiya University, Warangal, is a bonafide work undertaken by me and it is not submitted to any other University or Institution for the award of any degree / diploma certificate or published any time before.

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A

C K N O W L E D G E M E N T

I am indebted to the management of Vani Niketan Institute of Management Studies, Mukarampura, Karimnagar. For their guidance and suggestions without which the study would not have been completed.

I can grateful to Prof. Gurajala Sudarshan, Director, Vani Niketan Institute of Management Studies, Mukarampura, Karimnagar for his encouragement and cooperation for the successful completion of the project.

I can thankful to my guide M. Nanda Kishore, Asst. Professor for his meticulous reading of typed material and cooperation for early completion of the project.

I express a sense of gratitude to N. Veda Kumar, Factory Manager, Kesoram Cement, Basanthnagar, Karimnagar and other member of the institute for their encouragement and cooperation for the success of project.

It is my privilege to acknowledge and express a deep sense of gratitude to my parents, family members and friends for their constant help and encouragement during the course of this project.

NAZIA TAHSEEN HT. NO. 10104C1039

CHAPTER-I

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INTRODUCTION

What is stress?

Stress is a dynamic condition in which an individual is confronted with an opportunity, constraint, or demand related to what he or she desires and for which the outcome is perceived to be both uncertain and important.

Stress has its effects on all walks of life to manage stress effectively. It is important to understand nature and effects of stress. Stress can be explained basically as pressure upon a persons psychological system, which arises out Of complexity or intensity of ones work life. According to Beehr and Newman, stress is "a condition arising from the interaction of people and their jobs and characterized by changes with in people that force them to deviate from their normal functioning".

Stress is the " wear and tear " our bodies experience as we adjust to our continually changing environment; it has physical and emotional effects on us and creates positive or negative feelings. As a positive influence, stress can help compel us to action; it can result in a new awareness and an exciting new perspective as a negative influence, it can result in feeling of distrust, rejection, anger and depression which in turn can lead to health problems such as headaches, upset, stomach, heart disease and stroke. With the death of a loved one, the birth of a child, a job promotion, or a new relationship, we experience stress as we readjust our lives in so adjusting to different circumstances, Stress will help or hinder us depending on how we react to it.

The study of stress in the organizational context has initially been done by Kahn, Wolfe, Quinn, Snock & Rosenthal (1964). Since then, their pioneering studies in role stress &stress in organizations have become an important point of reference.

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Job stress has mostly been defined as external agents disrupting the normal causing strain. Caplan, Cobb, French, Harrison & Pinneau (1975) defined stress as "any characteristic. Of the job environment that poses a threat to the individual".

From an interact ional point of view, Margolis, Kroes & Quinn (1974) defined stress as a condition at work interacting with worker characteristic to disrupt psychological homeostasis. Perhaps the most comprehensive interact ional definition If job stress we given by French, Rodgers & Cobb (1974). They defined job stress as a "misfit between a person's abilities & demands of the job & misfit in terms of a person's needs as supplied by the environment". This approach of looking into job stress is known as the p-e(person-environment) fit approach.

The researchers in the area of p-e fit (French et al.,1974) have identified two types of fits, the need supply fit & the demands-ability fit. The need-supply fit refers to the extent of discrepancy between the needs of a person & the supplies available in the job Environment to meet those needs. The demand supply fit, on the other hand, deals with the relationship between the demands of the job & the abilities of the individual to meet those needs.

French et al.,(1974) applied this concept of P-E fit to the organization context. for a better understanding of the phenomenon of the job stress. A job is stressful to the extent to which it provides the conditions for poor fits of either type to occur. They used for term ‘fit’ to represent the discrepancies between the environmental & individual attributes. Job stress i-e., poor P-E fit in the job environment can lead to illness of far-fetched consequences. Studies in the area of P-E fit suggest that the P-E fit index of stress is a better predictor of strain compared to either of the P-or-E-index considered singly (Caplan et al., 1975; Harrison, 1978;Kahana, 1978;Kulka, 1979;Blaul981; Furham & Schaeffer, 1984) with few criticisms (Johnson, 1985; Dolinger, 1986).

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STRESS AND ITS IMPACT

Irrespective of the nature of the stressors-real or perceived-our subconscious mind reacts with the same body response by releasing stress hormones equal to the degree of our fear, worry or sense of threat. It brings about changers in the body's biochemical state with extra epinephrine & other adrenal steroids such as hydrocortisone in the bloodstream.

It also includes palpitation & blood pressure in the body with mental manifestations such as anger, fear, worry or aggression. In short, stress creates anomalies in our body's homeostasis. When the extra chemicals in our bloodstream don't get used up or the stress situation persists, it makes our body prone to mental & physical illnesses. Medically, it has been established that chronic stress conditions can crumble our body's immune system.

For example, imagine a secretary in an off. Her boss comes in, angry & furious. He starts blasting the secretary for no apparent reasons. Now, her activated adrenaline cycle would tell her to flee or fight. Her senses become acute, muscles tighten, heartbeats & blood pressure increase & brain activity speeds up. She would probably like to walk out or alternatively, turn around & punch him in the face. But she does neither, for to do so might mean losing her job. So what follows? She bums up a lot of her body energy without achieving anything. At the end of the day she would be left mentally, physically & emotionally exhausted. It can happen to any body from a high profile businessman to a student, an executive or a homemaker. All are burning out their energies to defend themselves from their real or perceived stressors.

Aging is a natural & gradual process, except under extreme circumstances such as stress or grief. The constant stressors of stress conditions result in a loss in neural & hormonal balance. This loss of balance will cause increased oxidative damage accelerating aging in our body. That's because, chronic disturbances in body homeostasis ultimately affect our

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hormone secreting glands, cell repair & collagen in our skin & connecting tissues. Immune & neural degenerative diseases prevent this otherwise inevitable process from following the normal & healthy course of events.

Recent research results suggest that long-term exposure to adrenal stress hormones may boost brain aging in later life.

The level of hormone released apparently affects the total volume of the brain's hippocampus-a major source of recall & memory function, in later life. Researchers found those with high level of hormone release, had a hippocampus volume 14% less than those with lower levels.

Therefore, "chronic stress may accelerate hippo cam pal deterioration" leading to accelerated physical & brain aging.

POTENTIAL SOURCES OF

STRESS:-There are three categories of potential stressors.

• Environmental factor • Organization factor • Individual factor. ENVIRONMENTAL FACTOR:

Just as environmental uncertainty influences the design of an organization. Changes in business cycle create economic uncertainties.

POLITICAL UNCERTAINTIES:

If the political system in a country is implemented in an orderly manner, there would not be any type of stress.

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Innovations can make an employees skill and experiences obsolete in a very short period technological uncertainty therefore are a third type of period Technological uncertainty therefore are a third type of environmental factor that can cause stress. Computers, robotics, automation and other forms of Technological innovations are threat to many people and cause then stress.

ORGANIZATIONAL FACTOR:

There are no storages of factors within the organizing that can cause stress; pressure to avoid error or complete tasks in a limited time, work overload are few examples.

TASK DEMANDS:

Task demands are actor related to a person’s job. They include the design of the

individual’s job working condition, and the physical work layout.

ROLE DEMANDS:

Role demands relate to pressures placed on a person as a function of the particular role he or she plays in the organization. Role overhead is experienced when the employee is expected to do more than time permits.

Role ambiguity is created when role expectations are not clearly understood and employee is not sure what he/she is to do.

INTERPERSONAL DEMANDS:

Interpersonal demands are pressures created by other employee. Lack of social

support from colleagues and poor. Especially among employed with a high social need. Organizational structure defines the level of differentiation in the organization, the degree of rules and regulations, and where decisions are mad. Excessive rules and lack of participation in decision that affect and employee are examples of structural variables that might be potential sources of stress.

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ORGANIZATIONAL LEADERSHIP:

Organizational leadership represents the management style of the organizations senior executive. Some executive offices create a culture characterized by tension, fear, and anxiety. They establish unrealistic pressures to perform in the short-run impose.

Organizations go through a cycle. They are established. They grow, become mature, and eventually decline. An organization’s life stage- i.e., where it is in four stage cycle- creates different problems and pressures for employees. The establishment and decline stage are particularly stressful.

INDIVIDUAL

FACTOR:-They typical individual only works about 40 hrs a week. The experience end problems that people encounter in those other 128 non-work hours each week can spell over to the job.

FAMILY PROBLEMS:

National surveys consistently shows that people hold family and discipline, troubles with children are examples of relationship problems that create stress for employee and that are not at the front door when they arrive at work.

ECONOMIC

PROBLEMS:-Economic problems created by individuals overextending their financial resources are another set of personal trebles that can create stress for employee and distract their attention form their work.

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POTENTIAL SOURCES OF STRESS Environmental factors • Economy uncertainty • Political uncertainty • Technological uncertainty. Organizational factors. • Task demands • Role demands • Interpersonal demands • Organizational leadership • Organizational life stage. Individual factors: • Family problem • Economic problems. Individual differences • Perception • Job experience • Social support • Belief in locus of control • Hostility. Experience stress. Physiological Symptoms: • Headaches • High blood pressure • Heart disease. Psychological symptoms • Steep disturbances depression • Decrease in job satisfaction Behavioral symptoms • Productivity • Absenteeism • Turnover • Accidents.

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NEED OF THE STUDY:

The stress management is using in terms of most of the employees are have good or bad opinion about work & organization. Because the organization is giving more work to the employees & applying extra working hours to the employees, then they are feel more stressful. From the stress employees are feeling upset haven't any interest about the work. Stress is increasing problem with in you & organization. That means, the employees are suffering from health problems like heart attack, blood pressure, psychological & physical problems. These are all directly affected on the company's growth.

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OBJECTIVES OF THE STUDY:

1) To know whether stress has become increasing problem due to more workload on occasions.

2) To study the various means by which the stress in reduced among employees.

3) To study how much influence of surroundings work environments is there on employee's stress.

4) To study what are the relaxation/recreation programs conducted in the organization to relieve the stress of employees.

5) To study the opportunities available to the employees to their personal growth, development and the sense of worthwhile achieved in their work.

6) To study the potential & mental capability of employees overcoming stress due to various reasons.

7) To study whether the employees are availing the recreation programs

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SCOPE OF THE STUDY:

Stress is a burning issue, now a days most of the industry employees are facing a lot of problem with stress, due to more working hours & producing more output than their capacity. Like way, in this organization stress is an increasing problem & destroys the health of individuals. Every aspect contains both I-e., negative & positive sides, that means there is not only negative but also positive. Negative stress is a giving more problems to the employees & positive stress is a giving motivation to the employees & they have interested doing work quickly. Automatically increase the growth of the organization.

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RESEARCH METHODOLOGY

IDENTIFICATION OR STATEMENT OF PROBLEM:

A satisfied employee is an asset. A satisfied employee works with loyalty, commitment & becomes instrument in bringing out the efficiency of organization satisfaction of employee is derived from, the job the does, the way the does the job, work culture & organizational climate & also depends on attempts of organization to provide Quality of Work Life to employee. But some feature like negative stress & strain employees are prone to also hampers these. To know the effectiveness of existing practices of organizations providing Quality of Work Life, study has been taken “Stress Management among Employees".

RESEARCH DESIGN: -

Research design is the plan and structure of investigation so conceived as to obtained answers to the research questions. The plan is the overall scheme of the program of the research. A research design express both they structure of research problem and the plan of investigation used to obtain empirical evidence on relations of the problem.

SOURCES OF DATA:-

There are various methods of data collection. They are

• Primary data

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PRIMARY DATA:-

The data regarding the opinion, on "STRESS MANAGEMENT AMONG EMPOLOYEES" for workmen, supervisors, and executives of the organization. A questionnaire was prepared and about 100 employees as a sample group were interviewed their opinions was collected through discussions and questionnaire.

SECONDARY DATA:-

The secondary data i.e., establishment, location and capacity etc, were collected from the management's annual reports, circulars, journals, information brochures etc.

SAMPLING METHOD:

Sample is a small specimen or a separate part of the whole population representing is general qualities as far as possible. The term sampling refers to the investigation of a part of the whole population. Under random sampling method convenience sampling method was adopted to select samples by the researcher. When a sample is drawn according to one's own convenience without any systematic method; it is known as convenience sampling.

SAMPLE SIZE:-

To get a meaningful sample, a list of employees was taken from the employees register, which are the permanent employees 100 members were selected from all the departments.

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COLLECTION OF DATA THROUGH QUESTIONNAIRE:

A questionnaire is a formalized set of questions for collecting information. It is a clear concept of the needed information & through pretesting. It is being adopt by private & public organization & even by governments. In this method a questionnaire is sent to the persons concerned with a request to answer the question & return the questionnaire.

Hence structured questionnaire was prepared & presented to the respondent & related question were asked questionnaire mainly contains closed-ended open-ended questions. This has been used in order to assess the respondent to know whether they are free from stress or not.

INTERVIEW METHOD:

The interview method of collecting data involves presentation of oral-verbal stimuli & method can be used through personal interview method.

PERSONAL INTERVIEW:

Personal interview method requires a person known as the interviewer asking questions generally in a face-to-face contact to the other person or persons.

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LIMITATIONS OF STUDY:

1) Time-taken for the study is not sufficient to collect the complete & full-fledged data from employees.

2) Organization policy will control the data.

3) Illiteracy of the sample is the cause for limitation.

4) Sample size is too small to cover the complete information.

5) Busyness of the employees while giving the answers.

6) Time period provided by the management is less.

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CHAPTER-II

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INTRODUCTION OF CEMENT:

The basic need of human being is food. Cloth in and shelter love and affection/possession is on never ending process for a human being.

As the time passes on human being their wants and wishes also changed from ancient time to modern times and among then the living pattern and construction works also have changed form temporary construction of house to permanents construction and the basic material used in construction is cement.

Cement the word as per oxford: It is commonly used in any substance applied for soft stocking thing. But cement means is most vital and important material for modern constructions. It is a material which sets and hardness when mixed with water. Cement is basically used in construction as a building agent. In ancient times clay bricks and stones have been used for construction works.

The Romans were using a binding or a cementing material that would harden and water. The first systematic effort was make buy SMEATION who undertook the execution of a new lighthouse in 1756. He observed that production obtained by during limestone was the best cementing material for work under water.

The construction is lost centuries was with lime that was the main equipment used for construction work. The ancient constructions like Tajmahal, Qutubminar, Mysore palace, Red fort, Charminar, etc., and the evidence of lime construction.

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THE INDIAN CEMENT INDUSTRY:

By starting production in 1914 the story of Indian cement industry is a stage of continuous of growth.

Indian is the fourth largest cement producer after China, Japan and USA so far annual production and demand has been growing a pace at roughly 68 million tons with an installed capacity of 82 million tons.

In 1914 the foundation of stable cement Industry was laid as above. It was Indian cement Company at porbandar in Gujarat. In 1920, the cement- marketing corporation was form\ed to promote the sale and distribution of cement. A significant development was formed to promote the sale and distribution of cement. A significant development was make in 1930 when all manufacturers mergers together to form the Associated Cement Company Limited.

Cement Industry is the major Industry it has taken rapid strides for a modest beginning at Porbandar in 1914 to the 1980’s with over understanding out of the 60 units, 14 units are in the uric sector, remaining units are in private sectors.

Indian endowed with cement grade lime stones (90 Billion tons) and Coal (190 Billion tons). The basic raw material required for cement manufacture and self sufficient in manufacturing cement marking, machineries. During nineties it had a particular impressive expansion with a growth rate of 10%.

The strength and vitality of cement industry can be gouged by the interest shown and support given by World Bank, considering the excellent performance of the industry in utilizing loans and achieving the objectives and targets. The World Bank is examining the feasibility of providing a third line of credit for further

upgrading Industry in varying areas, which will make it global. Therefore India today totally installed capacity of over 30 million tons, employing over a 100 thousand people directly and contributing among of Rupees 8 billion to India’s GDP.

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Technology:

Cement may be manufactured employing three alternative technologies.

1) The largely out molded will process technology.

2) The more modern dry process that required only 19% coal utilization, 3) The latest percallinator technology or raw material is partly or completed

carried out before the feud inters the rotator kin besides saving power, the adoption of this technology enable in increase in installed capacity by 30,35% the 30,000 tons per day plants being set up in the country use this technology.

DISTRIBUTION SYSTEM;

Distribution of cement was entirely under Government Control until 1982. At present the Industry has to make an agreement towards the levy quota which is to be sold compulsory to the Government the direst of the output or open market quota may be sold in the open market evolved prices the output lifted by the Government is allocated sate wise.

NEED AND IMPORTANCE:

In India we see rapid industrial development in the last few centuries. Indian industry is growing at considerable ratio, which reveals India is a developing country. And there are different industrial sectors are playing a vital role for the economy’s development. They are steel cement SOF International environment and changes in marketing. There is increase in the salaries in all most in every market leading to competition in aspects of price, promotion etc., which help to increase the standard of living of people.

The manufacturers of Cement like Kesoram cement, India Limited, Orient Limited, Ultratech etc., are providing cement and they are distributing cement through wide network of dealers.

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Kesoram cement is doing its business from deceases and it is continuously contributing to the national economy. In even Industry now days there is no special interest for particularly department like production or manufacturing but now a days total quality management parlays a vital for the company’s success.

Distribution channel pays a vital role for the company’s success. Distribution channels are link between the company and consumers

INDIA’S LARGEST CEMENT COMPANIES POST ACUISTION .

COMPANY CEMENT CAPACITY CEMENT% OF SALES

LARSEN & TOURBO 12.0 20

ACC 11.3 93

GRASIM 9.7 28

INDIAN CEMENT 6.6 92

GUJARATH AMBUJA 6.5 100

CEMENT PRODUCTION WORLD WIDE

COUNTRY 1981 1983 1986 1989 1990 WORLD RANKING CHINA 83 108 166 204 210 1 JAPAN 88 85 73 82 87 2 USA 65 64 71 70 72 3 INDIA 21 25 36 45 48 4 ITALY 43 40 36 34 41 5 GERMANY 30 28 24 27 40 6

To day in India cement industry is producing 58.3 million tones per annuam indicating surplus conditions while its demand is 56.7 million ton per annum Now the cement market has become buyer market which was a selling market till 1970’s and so that quality and brand taken and upper edge for cement marketing.

To day the installed capacity at India cement industry is 771 lakh tones. But in India 16 major plants are producing 583 lakh tons while all India cement demand is 569 lakh tones leaving the balance exports.

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ABOUT THE INDUSTRY:

The chapter examines a profile of Kesoram Cement Industries Ltd. i.e., its history, location, organization structure etc…,

LOCATION:

Kesoram Cement Industry is one of the leading manufactures of cement in India. It is day process cement plant. The plant capacity is 8.26 lack tones per annum. It is located at Basanthnagar in Karimnagar district of Andhra Pradesh Basanthnagar is 8 Km’s away form the Ramagundam Railway station linking madras to new Delhi. The Chairman of the Company is Sri. B.K. Birla.

HISTORY:

The fist unit at Basanthnagar with capacity of 205 lakh tones per Annum incorporating suspension preheated system was commissioned during the year 1969. The Second unit was setup in 1971 with a capacity of 2.1 tones per annum and the third unit with a capacity of 2.5 lakh tons per annum went on stream in the 2009. the coal from this company is being supplied from Singareni Collieries and the power is obtained form APFENCO. The power demand for the factory is out 21 Mw. Kesoram has got 2DG sets of 4 Mega watts. Each installed in the year 1987.

Kesoram Cement has set up a 15 Kw capacity power plant to facilitate for uninterrupted power supply for manufacturing of cement stars at 24th

August 2006 per hour 12 MW, actual power is 15 MW.

Birla Supreme is popular brand of Kesoram Cement form its prestigious plant of Basanthnagar in Andhra Pradesh has outstanding tack record in performance and productivity several the nation for the last two and half deceases. It has proved its distinction by bagging several national awards. It also has the distinction of achieving optimum capacity unitization.

Kesoram offers a choice if top qualify portioned cement for light, heavy construction and allied applications. Quality is built every fact of the operations.

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The plant layout is rational to being with. The limestone is rich in calcium carbonate a key factor that influences the quality of final product. The day process technology used in the latest computerized monitoring overseas the manufacturing process. Samples are sent regularly t the bureau of Indian standards, National council of constructional building material for certification of derived quality norms.

The company has vigorously undertaking difference promotional measures for promoting their product through different media which includes the use of newspapers, magazines, hording etc…,

Company is contributing about Rs. 12.00 Cores per annum to the state exchequer in the form of commercial tax, royalty, land revenue etc.,

So also an amount of Rs. 25.00 cores per annum is paid to Govt. of India towards central Excise duty.

 SUPREME PERFORMANCE:

One of the largest cement plants in Andhra Pradesh. The Plant incorporates that latest technology in cement making.

It is professionally mange and well established cement manufacturing company enjoying the confidence of the consumers. Kesoram has outstanding track record in performance and productivity with quite a few national and state awards to it credit.

AWARDS:

Kesoram cement bagged prestigious award including nation award for productivity technology, conservation and several state awards.

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For the year 1984 Kesoram bagged “Best family planning effort in the state” of the federating of A.D. chambers of commerce and industry 1986-1987. It also begged the national award for the year 1989-1990 for the best performance among all cement plants in India. This award installed by national council for cement and building material (NCBM) in association with the department of power ministry of energy, Government of India.

Kesoram bagged u prestigious Andhra Pradesh state productivity award in 1987-1989 also annexed the state award for industrial management in 1988-1989 also.

“Best industrial promotion expansion effort in state and “vozammay rentals” was bagged for its contribution towards the social responsibility of rural and community development program, for the year 1991 bagged may day award of the Government of Andhra Pradesh for best Management” and Pt. Jawaharlal Nehru “Silver Rolling trophy” for the industrial productivity effort in the state of Andhra Pradesh by FAPPCI also the Indra Gandhi memorial national award for excellence in Industry Management award of Government of Andhra Pradesh for the year 1993 during the last 3 years the Government of Andhra Pradesh has given the following awards “Best management” award for the year 1993. “Best Industrial retain” award conservation award for 1995, to keep the ecological balance they have been nominate by Government of India. For “VRIKSHAMITRA AWARD” best effort of an industrial unit in state of rural department 1994-1995, presented by Chief Minister in March, 1996 “Best family welfare” award for 1996-1997.

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S. No. Year Details

1) 1976 FAPCCI award for best family planning efforts in the state.

2) 1978 FAPCCI award for best industrial promotion/expansion efforts in the state.

3) 1984 Best family planning efforts in the State. 4) 1985 National Productivity award.

5) 1985-86 National award for mines safety. 6) 1986 National Productivity award. 7) 1986-87 National award for mine safety.

8) 1987-88 Andhra Pradesh state productivity award. 9) 1988-89 Best family planning efforts in the State. 10

)

1988-89 Andhra Pradesh state award for best industrial relations.

11 )

1989 Andhra Pradesh Yaajamanya rathna and best Management award.

12 )

1989-1990 FAPCCI award for best family planning efforts in the State.

13 )

1989-1990 NCBM’s National award for energy performance.

14 )

1991-92 Indira Gandhi Memorial National award for excellence in industry.

15 )

1991 FAPCCI award Jawaharlal Nehru silver rolling trophy for best industrial productivity in the State.

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16 )

1993 Mines safety award in Andhra Pradesh.

17 )

1993 Best management award by Andhra Pradesh.

18 )

1994 Commendation Price for best Industrial relations by Andhra Pradesh productivity council.

19 )

1994 Andhra Pradesh State KARMIKARATNA award in consolation Category.

20 )

1994 Mines safety award in Andhra Pradesh.

21 )

1995 Commendation prize for best industrial relations by Andhra Pradesh Productivity council

22 )

1995 Award for mines safety in Andhra Pradesh.

23 )

1994-95 1998-1999

FAPCCI award for best rural development efforts of Industrial unit in the State.

24 )

1995-96 Best workers welfare including family planning by FAPCCI

25 )

1995-96 SRI. SETA RAM RUNGTA Memorial Social Awareness awarded by FIMI

26 )

1996 Commendation prize for best industrial relation by Andhra Pradesh productivity council.

27 )

1996 Andhra Pradesh state award environment & mineral Conservation

28 1997 Mines environmental & Mineral conservation award in Andhra Pradesh state.

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29 )

1998 The “BALATONDON” Gold medal award has been bagged by Basanthnagar lime stone mines for environmental protection from the mining engineers India New Delhi.

30 )

1997-98

1989-199 The “Best Pay roll Saving group award among private sectors. 31

)

1999 Mines environment and pollution Control.

32 )

1999 Mines environment and Pollution Control permanent shield.

33 )

1999 Injury rate performance received form the Dy. Director of General of Mines and Safety.

34 )

1999-2000 2000-2001

Award for environment production in region by the GPPPG.

35 )

2001 Company has got ISO-14001 Certification pertaining to environment form bureau of Indian Standards.

36 )

July-2001 VANAMITHRA Award form the District Collector

37 )

2002 Company has got OHSAS-18001 (Occupational health & Safety)

38 )

2003 Three first prizes in horticulture show (FOR SAPOTA, BANANA, AND CARRABOLLA FRUITS) held at Karimnagar organized by Asst. Director of Horticulture in connection with Shathavahana Kalostavaalu. 39 ) 2003 GPPPG: GODAVARI PRADUSHANA PARYAVARNA PARIRAKSHANAA GOAVAKSHAMU, GODAVARIKHANI. 40 )

2004 Best awards for protecting the environment presented by GODAVARI PRADUSHANA PARYAVARNA PARIRAKSHANAA GOAVAKSHAMU, GODAVARIKHANI

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41 )

2003-04 MISRILALL Jain environmental award by federation of Indian Mineral Industry. FIMI- Federation of India Mineral Industry presented by Dasari Narayana Rao Union Minister of State of Coal Mines.

42 )

2005 Award for the best efforts GODAVARI PRADUSHANA PARYAVARNA

PARIRAKSHANAA GOAVAKSHAMU, GODAVARIKHANI. On the occasion of Earth Day Celebrations.

43 )

2005 Best award for protecting the environment presented by GODAVARI PRADUSHANA PARYAVARNA PARIRAKSHANAA GOAVAKSHAMU, GODAVARIKHANI

(GPPPG) On the occasion of HIROSHIMA DAY “Godavarikhani.

44 )

2006 OUT STANDING ACHIEVEMENT award by all Indian manufactures organization Andhra Pradesh State.

45 )

2006-07 Excellence in rural Development by the FAPPCCI, Hyderabad.

46 )

2007 EXCELLENCE IN CORPORATE SOCIAL RESPONSIBILITY by the FAPPCCI in Hyderabad.

47 )

2008-2009 EXELLENCE IN WORKER’S WELFARE By The FAPCCI in Hyderabad.

ORGANIZATION CHART

Organization chart indicates at a glance the structure of organization of the department heads up to managers. Further the organization chart helps in identifying the channel of communication. The organization chart of Kesoram cement is enclosed.

WELFARE FACILITIES AT KESORAM:

RECREATION CLUB: two auditoriums are provided for the employees to play the indoor games like shuttle, chess and for organization cultural functions.

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LIBRARIES AND READING ROOMS:

A bout 6,000 books are available in the library. All kind of newspapers and magazines are made available in reading rooms for the family reading of the employees and their families.

CANTEEN:

Is provided to cater to need of the employers for supply of snacks, tea, coffee and meals, they are provided with normal charges.

SCHOOL:

English Medium School, Telugu Medium Schools and Oriya medium Schools are provided to meet the education of the requirement of the employee’s children with nominal charges.

DISPENSARY:

The company has provided a dispensary with qualified medical officer and Para medical staffs for the benefit of employees are covered under ESL scheme to avail the medical facilities form the ESI Hospitals.

HOUSE JOURNAL:

A House journal in the name of “BASANTHNAGAR SAMACHAR” is brought out quarterly where in all important activates of the plant are published.

SPORTS & GAMES:

Competition in sports and Games are conducted every year August 15th

Independence Day and January 26 Republic day among the employees.

PROMOTIONS POLICIES & PROCEDURE:

Promotion is generally meant the assignment of a position of higher responsibility to and individual. This would encourage the existing employees providing them with motivation and at the same time opening a source of recruitment at the lower end of the hierarchy for out spiders and employees who are working Kesoram cement has been following policies of filling up

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the vacancies of lower position by promoting the existing employe3es. The company has 4 categories of employees.

1. Bad lies

2. permanent work men 3. supervisory staff 4. Managerial Staff.

PROMOTION POLICY:

The promotions of the staff and officers are based on merit and objective evaluation of the individuals for this purpose. The following criteria are taken as a basis.

a. The qualitative requirement for the concerned position. b. The number of years of experience in the present grade.

c. Performance of the individual in the present position and grade. d. The Potential of the individual for the higher position.

e. Seniority among the existing employees.

PROCEDURE:

• Head of the department shall send his recommendations regarding promotion of individual.

• The personnel department shall scrutinize the recommendations based on the above policy and put up to the Sr. President for approval.

• The movement of and employee not involving promotion or demotion is described as transfer. A transfer normally does not involve a material change in responsibility of compensation.

• Clause 17 of the Kesoram cement standing orders clearly state that “the company shall have the right of transfer an employee from one department to another department or from one department at

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Basanthnagar to Hyderabad office or to any sister concern under this management.

• In the appropriate order a clause is inserted which states that “your services can be transferred to any other department or to any other sister concern of the company time”.

• The developmental activities relate not only to the new recruit but also existing requires further development of certain skills and abilities.

CHAPTER-III

A THEORETICAL

FRAME WORK

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Stress has been called “the invisible”. A disease may affect you. Your organization and any of the people in it, so you cannot afford to ignore it.

Evaluation of stress:

The Garden of Eden began as a tranquil stress environment. However, when Adam was given the tantalizing chance to at the forbidden fruit, he was trust into humankind’s first stressful situation. Adam was offered a choice and, as we know, decision-making is the breeding ground for conflict, frustration and distress.

Definition:

Stress in individual is defined as any interference that disturbs a person’s health, mental and physical well being. It occurs when the body I required to perform beyond its normal range of capability.

Stress is the way that you react physically, mentally and emotionally to various conditions, changes and demands your life. High levels of stress can affect your physical and mental well being and performance.

The results of stress are harmful to individual, families, society and organizations, which can suffer from “Organization stress” Ivancevich and Mattes ion define stress as individual with the environment.

Behar and Newman define job stress as “a condition arising from the interaction of people and their jobs and characterized by changes within people that force them to deviate from their normal functioning”.

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Stress is a dynamic condition, which an individual is confronted with an opportunity, constraint or demand related to what he or win or lose and lowest for those individual who think that winning losing is certainty she desires and for which the outcome is perceive ad to be both uncertain and important. Stress is associated with constraints and demands. The former prevent you from doing what you desire the latter refers to the loss of something desired. Stress is highest for those individuals who perceive that they are uncertain as to whether they will win or lose and lowest for those individuals who think that winning or losing is certainty.

Canadian physician Hans Selye (1907-1982) in his book the stress of life 1956 popularized the idea of stress. According to selye, the general adaptation syndrome consists three phases.

Ce level begins to decline irreversibly. The organism collapses.

Pestonjee has attempted / identified three important sectors of life which stress originates. These are

• Job and the organization

• The social sector

• Intrapsychic sector

Job and organization, refers to the totally of the work environment (task, atmosphere, colleagues, compensation, policies, etc.) The social sector refers to the other such factor. The intrapshychic sector encompasses those things. Which are intimate, and persona, like temperament. Values, abilities and health. It is contended that stress can originate in any of these sector or in combination thereof.

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In the finger below it can be seen that magnitude of stress emanating from the stress to learner limit of the individual to handle to these stress. This indicates a balances state,

ORGANIZATION -0 INDIVIDUAL NORMAL IN INTERACTION PATTERN

S.T.L - STRESS TOLERANCE LEVEL

J O B & O R G C L A _I C O C S _I H U Y S A R T N _I

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In the figure, we find that job and organization loads have increased and have made a dent in the personality. In this stage, we find minor surface changes taking place, which are quite manageable.

MINOR SURFACE CHANGES

Adaptation attempt

a) Extra effort

b) Excessive concern of task c) Worries

d) Anxiety

In the stage three and the figure below, we find that job and organization loads have become unmanageable and interact with intrasycuchic loads. This is the sage at which he negative consequences of the stress become apparent. Most of the stress related diseases emerge at this point. When the situation persists, we move into the next stage in which we state operating beyond the “stress tolerance limit”. J O B & O R G S O C I A L I N T R A S Y U C H

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STRESSORS & LOADERS

MAJOR SURFACE DISFIGURATION

Frantic copying

1. Extra ordinary effort

2. Worry and anxiety about the self 3. Onset of physiological symptoms 4. Aggressive tendencies

Several types of breakdown and cracks are observable in this stage i.e., fourth stage. If unchecked, the situation may culminate into the last and most intense phase wherein complete disintegration of personality takes place. At this stage, the individual requires proper psychological and medical care. The figure below depicts the fourth and fifth stage.

J O B & O R G S O C I A L I N T R A S Y U C H

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STRESS OR LOADS

BREAKDOWNS AND CRACKS: FAILURE IN COPING

A. Work related symptoms Lack of concentration’

Affected clarity thinking & decision – making Frequent absenteeism Affected teamwork Aggressive behavior B. Physiological symptoms Headache / migraine Insomnia Lack of appetite Digestive disorders Sexual disorders Temperamental changes. N D I S O C I A L VT NL L A L J O B & O R G I N T R A S Y U C H I C

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Pestonjee has developed a mode to explain how we cope with stress reaction. It is called the BOUNCE model because the behavioral decomposition taking place due to stress tense to get reflected in interpersonal reactions. The reactions are received and analyzed by the environment, which in turn, bounce back signals to the individuals to bring about a change either at the orgasmic level or at the response level.

THE BOUNCE MODEL STRESSORS

INTRAPSYCHIC ORGANISM RESPONSE

EXTERNAL (PHYSICAL) EXTERNAL (SOCIL)

BORNOUT STRESS SYNDROME

(BOSS):-Boss can lead to at least four types of stress related consequences such as, depletion of energy reverse, lowered resistance to illness, increased dissatisfaction and pessimism and increased absenteeism and inefficiency at work.

Veningle and spradley have identified five distinct stages of BOSS.

HONEYMOON

STAGE:-This stage can be described as accounting for the euphoric feeling of encounter with the new job such as excitement, enthusiasm, challenge and pride, Dysfunctional features emerge in two ways first: the energy reverses are gradually depleted in cooing with the demands of a challenging environment. Second, habits and strategies for coping with the stress are formed in this stage, which is often not useful in coping with later challengers.

E N V I R O N M E N T

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FUEL SHORTAGE

STAGE:-This stage can be identified as composed of the value feelings of loss. Fatigue and confusion arising from the individual’s overdraws on reverses of adaptation energy. Other symptoms are dissatisfaction, inefficiency, and fatigue and sleep disturbances leading to escape activate such as increased eating, drinking & smoking.

CRSIS STAGE:-

When these feelings and physiological symptoms persist over period, the individual enters the sage of crises. At this stage, he develops “escape mentally” and feels oppressed. Heightened pessimism, self-doubling tendencies, peptic ulcers, tension headaches, chronic backaches, blood pressure.

HITTING THE WALL

STAGE:-This stage of BOSS is characterized by total exhaustion of one’s adaptation energy, which may mark the end of one’s professional career while recovery form these stages elude may be resourceful to tide over the crises.

TYPES OF

STRESS:-• It is the stress for the day-to-day adaptability of man to his environment and results in the maintenance of internal steady state (homeostasis) it is known as neuters. For example, one produces neuters in order to breath, work.

• Stress is through of in negative terms. It is thought to be caused by something bad (for example, the boss gives a formal reprimand for poor performance). It the stress response is unfavorable and potentially disease producing, this is known as distress. Constant worry in a susceptible individual can lead to ulcers.

If the stress response is favorable and results is favorable and results in improvement in physical and / or mental functioning, it is called estruses. This is the positive, pleasant side of stress caused by good things. For examples, an employee is offered a job promotion at another I.

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CAUSES OF STRESS

Society the working world and daily life have changer almost beyond recognition in the past 50 years. These changes have contributed to major increase in stress.

Stress is caused from both outside & inside the organization & from groups that employees are influenced by & from employees themselves.

Extra organizational stressors Organizational stressors

Group stressors JOB

Individual stressors Stress

STRESSORS:

The agents or demands that evoke the potential response are referred to as stressors. According to syele a stressors is “whatever produces stress without functioning hormonal or nervous systems”.

EXTRA ORGANISATIONAL STRESSORS:

Extra organizational stressors have a tremendous impact on lop stress. Taking an open system perspective of an organization, it is clear that job stress is not just limited to things that happen inside the organization, during working hours. Extra organizational stressors include things such as social / technological change, the family, relocation, economic & financial conditions, race & class, residential or community conditions.

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ORGANIZATIONAL STRESSORS:

Beside the potential stressor that occurs outside the organization, there are also those associated with the organization itself. Although the organization is made up of groups & individuals, there are also more macro-level dimensions unique to the organization that contains potential stressor.

MACRO – LEVEL ORGANISATION STRESSORS: POLICIES

• Unfair, arbitrary performances reviews

• Rotating works shifts

• Unrealistic job descriptions

STRUCTURES

• Centralization, Lack of participation in decision making

• Little opportunity for advancement

• A great amount of formalization

• Interdependence of departments

• Line – Staff conflicts

PHYSICAL CONDITIONS • Crowding & lack of privacy

• Air pollution

• Safety hazards

• Inadequate lighting

• Excessive, heart or cold

PROCESS

• Poor communication

• Poor / inadequate feedback about performance

• Inadequate / ambiguous measurement of performance

• Unfair control systems

JOB

STRESS

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GROUP STRESSORS:

The group can also be a potential source of stress. Group stressor can be categorized into tree areas

1. LACK OF GROUPS COHESIVENESS:

“Cohesiveness” or “togetherness” is a very important to employees, especially at the lower levels of the organizations. If the employee is denied the opportunity for this cohesiveness because of the task design, because the supervisor does things to prohibit or limit it, or because the other members of the group shut the person out, this can be very stress producing.

2. LACK OF SOCIAL SUPPORT:

Employees are greatly affected by the support of one or more member of a cohesive group. By sharing their problems & joys with others, they are much better off. If this type of social support is lacking for an individual, it can be very stressful.

3. INTRA-INDIVIDUAL, INTERPERSONAL & INTER-GROUP CONFLICT:

Conflict is very closely conceptually or hostile acts between associated with in compatible or hostile acts between intra-individual dimensions, such as personal goals or motivational needs / values, between individuals within a group, & between groups.

INDIVIDUAL STRESSORS:

In a sense, the other stressors (Extra organizational, organizational & group stressors) all eventually get down to the individual level. For example role conflict, ambiguity, self-efficacy & psychological hardiness may all affect the level of stress someone experiences.

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CONSEQUENCES OF STRESS

The effect of stress is closely linked to individual personality. The same level of stress affects different people in different ways & each persons has different ways of coping. Recognizing these personality type means that more focused help can be given.

Stress shows itself number of ways. For instance, individual who is experiencing high level of stress may develop high blood pressure, ulcers, irritability, difficulty in making routine decisions, loss of appetite, accident proneness and the like. These can be subsumed under three categories.

• Individual consequences

• Organizational consequences

• Burnout

INDIVIDUAL CONSEQUENCES:

Individual consequences of stress are those, which affect the individual directly, Due to this, the organization may suffer directly or indirectly, but it is the individual who has to pays for it. Individual consequences of stress are broadly into behavioral, psychological and medical.

• Behavioral consequences of stress are responses that may harm the person under stress or others. Behaviorally related stress symptoms include changes in eating habits, increased smoking or consumption of alcohol, paid speech and sleep disorders.

• Psychological consequences of stress replace to an individual mental health and well-being from or feeling depressed. Job related stress could caused dissatisfaction, infect it has most psychological effect on the individual and lead to tension, anxiety irritability and boredom.

• Medical consequences of stress affect a person’s well being. According to research conducted, it reveled that stress could create changes in metabolism, increase heart and breathing rates, increases blood pressure bring out headaches and induce heart attacks.

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ORGANIZATIONAL CONSEQUENCES:

Organizational consequences of stress have direct affect on the organizations. These include decline in performance, withdrawal and negative changes in attitude.

• Decline in performance can translate into poor quality work or a drop in productivity. Promotions and other organizational benefits get affected due to this.

• Withdrawal behavior also can result from stress. Significant from of withdrawal behavior is absenteeism.

• One main affect of employee stress is directly related to attitudes. Job satisfaction, morale and organizational commitment can all suffer, along with motivation to perform at higher levels.

BURNOUT:

A final consequence of stress has implementation for both people and organizations. Burnout is a general feeling of exhaustion that develops when an individual simultaneously experiences too much pressure and few sources of satisfaction.

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MANAGING STRESS IN THE WORK PLACE

Every responds to stress in a different way, it is only by understanding the nature of individual responses that you can start fighting stress yourself and others.

Reduction or elimination of stress is necessary for psychological and physically well being of an individual. Efficiency in stress management enables the individual to deal or cope with stressful situations instead of avoidance. Strategies like tie management, body – mind and mind body relaxation exercise, seeking social support help individual improve their physical and mental resources to deal with stress successfully.

Apart from helping employees adopt certain coping strategies to deal with stress providing them with the service of counselor is also useful.

Many strategies have been developed to help manage stress in the work place. Some are strategies for individuals and other is geared toward organizations.

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INDIVIDUAL COPING STRATEGIES:

Many strategies for helping individuals manage stress have been proposed.

Individual coping strategies are used when an employee under stress exhibits undesirable behavior on the jobs such as performance, strained relationship with co-workers, absenteeism alcoholism and the like. Employees under stress require help in overcoming its negative effects.

THE STRATEGIES USED AS:

EXERCIESE:-One method by which individual can manage their stress is through exercise. People who exercise regularly are known to less likely to have heart attacks than inactive people are Research also has suggested that people who exercise regularly feel less tension and stress are more conflict and slow grater optimism.

RELAXATION:

A related method individual can manage stress is relaxation. Copying with stress require adaptation. Proper relaxation is an effective way to adopt. Relaxation can take many forms. One way to relax is to take regular Vacations; People can also relax while on the job (i.e., take regular breaks during their normal

THE INDIVIDUAL COPYING

STRATEGIES EXERCISE RELAXATION TIME MANAGEMENT ROLE MANAGEMENT SUPPORT GROUP / NETWORKING BEHAVIORAL SELF – CONTROL COGNITIVE THERAPY COUNSELING REDUCED STRESS

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workday). A popular way of resting is to sit quietly with closed eyes for ten minutes every afternoon.

TIME MANAGEMENT:

Time management is an often – recommended method for managing stress, the ideas is that many daily pressures can be eased or eliminated if a person does a better job of managing time. One popular approach to time management is to make a list, every morning or the thing to be done that day. Then you group the items on the list into three categories critical activities that must be performed, important activities that should be performed and optimal or trivial thing that can be delegated or postpone, then of more of more of the important things done very day.

ROLE MANAGEMENT:

Somewhat related to time management in which the individual actively work to avoid overload, ambiguity and conflict.

SUPPORT

GROUPS:-This method of managing stress is to develop and maintain support group. A support group is simply a group of family member or friends with whom a person can spend time. Supportive family and friends can help people deal with normal stress on an ongoing basis. Support groups can be particularly useful during times of crisis.

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BEHAVIORAL SELF-CONTROL

:

In ultimate analysis, effective management if stress presupposes of self-control on the part of an employee. By consciously analyzing the cause and consequences of their own behavior, the employee can achieve self-control. They can further develop awareness of their own limits of tolerance and learn to anticipate their own responses to various stressful situations. The strategy involves increasing an individual’s control over the situation rather than being solely controlled by them.

COGNITIVE

THERAPY:-The cognitive therapy techniques such as Elli’s rational emotive model and Meichenbaum’s cognitive strategy fir modification have been used as an individual strategy for reducing job stress.

COUSELING:-Personal counseling help employees understand and appreciate a diverse workforce, the holistic approach adopted by the counselor gives him a comprehensive view of the employee as client and enable him to deal the issues of work related problems in a larger context with his awareness of the inter-relationship among problems in adjustment with self, other and environment and that a work concerned will affect life and vice-versa, the employee would receive help regarding the problem in all life.

One of the advantage of the individual interventions is the individual can use these skills to improve the quality of life in offer domains like family, social support and self, thus reducing the negative carry of experiences in these domains into the work life which might affect his occupation mental health.

ORGANISATIONAL

STRATEGIES:-The most effective way of managing stress calls for adopting stressors and prevent occurrence of potential stressors.

Two basic organizational strategies for helping employees manage stress are institutional programs and collateral programs.

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Work Design

Work Schedule Stress management programs

Culture Health promotion programs

Supervision Other Programs

INSTITUTIONAL

PROGRAMS:-Institutional programs for managing stress are undertaken to established organizational mechanism for example, a properly designed job and work schedules can help ease stress. Shift work in particular can constantly have to adjust their sleep and relaxation patterns. Thus, the design of work schedules should be focused of organizational efforts to reduce stress.

The organization’s culture can also used to help to manage stress. The organization should strive to foster a culture that reinforces a healthy mix of work and nonworking activities.

Finally, supervision can play an important institutional role in overload in managing stress. A supervisor is a potential manager source of overload. If made aware of their potential for assigning stressful amounts of work, supervisors can do a better job keeping workloads reasonable.

COLLATERAL PROGRAMS:

In addition, to their institutional efforts aimed at reducing stress, many organizations are turning to collateral programs. A collateral stress program in an organizational program specifically created to help employees deal with stress. The organizations have adopted stress management programs, health promotion programs and other kinds of programs for this purpose.

ROLES OF STRESS IN ORGANISATIONS

INSTITUTIOAL

PROGRAMS COLLATERAL PROGRAMS

ORGANISATIONAL STRATEGGIRS FOR STRESS REDUCTION

EMPLOYEES STRESS REDUCTION

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Stress is a dynamic condition in which an individual is confronted with an opportunity, constraint or demand related to what he or she desired and for which the outcome is perceived to be both uncertain and important. The term stress has many definitions, (Lazarus & Folk man, 1984) defines stress as an internal state which can be caused by physical demands on the body or by environmental and social situations which are evaluated as potentially harmful, uncontrollable, or exceeding our resources for coping. The physical, environmental and social causes of the stress state are termed stressors.

While stress at work will remain a major challenge to occupational health, our ability to understand and manage that challenge is improving. The future looks bright. Work stress is recognized worldwide as a major challenge to worker’s health and the healthiness of their organizations. Workers who are stressed are also more likely to be unhealthy, poorly motivated, less productive and less safe at work. Their organizations are less likely to be successful in a competitive and less safe at work. Their organizations are less likely to be successful in a competitive market.

Stress can be brought about by pressure at home and work. Employers cannot usually protect workers from stress arising outside of work, but they can protect them from stress that arises through work. Stress at work can be a real problem to the organizations as well as for its workers. Good management and good work organizations are the best forms of stress prevention. If employees are already stressed, their managers should be aware of it an know how to help.

Selye (1956) define stress as a nonspecific response of the body to any sort of demand made on it. Seyle defines this “demand", which could include a stimulus or an event, as a stressor and notes that a wide variety of stimuli is capable of producing the same internal stress response. Stressors are external and can come in several different forms, ranging from extreme temperature to a physical assault. According to Seyle, once the individual has been exposed to the stressor, a physiological stress response will occur. This response can be observed through several different measures, including elevated heart rate, dilated pupils, increased blood pressure and galvanic skin response (GSR) (which measures the electrical conductivity of the skin that changes