Stress+Management+Project FHS

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A STUDY ON STRESS MANAGEMENTIN

National Thermal Power Corporation LTD

Ramagundam

A

PROJECT REPORT

SUBMITTED TOKAKATIYA UNIVERSITY

In Partial Fulfillment of Requirement For The Award Of The

"Master of Business Administration"

ByK.REKHA REDDY

(070 18C-l028)

UNDER THE GUIDENCE OF

Mr. E. MANOHAR

DEPARTMENT OF BUSINESS MANAGEMENT

UNIVERSITY POST GRADUATE COLLEGE

KAKATIYA UNIVERSITY,WARANGAL

GODAVARIKHANI, KARIMNAGAR DIST -5052092006-08

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DECLARATIONI hereby declare that this project STRESS MANAGEMENT

done inNTPC Ramagundam is original work by him for the award of partial

fulfillment of the degree of MASTER OF BUSINESS

ADMINISTRATION in HUMAN RESOURCE MANAGEMENT to

"UNIVERSITY P.G. COLLEGE Godavarikhani KAKATIYA

UNIVERSITYis record of bonified work carried out by me.

I also declare that this project is a result of my own effort and that not

been submitted to any other University / Institution for the award of any

degree.

K. REKHA REDDY

07018C-1028

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AC KNO WLEDGEMENTI am very thankful to management of the "National Thermal Power station,

Ramagundam, for extending their-cooperation in completion of project

work.

I am thankful to Prof. Thirumala Rao Garu, Principal of University post

Graduate College, and my LecturerMr. E. Manohar Sir, who constant

guidance had given very valuable suggestions in completing my project

successfully.

It is my immense pleasure to thankSri. P.Gopal Rao (Deputy GMRR)

NTPC, Ramagundam who gave me an opportunity do my project work in an

esteemed organization RSTPSINTPC Plant.

My sincere thanks toSri A.Monoharan,HR Manager (RR-ED) for making

it convenient to undertake project work at NTPC, Ramagundam.

I would like to express my deep sense of gratitudeSri Rajesham Sir, Officer

(HR). My project guide who guide me precisely and without his timely

instructions his report would not have seen light.

I am also grateful to all the Executives and staff of the NTPC,

Ramagundam, for having me an opportunity in their organization to carry on

my project work & their support in bringing out this case study successfully.

K. REKHA REDDY 07018C-1028

UNIVERSITY POST GRADUATE COLLEGE

KAKATIYA UNIVERSITY

GODAVARIKHANI, PIN-505209

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CERTIFICATE

This is certifying that the project work entitled STRESSMANAGEMENT, being submitted by.

K.REKHA REDDY

07018C-1028

In partial fulfillment for the award of "MASTER OF BUSINESS

ADMINISTRATION" at UNIVERSITY POST GRADUATECOLLEGE, GODAVARIKHANI, KARIMNAGAR is a bonafide work

carried out under mysupervision.

PROJECT GUIDE

E. MANOHARFaculty Member

Department ofBusiness Management

University Post-Graduate

College,

Godavarikhani-505209

CONTENTS

Chapter-1 : Introduction 6-28 Introduction of Stress

Organizational Stress

Sources of Stress

Consequences of Stress

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Management of Stress

Chapter-2 : Organization Profile 29-42

Chapter-3 : Data Analysis &Interpretation 43-60

Chapter-4 : Findings and SuggestionsConclusions 61-63

Chapter-5 : QuestionnaireBibliography 64-68

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INTRODUCTION

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Stress has been called the invisible. It is a disease that may affect

you, your organization, and any of the people in it, so you cannot afford to

ignore it.

EVOLUATION OF STRESS:The Garden of Eden began as a tranquil stress environment. However

when Adam was given the tantalizing chance to eat the forbidden fruit, hewas trust into mankinds 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 anyinterference that disturbs a persons healthymental and physical well being. It occurs when

the body is required to perform beyond itsnormal range of capabilities.

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

The results of stress are harmful toindividuals, families, society andorganizations, which can suffer fromorganization stress. Ivancevich andMatteson define stress as individual with theenvironment.

Behr and Newman define job stress as acondition arising from the interaction of peopleand their jobs and characterized by changeswithin people that force them to deviate fromtheir normal functioning.

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Stress is a dynamic condition, which anindividual is confronted with an opportunity,constraint or demand related to what he or shedesires and for which the outcome is perceivedto be both uncertain and important. Stress is

associated with constraints and demands. Theformer prevent you from doing what youdesire, the latter refers to the loss ofsomething desired.

Stress is highest for those individuals whoperceive that they are uncertain as to whetherthey will win or lose and lowest for thoseindividuals who think that winning or losing iscertainty.

Canadian physician Hans Selye (1907-

1982) in his book the stress of life 1956popularized the idea of stress. According toSelye, the General Adaptation Syndromeconsists of three phases.

Ce level begins to decline irreversibly. Theorganism collapses.

Alarm Reaction: The first is the alarm phases. Here the individual

mobilizes to meet the threat. The alarm reaction has two phases. The

first phases includes in initial stock shock phase in which defensive

mechanism become active. Alarm reaction is characterized by

autonomous excitability; adrenaline discharges; increase heart rate,

ulceration. Depending on the nature & intensity of the threat and the

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condition of the organization the period of resistance varies and the

severity of symptoms may differ from mild invigoration to disease

of adaptation.

Resistance: The second is the phase of resistance. The individual

attempts to resist or cope with the threat. Maximum adaptation occurs

during this stage. The bodily signs characteristic of the alarm reaction

disappear. It the stress persist, or the defensive reaction proves

ineffective, it may overwhelm the body resources. Depleted of energy,

the body enters the phase of third.

Exhaustion: Adaptation energy is exhausted. Sings of the alarm

reaction reappear, and the resistance level begins to define

irreversibly. The organism collapses.

Pestonjee has attempted / identified three important sectors of life in

which Stress originates. These are

Job and the organization

The social sector

Intrapsychic sector

Job and organization, refers to the totality of the work environment

(task, atmosphere, colleagues, compensation, policies, etc.). The social

sector refers to the other such factors. The Intrapsychic 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

sectors or in combinations thereof.

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In the figure below it can be seen that the magnitude of stress

emanating from the stress to learner limit of the individual to handle these

stress. This indicates a balanced state.

ORGANIZATION-INDIVIDUAL NORMALINTERACTION PATTERN

S.T.L STRESS TOLERANCE LEVEL

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.

MINIOR SURFACE CHANGES

Adaptation attempta) Extra effort

b) Excessive concern of task

c) Worries

d) Anxiety

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In the stage three and the figure below, we find that job and

organizational loads have become unmanageable and interact with

intrapsychic loads. This is the stage 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 start operating beyond the stress

tolerance limit.

MAJOR SURFACE DISFIGURATIONFrantic copying

1. Extra ordinary effort

2. Worry and anxiety about the self

3. Onset of physiological symptoms4. Aggressive tendencies

Several types of breakdowns 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.

STRESSORS OR LOADS

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BREAKDOWNS AND CRACKS: FAILURE IN COPING

A. Work related symptoms

Lack of concentrationAffected clarity of thinking & decision making

Frequent absenteeism

Affected team work

Aggressive behavior

B. Physiological symptoms

Headache / Migraine

Insomnia

Lack of appetite

Digestive disordersSexual disorders

Temperamental changes.

Pestonjee has also developed a model to explain how we cope with

stress reactions. 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 & 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 MODELSTRESSORS

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BORNOUT STRESS SYNDROME (BOSS):-Boss can lead to at least four types of stress related consequences such

as, depletion of energy reverses, 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 describe as accounting for the euphoric feeling ofencounter 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 coping with the demands of a challenging

environment. Second, habits and strategies for coping with stress are formed

in this stage which is often not useful in coping with later challenges.

FUEL SHORTAGE STAGE:-This stage can be identified as composed of the value feelings of loss,

fatigue and confusion arising from the individuals overdraws on reverses of

adaptation energy. Other symptoms are dissatisfaction, inefficiency, andfatigue and sleep disturbances leading to escape activate such as increased

eating, drinking & smoking.

CRISIS STAGE:-

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When these feelings and physiological symptoms persist over period

of time, the individual enters the stage of crisis. At this stage he develops

escape mentality 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 ones

adaptation energy, which may mark the end of ones professional career.

While recovery from this stage elude may be resourceful to tide over the

crises.

TYPES OF STRESS:- It 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 know as neustress. For example, one

produces neustress 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 stress caused by good

things. For examples an employee is offered a job promotion at another I.

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DEFINING STRESS AT WORKChange in working practices, such as the introduction of new

technology or the alternation of new technology or the alternative of targets,

my cause stress, or stress may be built into an organizations structure.

Organizational stress can be measured by absenteeism and quality or work.

ORGANIZATIONAL STRESS:-Stress affects as well as the individual within them. An organization

with a high level of absenteeism, rapid staff turnover, deteriorating industrial

and customer relations, a worsening safety record, or poor quality control is

suffering from organizational stress.

FOLLOWING THE PAT OF STRESS THROUGH INORGANIZATION:-

The below chart shows one example of the structure of a department

in an organization, indicating typical causes of stress that may effect stress atcertain levels in the structure, and particular.

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Causes that are affecting individuals. Stress is contagious; anyone who is not

performing well due to increases the amount of pressure on their colleagues,

superiors, and subordinates.

The cause may range from unclear or overlapping job descriptions, tolack of communication, to poor working conditions, including sick building

syndrome.

POTENTIAL SOURCES OF STRESS:There are three categories of potential stressors:

Environmental factor

Organization factor

Individual factors

Environmental factors:Just as environmental uncertainty influences the design of an

organization. Changes in business cycle create economic uncertainties.

Political uncertainties:

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If the political system in a country is implemented in an orderly

manner, there would not be any type of stress.

Technological uncertainties: New innovations can make an employees skills and experiences

obsolete in a very short period of time. Technological uncertainty therefore

is 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 them stress.

Organization factors:There are no storages of factors within the organization that can cause

stress; pressures to avoid error or complete tasks in a limited time period,

work overload are few examples.

Task demands are factors related to a persons job. They include thedesign of the individuals job working conditions, and the physical work

layout.

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 employees 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 are pressures created by other employees. Lack

of social support from colleagues and poor.

Interpersonal relationships can cause considerable stress, 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

made. Excessive rules and lack of participation in decision that affect anemployee are examples of structural variables that might be potential

sources of stress.

Potential sources Consequences

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Organizational leadership represents the managerial style of the

organizations senior executive. Some executive officers create a culture

characterized by tension, fear, and anxiety. They establish unrealistic

pressures to perform in the short-run impose excessively tight controls and

routinely fire employees who dont measure up. This creates a fear in their

hearts, which lead to stress.

Organizations go through a cycle. They are established; they grow,

become mature, and eventually decline. An organizations 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 factors:The typical individual only works about 40 hrs a week. The

experience and problems that people encounter in those other 128 non-workhrs each week can spell over to the job.

Family problems: National surveys consistently show that people hold family and

discipline, troubles with children are examples of relationship problems that

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create stress for employee and that arent 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 troubles that can create stress

for employees and distract their attention from their work.

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CAUSES OF STRESSSociety the working world and daily life have changed almost beyond

recognition in the past 50 years. These changes have contributed to a major

increase in stress.

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

Stressors:The agents or demands that evoke the potential response are referred

to as stressors. According to Syele a stressors is Whatever produces stress

with or without functioning hormonal or nervous systems.

Extra organizational stressors:Extra organizational stressors have a tremendous impact on job 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.

Organizational stressors:Besides the potential stressors that occur 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 stressors.

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MACRO-LEVEL ORGANIZATIONAL STRESSORS:POLICIES

Unfair, arbitrary performance reviews.

Rotating works shifts.

Inflexible rules.

Unrealistic job descriptions.STRUCTURES

Centralization; Lack of participation in decision making.

Little opportunity for advancement.

A great amount of formalization. JOB

Interdependence of departments. STRESS

Line-Staff conflicts.

PHYSICAL CONDITIONS

Crowding & lack of privacy.

Air pollution. Safety hazards.

Inadequate lighting.

Excessive, heat or cold.

PROCESS

Poor communication.

Poor / inadequate feedback about performance.

Inaccurate / ambiguous measurement of performance.

Unfair control systems.

Inadequate information.

GROUP STRESSORS:

The group can also be a potential source of stress. Group stressors can

be categorized into three 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, orbecause 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,

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they are much better off. It this type of social support is lacking for an

individual, it can be very stressful.

3. Intra-Individual, interpersonal & inter-groupconflict:-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 STRESSThe effect of stress is closely linked to individual personality. The

same level of stress affects different people in different ways & each person

has different ways of coping. Recognizing these personality types 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 consequence 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 divided 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 productivity, turnover, as well as 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 felling depressed. Job related stress

could cause dissatisfaction, infact it has most psychological effect on

the individual and lead to tension, anxiety irritability, and boredom.

Medical consequences of stress affect a persons well being.

According to a research conducted, it revealed 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 form 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 placeEvery 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

physical well being of an individual. Efficiency in stress management

enables the individual to deal or cope with the 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.

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

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relationship with co-workers, absenteeism alcoholism and the like.

Employees under stress require help in overcoming its negative effects. The

strategies used are:

Exercise:-

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 greater 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 breaksduring their normal 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 idea 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 thins 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 things that can be delegated or postponed,

then of more of the important things done every day.

ROLE MANAGEMENT:-Some what related to time management in which the individual

actively works to avoid overload, ambiguity and conflict.

SUPPORT GROUPS:-

This method of managing stress is to develop and maintain supportgroup. 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

exercise of self-control on the part of an employee. By consciouslyanalyzing the cause and consequences of their own behavior, the employees

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 individuals control

over the situations rather than being solely controlled by them.

COGNITIVE THERAPY:-The cognitive therapy techniques such as Ellis rational emotive

model and Meichenbaums cognitive strategy fir modification have beenused as an individual strategy for reducing job stress.

COUNSELING:

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 concern will effect personal 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 effect his

occupation mental health.

ORGANIZATIONAL STRATEGIES:-

The most effective way of managing stress calls for adopting stressorsand 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 Stress Management programsWork schedules Health promotions programs

Culture Other programs

Supervision

Institutional programs:-

Institutional programs for managing stress are undertaken to

established organizational mechanism for example, a properly designed job

and word 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 a focused of organizational efforts to reduce

stress.

The organizations 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.

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COMPANY PROFILEEnergy is important parameter in the overall economic development

activity of any country. It has become synonymous with progress in all

fields of activities. Its standard of living in the words of DAGLI is as

follows it is said that the difference between a starving Indian peasant and a

prosperous American farmer is that behind his elbow the India farmer has

almost nothing while his American counterpart has thousands of hours

power. This, it is energy, which is the dividing line between any substance

economy and a highly developed economy. India is poor and American is

rich because America consumes nearly 50 times as much energy as is

consumed by India. Energy is at the heart of the modern industrial society. It

could also be effective weapon in the battle against object poverty.

There is a close correlation between energy consumption and level ofeconomic development. Energy means capacity of doing work. There are

various sources of energy but in India the important sources are coal,

hydroelectricity. Oil and natural gas, nuclear fuels fire wood and animal

wastes. Despites the development of various sources in the energy sector, the

fact still remains that low last energy sources like fire wood, cattle drug and

vegetable wastes account for as much at 45 percent of energy consumption

in the country.

Power development in India began in 1897 when a 200KW hydro

station was first commissioned at Darjeeling, in 1899 a first steam station

was set up in Calcutta with a total of 100kw. There after, a series of hydro

and steam power station were commissioned. But the power development

was not in a systematic and planned manner in the country. Therefore, in

order to achieve the objective of promoting the co-ordination development

and rationalization of generation, transmission and distribution of electricity

on a regional basis throughout the country in the most efficient and

economic way the state electricity board (SEBs) was constituted in the

various states of the country under the provisions of the electricity (supply)

act 1948. These SEBs, were to enjoy the monopoly in respect of generation,transmission and distribution of electricity in the country. After constitution

of SEBs, there was phenomenal improvement in the development of

installed capacity and power generation. The efficiency of working of power

plant and their maintenance have been unsatisfactory as a result of which the

power generating capacity already created could not have been fully utilized.

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Power is the single factor, which changed the way of living. The

National Thermal Power Corporation Limited, established on November 7th

in 1975, has become the most important infrastructure input for improving

the standard of living to meet the growing demand and to fulfill the needs of

the country. Just in 29 years this company has grown to be the largest

producer of power in the country. NTPC the NAVARATNA power giant

today generates one fourth of the total power in the country and it is ranked

9th largest thermal power generating utility in the world.

Keeping the significance of power supply in sight, NTPC has been

chosen for the purpose of the study as it has many units under its control.

Ramagundam Super Thermal Power Station (RSTPS) has been selected for

the study.

BRIEF HISTORY OF NTPC:

Power The single factor which changed the way in which man livedfor millions of years, has become the most important infrastructure input for

improving the standard of living both directly as well as indirectly by way of

contributing in the economic development to make available to the nation

reliable & quality power in increasingly large quantities. NATIONAL

THERMAL POWER CORPORATION LTD was formed in 1975; NTPC

Ramagundam unit with approved capacity of 260MW and installed capacity

of 21OOMW is the largest Thermal Power plant powering South India's

growth. Ramagundam unit of NTPC credited with first ISP 14001 certified

Super Thermal Power Station in our country.

NTPC a front runner in the Indian Power sector in one of the larges &

the best power utilities of the world, there by contributing of India's

emergence as one of the world's leading economies. The World Bank, in its

performance audit report on NTPC's projects observed that.

"NTPC record in plant construction, cost containment & operating

efficiency has been exceptional, while as an institution it has broken new

ground in Organization & Management, successfully navigated the

transition from constructions to operating company & generally coped quitewell with the problems of rapid expansion".

Two corporations The National Hydro Electric Power Corporation

(NHPC) & National thermal Power Corporation (NTPC) were set in 1975

-76 in the center sector as a step to achieve the objectives. The company

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started functioning in March 1976 with the appointment of a chairman &

Managing Director.

LOCATION:The 2100 MW Ramagundam Super Thermal Project is located in

Karimnagar District of Andhra Pradesh to the South of river Godavari. The

project is linked to the south Godavari Coal field or the Singareni Collieries.

NTPC ACTIVITIES:1. Planning & Investigation of new sites, preparation of feasibility

prospect report & the designing as well as engineering of power

station.

2. NTPC also manages the 720 MW Badarpur Thermal Power Station in

Delhi & 270 MW BALCO Captive power plant (M.P)

3. Operation & Maintenance of Power Stations.

4. Research & development in area related to power generation5. NTPC also bagged a turnkey contract for the construction of21 Sub -

stations from Nepal electricity authority.

6. The R &D using of NT PC has been instrumental in enhancing the

reliability of plant & equipment.

OBJECTIVES OF NTPC: To add generating capacity with in prescribed time & cost. To operate

& maintain power stations at high availability ensuring minimum cost of

generation. It has planned massive growth to make itself a 40,000 MW

company.

To maintain the financial soundness of the company by managing the

financial operations in accordance with good commercial utility

practices.

To function as a responsible corporate citizen & discharge social

responsibility, in respect of environment protection and rehabilitation.

The corporation will strive to utilize the ash produced at its stations to

the maximum extent possible through production of ash bricks,

building materials etc.

To adopt appropriate human resources development policy leading tocreation of team of motivated and competent power professionals. To

introduce, assimilate & attain self sufficiency in technology, acquire

expertise in utility mgt. Practices to disseminate knowledge

essentially as a contribution to other constituents of the power sector

in the country.

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To develop R&D for achieving improved plant reliability

To expand the consultancy operations & to participate in ventures

abroad.

CORPORATE OBJECTIVES:

To add generating capacity with in prescribed time & cost. To expand the constancy operations & to participate ventures aboard.

To maintain the financial soundness of the company by m aging the

financial operations in accordance with good commercial utility.

To operate and maintain power stations at high availability ensuring

minimum Cost of generation.

To develop (R&D) for achieving improved plant reliability.

To develop appropriate commercial policy leading to remunerative

tariffs & minimum receivables.

Implement strategic diversification in the areas of R&M. Hydro. LNGand Non conventional and eco-friendly fuels and explore new areas

like transmission information technology etc.

Promote consultancy.

Make prudent acquisitions. Continuously develop competent human

resources to match world standards.

Be a responsible corporate citizen with thrust on environment

protection rehabilitation and ash utilization.VISION OF NTPC:TO BE ONE OF THE WORLD'S LARGEST AND BESTPOWER UTILITIES. POWER INDIA'S GROWTH

CORE VALUES (COMIT)

Customer focus.

Organizational pride.

Mutual Respect and Trust.

Initiative and speed total quality.

Total Quality.

MISSION OF NTPC:Make available reliable, quality power in increasingly large quantities

at appropriate tariffs, and ensure timely realization of revenues. Speedily

plan and implement power projects, with contemporary technologies.

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DISTRIBUTION OF POWER OF NTPC RAMAGUNDAM

S.No State Distributed Percentage

Capacity (MW) (%)

1. Andhra Pradesh 580 27.619

2. Tamil Nadu 470 22.381

3. Karnataka 345 16.429

4. Kerala 245 11.667

5. Goa 100 4.762

6. Pondicherry 50 2.381

7. Unallocated 310 14.762

PERFORMANCES:NTPC stations & the NTPC manage Badarpur station has been

accredited with ISO 14001 for sound environment management system &

practices.

FINANCIAL PERFORMANCE:

NTPC recorded a provisional turnover of Rs.30000 crores during2004-05 as against Rs.25184 crores during 2003-04. The provisional net

profit after tax for 2003-04 is Rs.4905 crores, as compared to Rs.5500 crores

last year. The provisional Return on Capital Employed (ROCE) and Return

on Net worth (RONW) are 12.31 % and 14.13% respectively for the year

2004-05. An interim dividend of Rs.400 Crores has been paid to the

Government for 2003-04.

The total out standings as on 31.10.2005 stood at Rs 26078.96 crores

including a principal amount of Rs.16049.55 crores.

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STATION HIGH LIGHTS:

Record haulage of coal in single day of 78,720 MT on 29 June 1998Asian record.

Station recorded highest loading factor of 99.4% for the yr 1999 2000

Continuous run or VI unit (500MW) for 406 days, third best in theworld.

Ramagundam 500MW unit-7 (stage-III) has successfully completedone year of commercial operation on 25.03.06 without any tube

leakage. The unit generated 3802.492 MUs @ a PLF of 86.81%.

Considering the loss of generation of 297 MUs due to backing down,

the deemed, PLF is 93.590/0. The unit also has achieved a continuous

run of 97 days without tripping in the first year of operation itself.

Ramagundam station achieved 47.94% (18.63 LMT) of Ashutilization during the financial year against the target of 47% (18.20

LMT).

Ramagundam & Simhadri were recommended for commendationcertificate for storage commitment to Excel by G1II.

Ramagundam bagged Innovative safety practicesaward for the year2005 from institution of Engineers.

Ramagundam station bagged Best Management award from Govt. ofAI fur the year 2004-05.

NTPC Ramagundam bagged golden shied for the financial years2000-01, 2001-02, 2002-03 and 2003-04 for outstanding performance

in power generation.

Installed capacity of NTPC Projects:

Projects No. of Projects Commissioned Capacity

(MW) NTPC OWNED 13 19,980

COAL 07 3,955

GAS/LIQ.FUEL

ONED BY JVCs

COAL 3 314

GRAND

TOTAL

23 24.249

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Capacity power plant under JV with SAIL

Coal based projects:

Sl.No. Coal Based State Commissioned Capacity

1. Singrauli Uttar Pradesh 2,000

2. Kobra Chhattisgarh 2,100

3. Ramagundam Andhra Pradesh 2,600

4. Farakka West Bengal 1,600

5. Vidhyachal Madhya Pradesh 1,600

6. Rihand Uttar Pradesh 2,200

7. Kahalgoan Bihar 2,000

8. Dadri Uttar Pradesh 840

9. Tacher Kaniha Orissa 840

10. Unchahar Uttar Pradesh 3,000

11. Tacher Thermal Orissa 84012. Simhadri Andhra Pradesh 3,000

13. Tanda Uttar Pradesh 440

Total 19,980

@ Capacity presently under implementation.

Vindyachal 1000 MW

Unchahar 210 MW

Kahalgoan State II

Phase I 1500 MW

Phase II 1000 MW

Gas Based Projects:14. Anta Rajasthan 413

15. Auralya Uttar Pradesh 652

16. Kawas Gujarat 645

17. Dadri Uttar Pradesh 817

18. Jahanor-Gandhar Gujarat 648

19. Kayamkulam Kerala 350

20. Faridabad Haryana 430 Total 24,249

Grand total (Coal + Gas + JV)

Capacity Power station managed State Installed

By NTPC (MW)

21. Badarpur Delhi 705

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Sterling Performance of 2005-06:-1. The company takes a new name NTPC Limited aligned to its new

business plans.

2. The company market capitalization J11 crosses Rs. One trillion (Rs.1,00,000 crore) and is one of the top three largest Indian companies in terms

of market cap.

3. A highest ever generation of 170.88 BVs during 2005-06 registering an

increase 017.40% over the generation of 159.11 BVs during 2004-05.

4. With 19.51% [including capacity of joint venture companies] share of

the total installed capacity of the nation, NTPC contributed 27.68%

electricity generated in the country during 2005-06.

5. Coal stations of NTPC achieved an operating availability of 89.95%.

6. Coal stations of NTPC recorded a PLF of 87.54%, which is the highest

for any financial year since inception; Tilt PLF during previous year was87.51%.

7. 100% realization for the third year in succession.

8. Provisional and un audited net sales of Rs. 2,59,928 million during the

year 2005-06 as against Rs. 2,25,316 million for the year 2004-05. however,

provisional and un audited Gross Revenue is Rs. 2,86,473 million during

2005-06 as against Rs. 2,55,460 million for the year 2004-05.

9. Provisional and un audited net profit after tax for the year 2005-06is Rs.

57,076 million a compared to Rs. 58, 070 million during the year 2004-05.

10. Total capacity added during the year four years of 10

th

plan period(2002-2006) increases to 4000 MW with another 500 MW getting added

during the far company to 24,249 MW (including capacity of Joint venture

companies).

11. Construction works on 9470 MW in progress.

12. Further projects with capacity of 3720 MW under bidding process.

13. Ratnagiri Gas and power supply Pvt Ltd formed \\ith NTPC having a

stake of 28.33% for taking over and operating the Dabhol power project.

14. The Government allots 7 mort coal mining blocks to NTPC for

capacity use taking the total mines allotted to 8 with an expected output of

50 MT per annum.15. A consortium comprising of NTPC and two other members allotted an

exploration block in Arunachal Pradesh.

16. Capital expenditure incurred in 2005-06 on capital scheme was Rs.

71,879 million compared to Rs. 53,603 million in 2004-05 capital outlay for

2J0607 set at Rs. 1,13,250 million.

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17. A USD 1 Bn medium Tern Note programme established. NTPC

becomes the first Indian corporate since 1997 to make successful offering of

10 year fixed rate amounting to USD 300 million.

18. Standard & Poors have revised outlook on the rating of the company

from stable to positive while affirming the BB+ issuer rating.

19. An interim divided o 20% for the financial year 2005-06 amounting to

Rs. 16,491 million.

20. Government has assigned NTPC the consultant role to modernize and

improve several plants across the country in the partnership In Excellence

program of the government.

21. Collaborating the government in the Rajiv Gandhi Grameen

Vidyutikaran Yojuna.

22. NTPC has also taken up Distribution Generation for rural electrification

of remote villages through non-conventional energy sources.

23. Simhadri project receivers international project management award

instituted by International project management Association (IMPA) NTPC isthe only Asian Company that has received this award.

24. Ranked 3rd Great Place to work for in India by M/S Grow Talent and

Business world 2005.

25. NTPC has achieved all the targets to be rated Excellent during 2005-

06 for the nineteenth year since inception of the MOU system.

NTPC ORGANIZATION AND FUNCTIONS:The organizations design is one of the main factors, which ultimately

determines the effectiveness of enterprises.

The board of directors is the supreme policy making body, which give

the direction to the activities of the organization. The head of this board is

the chairman & managing director who is also the full time chief executive

of the company. The members of this board are both full-time directors as

well as senior level officers.

The basic divisions, which are accountable to CMD, Are:

1. Technical and Engineering division.

2. Corporate Commercial division.

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3. Operation Services division.

4. Corporate Finance division.

5. Corporate Human resources division.

6. Corporate Projects Division.

7. Vigilance division.

NTPC RAMAGUNDAM

The foundation stone for RSTPS was laid on 14-11-1978 by Sri.

Morarji Dessai then Prime minister of India.

Ramagundam a vibrant 2600 MW station is a largest Thermal Power

station in South India with three 200 MW & three MW and 1 500 sets andalso one of the largest in the country. Its emergency has put the Southern

States one step ahead in their effort to meet their power requirement.

Third in the series super Thermal Power Station set up by NTPC

Ramagundam. It is situated in the interiors of Andhra Pradesh on the banksof Godavari River in Karimnagar District of Telangana, just across the old

pitheads of Singareni Collieries.

Ramagundam has been raising at this time & earned the proud

destination of being the only station in the country to omission all the seven

units ahead of schedule, constructed at a cost of Rs. 1702 crores, the station

has been one of the largest recipient its of the world Bank. Its project

implementation & financial control has earned a path from the World Bank

Ramagundam a be considered as the school for construction of Power

projects. The major external financing sources are IBRD, IDA & OPEC.

Ramagundam generation proportion has achieved the Govt. of India

meritorious productivity award as many four times. The beneficiaries of

RSTOS are Andhra Pradesh, Tamil Nadu, Karnataka, Goa and Pondicherry.

The plant load factor for the year 2003-04 was 8.3% and it stood in

the fourth place the NTPC station.

To cater to the growing demand for power the seventh unit of 500

MW is being added. The station had required infrastructure facilities and the

commitment of the employee. The project after completion will be the

largest power station supplying power to the Southern Grid. The Honorable

Union Minister of the Power Sri. Suresh Babu in the presence if Sri. N.Chandra Babu Naidu, Honorable Chief Minister of Andhra Pradesh laid the

foundation on 11th Jan 2002 and completed ahead of schedule.

COMPANY AT GLANCE

Installed Capacity : 2600MW

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Unit Sizes : 3X200MW

4X500MW

Units Commissioned : Unit- I October, 1983

Unit- II May, 1984

Unit- III December, 1984

Unit- IV June, 1988

Unit- V March, 1989

Unit- VI October, 1989

Unit- VII November 2000

Transmission System : 2400 cks -400KV

Source of Coal : South Godavari Coal fields

of Singareni Colleries

Water Sources : Sri Ram Sagar Project

Beneficiary States : Andhra Pradesh, Tamil Nadu,

Karnataka, Kerala, Goa and

Pondicherry.Approved investment : Rs. 3877.68 crores

Coal Consumption : 8.6 million tones per annum

Water Consumption : 250 cusec

Coal Transportation : (MGR) Merry-or-round system

of 22.5 kms Indian Railway.

Total Land : 10,000 Acres.

RESEARCH METHODOLOGY

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Discuss the research design, research problems, important of the

study, scope and significance of the study, source of data, questionnaire,

sample design statistically techniques used, and objective of the study and

limitations of the study.

RESEARCH DESIGN:A research design is an arrangement of conditions for collection and

analysis of data in a manner that aims to combine relevance to the research.

Purpose with economy in procedure. It is the conceptual structure

within which research is conducted and it constitutes the blueprint for the

collection, measurement and analysis of data. It includes an outline of what

the researcher will do from within the hypothesis and its operational

implications to the final analysis of data.

The research design used for the study is descriptive design.Descriptive research design includes surveys and fact finding enquires of

different kinds. The major purpose of descriptive research is description of

the state of affairs, as it exists at present.

SOURCE OF DATA:The relevant data has been collected from the primary sources and

secondary sources. The primary data is collected by a questionnaire from the

employees. For this purpose of data collection, the questionnaire was

circulated among the employees to collect information. The secondary data

is collected by news paper company journals, magazines websites etc.

QUESTIONNAIRE ADMINISTRATION:The questionnaire was prepared after counseling with the officer.

Employee relations of the HR department of NTPC. The researcher prepared

a set of questionnaire. A four point scale strongly agree to strongly

disagree was used for this purpose.

SAMPLE DESIGN:

A sample of 150 respondents was taken using random sampling. Theresearcher contacted the executive personally and brief summary of the

nature of the study and details in the questionnaire were narrated to them.

PERIOD OF STUDY:

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The present study had been undertaken for period of 6 weeks, in

which it had divided into three stages as such. Stage I is of research problem

and collection the literature of the topic chosen. Stage II is of analysis and

interpretations by using different statistical tools, findings and

recommendations.

STATISTICAL TOOLS USED:For the purpose of present study percentage analysis was used.

LIMITATIONS OF STUDY:1. The sample size chosen is covered only a small portion of the whole

population of NTPC, Ramagundam.

2. The study is confined to limited period i.e. Six weeks.

3. Accuracy of the study is purely based on the information as given by

the respondents.

4. Data collected cannot be asserted to the free from crores, as thesample size restricted to the employees.

HIERARCHY OF MANAGEMENT

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1. How often do you say the word I am busy or I am having hard

time At the work place?

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Options Response ( % )

Very often 9

often 26

Rarely 28

Very rarely 25

Never 12

0

5

10

15

20

25

30

Very

Often

Often Rarely Very

rarely

Never

Response

Interpretation:

As is evident from the chart, majority of the respondents (52%) rarely

and very rarely says that they are busy at work place.

2. You think physical environment problem in the work place cause

Stress? ( Temperature, lighting, gases, dust )


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Strongly agree 26

Agree 36

Cannot say 16

Disagree 16

Strongly disagree 6

0

5

10

15

20

25

30

35

40

Strongly

agree

Agree Cannot

say

Disagree Strongly

disagree Respons

Interpretation:

Opinion of study reveal that, majority of the respondents (62%) agree

with physical environment (Temperature, Lighting, Gases and Dust) causes

Stress.

3. You feel time pressure to complete work?


Strongly agree 10

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Agree 41

Cannot say 13

Disagree 28

Strongly disagree 8

0

5

10

15

20

25

30

35

40

45

Strongly

agree

Agree Cannot

say

Disagree Strongly

disagree Respons

Interpretation:

The finally yet importantly, the question asked about the

employees, majority of the employees (51%) of the NTPC agree and

strongly agree with above statement.

4. Do you feel lack of co-operation in office?


Very often 9

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often 26

Rarely 16

Very rarely 17

Never 32

0

5

10

15

20

25

30

35

40

45

Strongly

agree

Agree Cannot

say

Disagree Strongly

disagreeRespons

Interpretation:

As is evident from the chart, majority of the respondents (68%)

faced lack of co-operation in office remaining (32%) of employees

never faced lack of co-operation in organization.

5. Family problems cause stress?


Strongly agree 19

Agree 41

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Cannot say 11

Disagree 19

Strongly disagree 10

0

5

10

15

20

25

3035

40

45

Strongly

agree

Agree Cannot

say

Disagree Strongly

disagree Respons

Interpretation:


strongly agree and agree with family problems causes stress.

6. Do you have problem of BP / sugar / any other health problems?


Very often 5

often 17

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Rarely 19

Very rarely 12

Never 47

0

5

10

15

20

25

30

35

40

45

50

Very

Often

Often Rarely Very

rarely

Never

Response

Interpretation:

As is evident from the chart, majority of the respondents (47%) said

dont love health problems like BP, sugar.

7. Physical exercise & yoga reduce the stress?


Strongly agree 39

Agree 36

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Cannot say 11

Disagree 9

Strongly disagree 5

0

5

10

15

20

25

30

35

40

Strongly

agree

Agree Cannot

say

Disagree Strongly

disagree Respons

Interpretation:


agree with above statement that by doing physical exercise & yoga

stress will be reduced.

8. Meditation & prayer to reduce the stress?


Strongly agree 40

Agree 37

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Cannot say 14

Disagree 6

Strongly disagree 3

0

5

10

15

20

25

30

35

40

Strongly

agree

Agree Cannot

say

Disagree Strongly

disagree Respons

Interpretation:


agree with above statement that meditation & prayer to reduce the

stress.

9. Lack of communication causes stress?


Strongly agree 13

Agree 55

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Cannot say 17

Disagree 9

Strongly disagree 6

0

10

20

30

40

50

60

Strongly

agree

Agree Cannot

say

Disagree Strongly

disagree Respons

Interpretation:


agree with above statement i.e. lack of communication causes stress.

10.Spending time with your family reduces stress?


Strongly agree 35

Agree 44

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Cannot say 9

Disagree 8

Strongly disagree 4

0

5

10

15

20

25

30

3540

45

Strongly

agree

Agree Cannot

say

Disagree Strongly

disagree Respons

Interpretation:


agree with above statement i.e. appending more time with family

reduces stress.

11.Improving working conditions, reduces the stress?


Strongly agree 26

Agree 56

Cannot say 8

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Disagree 7

Strongly disagree 3

0

10

20

30

40

50

60

Strongly

agree

Agree Cannot

say

Disagree Strongly

disagree Strongly

Interpretation:


agree with improving working conditions in office stress will bereduce.

12.Rational allocation of work reduces the stress?


Strongly agree 11

Agree 55

Cannot say 20

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Disagree 10

Strongly disagree 4

0

10

20

3040

50

60

Strongly

agree

Agree Cannot

say

Disagree Strongly

disagree Respons

Interpretation:

As is evident from the chart, majority of the respondents (66%)agree with rational allocation of work reduces the stress.

13.Financial motivations reduce the stress?

Options Response ( % ) Strongly agree 12

Agree 43

Cannot say 32

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Disagree 10

Strongly disagree 3

0

5

10

1520

25

30

35

40

45

Strongly

agree

Agree Cannot

say

Disagree Strongly

disagree Respons

Interpretation:


agree with above statement i.e. financial motivation reduces the stress.

14.Training & Development programs help to cope-up with new

technology reduces the stress?


Strongly agree 16

Agree 52

Cannot say 21

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Disagree 8

Strongly disagree 3

0

10

20

30

40

50

60

Strongly

agree

Agree Cannot

say

Disagree Strongly

disagreeRespons

Interpretation:

As is evident from the chart, majority of the respondents (68%)agree with above statement i.e. training and development with

changes.

15.Need for family counseling is required?


Strongly agree 11

Agree 29

Cannot say 28

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Disagree 19

Strongly disagree 13

0

5

10

15

20

25

30

Strongly

agree

Agree Cannot

say

Disagree Strongly

disagree Respons

Interpretation:


agreed that family counseling is needed to plan and over come the

stress.

16.Relaxation reduces the stress?


Strongly agree 32

Agree 48

Cannot say 13

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Disagree 6

Strongly disagree 1

0

10

20

30

40

50

Strongly

agree

Agree Cannot

say

Disagree Strongly

disagree

Respons

Interpretation:


agree with above statement i.e. relaxation (holydays, leaves, family,

tours etc.) reduces stress.

17.Following safety precautions reduces the stress?


Strongly agree 15

Agree 50

Cannot say 21

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Disagree 10

Strongly disagree 4

0

5

10

15

20

25

Strongly

agree

Agree Cannot

say

Disagree Strongly

disagree

Respons

Interpretation:As is evident from the chart, majority of the respondents (65%)

agree with above statement i.e. following safety precautions stress is

reduced.

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FINDINGS & SUGGESTIONSFINDINGS:

The finding of the present revealed the following.

Most of the respondent fall under law stress category.

Thee is in significance relationship between stress &

demography factors i.e. age, experience & designation.

The following dimensions of personal policies & practices of

the organization have contributed to stress among employees.

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Respondents who fall under the E2A & E5 grade are more

stressed in comparison with the other grade.

The organization falls a very tall structure of stress among hierarchy

& this is one of the reasons for employees being stressed.

There is no significancant difference of stress among

employees working in plant & other departments. The employees working in the plat gave a positive response in

answering the questionnaire

SUGGESTIONS:A Small percentage of the employees did have high stress. Person

facing stress at the organizational level of lot of psychological problems in

the form of decreased motivation, absenteeism low productivity targets not

being achieving etc. as a reedy for the above said employees facing stress

are advised to attend stress management courses which will help them to

build coping strategies and cause out their stress. The stress managementcause comprise of a package program consisting of:

Relaxation

Positive outlook towards works / responsibilities

Self analysis through personality type testes

Inter personal skill development

Protection yoga cum meditation

Time management

Since T & D job related factors, performance appraisal & job

satisfaction were perceived stressful by the employees, the

employees should be counseled regarded the matter

At the individual level the employees could practice a relaxing

holiday (where in quality time is spent with the family) every

fortnight or mouth

Realize excessive use of tea / coffee cigarette is not answer to

stress

Try to get 6-7 hrs of continuous sleep per day

CONCLUSIONCONCLUSION:

The present study was conducted at NTPC in Ramagundam.

The aim was to find the stress levels, personality type of the

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employees. This was done using a detailed questionnaire. The study

reveled that fall under low stress category only a small percentage is

highly stressed & needed prevailing in the organization to some

extent.

At the end of the study, we can conclude that through there are

signs of stress among the employees & such stress is affecting their

behaviors, it can be controlled & reduced effectively.

This can be done by giving counseling & incorporating the

suggestions given here in at individual & organization level.

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3. You feel time pressure to complete work?

Strongly agree ( ) Agree ( ) Cannot say ( )

Disagree ( ) Strongly disagree ( )

4. Do you feel lack of co-operation in office?

Very often ( ) Often ( ) Rarely ( )

Very rarely ( ) Never ( )

5. Family problems cause stress?



6. Do you have problem of BP / sugar / any other health problems?

Very often ( ) Often ( ) Rarely ( )

Very rarely ( ) Never ( )

7. Physical exercise & yoga reduce the stress?



8. Meditation & prayer to reduce the stress?



9. Lack of communication causes stress?



10.Spending time with your family reduces stress?



11.Improving working conditions, reduces the stress?Strongly agree ( ) Agree ( ) Cannot say ( )


12.Rational allocation of work reduces the stress?


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13.Financial motivations reduce the stress?



14.Training & Development programs help to cope-up with new technology

reduces the stress?



15.Need for family counseling is required?



16.Relaxation reduces the stress?Strongly agree ( ) Agree ( ) Cannot say ( )


17.Following safety precautions reduces the stress?



18.Please offer suggestions if any for better management of work stress in

NTPC.

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BIBLIORAPHYBooks for reference:

Fred Luthans : Organization BehaviorMc Graw HillInternationalEdition.

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Stress+Management+Project FHS

Documents