nisha stress

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A STUDY ON STRESS MANAGEMENT

IN

National Thermal Power Corporation LTD

Ramagundam

A

PROJECT REPORT

SUBMITTED TO

KAKATIYA UNIVERSITY

In Partial Fulfillment of Requirement For The Award Of The

"Master of Business Administration"

By

K.REKHA REDDY

(070 18C-l028)

UNDER THE GUIDENCE OF

Mr. E. MANOHAR


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DECLARATION

I hereby declare that this project STRESS MANAGEMENTdone

in NTPC Ramagundam is original work by him for the award of partial

fulfillment of the degree ofMASTER OFBUSINESS ADMINISTRATION

in HUMAN RESOURCE MANAGEMENT to"UNIVERSITY P.G. COLLEGE

GodavarikhaniKAKATIYA UNIVERSITY is 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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ACKNOWLEDGEMENT

I 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 Lecturer Mr. E. Manohar Sir, who constant

guidance had given very valuable suggestions in completing my project

successfully.

It is my immense pleasure to thank Sri.P.GopalRao(Deputy GMRR) NTPC,

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


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esteemed organization RSTPSINTPC Plant.

My sincere thanks to Sri 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 gratitude Sri 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 STRESS

MANAGEMENT, being submitted by.

K.REKHA REDDY

07018C-1028

In partial fulfillment for the award of "MASTER OF BUSINESS

ADMINISTRATION" at UNIVERSITY POST GRADUATE COLLEGE,

GODAVARIKHANI, KARIMNAGAR is a bonafide work carried out under my

supervision.

PROJECT GUIDE

E. MANOHAR

Faculty Member

Department ofBusiness Management


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University Post-Graduate College,

Godavarikhani-505209

CONTENTS

Chapter-1 : Introduction 6-28Introduction of Stress

Organizational Stress

Sources of Stress

Consequences of Stress

Management of Stress

Chapter-2 : Organization Profile 29-42

Chapter-3 : Data Analysis &

Interpretation 43-60

Chapter-4 : Findingsand Suggestions

Conclusions 61-63


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Chapter-5 : Questionnaire

Bibliography 64-68


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INTRODUCTION

Stress has been called the invisible. It is a disease that may affectyou, 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, he

was 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:


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Stress in individual is defined as any interference that disturbs a

persons healthy mental and physical well being. It occurs when the body is

required to perform beyond its normal range of capabilities.

Stress is the way that you react physically, mentally and emotionally

to various conditions, changes and demands in your life. High levels of stress

can affect your physical and mental well being and performance.

The results of stress are harmful to individuals, families, society and

organizations, which can suffer from organization stress. Ivancevich and

Matteson define stress as individual with the environment.

Behr 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.

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

an opportunity, constraint or demand related to what he or she desires and

for which the outcome is perceived to be both uncertain and important.

Stress is associated with constraints and demands. The former prevent you

from doing what you desire, the latter refers to the loss of something desired.


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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 of three phases.

Ce level begins to decline irreversibly. The organism collapses.

y Alarm Reaction: The first is the alarm phases. Here the individualmobilizes 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 condition of the

organization the period of resistance varies and the severity of symptoms

may differ from mild invigoration to disease of adaptation.

y Resistance: The second is the phase of resistance. The individualattempts 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.y Exhaustion: Adaptation energy is exhausted. Sings of the alarmreaction reappear, and the resistance level begins to define irreversibly.

The organism collapses.


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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.

In the figure below it can be seen that the magnitude of stressemanating from the stress to learner limit of the individual to handle these

stress. This indicates a balanced state.


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ORGANIZATION-INDIVIDUAL NORMAL INTERACTION

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 attempt


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a) Extra effortb) Excessive concern of taskc) Worriesd) AnxietyIn 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 DISFIGURATION

Frantic copying

1. Extra ordinary effort2. Worry and anxiety about the self3. Onset of physiological symptoms4. Aggressive tendencies


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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

BREAKDOWNS AND CRACKS: FAILURE IN COPING

A. Work related symptoms

Lack of concentration

Affected clarity of thinking & decision making

Frequent absenteeism

Affected team work

Aggressive behavior

B. Physiological symptoms

Headache / Migraine


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Insomnia

Lack of appetite

Digestive disorders

Sexual 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 theenvironment, 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


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BORNOUT STRESS SYNDROME (BOSS):-

Boss can lead to at least four types of stress related consequencessuch 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 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 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, and

fatigue 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:-

y It the stress for the day to day adaptability of man to hisenvironment 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.

y Stress is through of in negative terms. It is thought to becaused by something bad (for example the boss gives a formalreprimand 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.


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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 WORK

Change 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 IN

ORGANIZATION:-

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

in an organization, indicating typical causes of stress that may effect stress

at certain 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, to

lack of communication, to poor working conditions, including sick building

syndrome.

POTENTIAL SOURCES OF STRESS:

There are three categories of potential stressors:

i Environmental factori Organization factor


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i Individual factorsEnvironmentalfactors:

Just as environmental uncertainty influences the design of an

organization. Changes in business cycle create economic uncertainties.

Politicaluncertainties:

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

manner, there would not be any type of stress.

Technologicaluncertainties:

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.

Organizationfactors:

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 the

design of the individuals job working conditions, and the physical work

layout.


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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 androutinely 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 foremployees. The establishment and decline stage are particularly stressful.

Individualfactors:


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The typical individual only works about 40 hrs a week. The

experience and problems that people encounter in those other 128 non-

work hrs each week can spell over to the job.

Familyproblems:

National surveys consistently show that people hold family and

discipline, troubles with children are examples of relationship problems

that create stress for employee and that arent at the front door when they

arrive at work.

Economicproblems:

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 STRESS

Society 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 & from

groups 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.

Extraorganizationalstressors:

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.


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Organizationalstressors:

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.

MACRO-LEVELORGANIZATIONAL 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


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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, 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. It 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


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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

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,


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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 theperson 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 mentalhealth 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 theorganizations. These include decline in performance, withdrawal and

negative changes in attitude.

Decline in performance can translate into poor quality work or a dropin productivity. Promotions and other organizational benefits get

affected due to this.

Withdrawal behavior also can result from stress. Significant form ofwithdrawal 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

physical well being of an individual. Efficiency in stress management

enables the individual to deal or cope with the stressful situations instead


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

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

strategies used are:


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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 conflictand 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 breaks

during 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:-


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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 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.

BEHAVIORAL SELF-CONTROL:-

In ultimate analysis, effective management if stress presupposes

exercise of self-control on the part of an employee. By consciously

analyzing 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 been

used as an individual strategy for reducing job stress.


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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

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 Stress Management programs

Work 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


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management programs, health promotion programs and other kinds of

programs for this purpose.


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COMPANY PROFILE

Energy 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 hasalmost 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 of

economic 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 firstcommissioned at Darjeeling, in 1899 a first steam station


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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.

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:


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Power The single factor which changed the way in which man lived

for 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 thetransition from constructions to operating company & generally coped

quite well 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

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

Managing Director.

LOCATION:


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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 generation

5. 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. Tooperate & 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 thefinancial operations in accordance with good commercial utilitypractices.

To function as a responsible corporate citizen & discharge socialresponsibility, in respect of environment protection and

rehabilitation. The corporation will strive to utilize the ash produced


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at its stations to the maximum extent possible through production of

ash bricks, building materials etc.

To adopt appropriate human resources development policy leadingto creation of team of motivated and competent power

professionals. To introduce, assimilate & attain self sufficiency in

technology, acquire expertise in utility mgt. Practices to disseminateknowledge essentially as a contribution to other constituents of the

power sector in the country.

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 thefinancial operations in accordance with good commercial utility.

To operate and maintain power stations at high availability ensuringminimum 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 environmentprotection rehabilitation and ash utilization.

VISION OF NTPC:

TO BE ONE OF THE WORLD'S LARGEST AND BEST POWER UTILITIES.

POWER INDIA'S GROWTH


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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.

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


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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 during

2004-05 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 theyear 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.

STATION HIGH LIGHTS:


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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 the

world.

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 Ash utilizationduring 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 practices award for theyear 2005 from institution of Engineers.

Ramagundam station bagged Best Management award from Govt.of AI 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


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COAL 3 314

GRAND TOTAL 23 24.249

Capacity power plant under JV with SAIL

Coal based projects:

Sl.No. Coal Based State Commissioned Capacity

1. Singrauli Uttar Pradesh 2,0002. Kobra Chhattisgarh 2,1003. Ramagundam Andhra Pradesh 2,6004. Farakka West Bengal 1,6005. Vidhyachal Madhya Pradesh 1,6006. Rihand Uttar Pradesh 2,2007. Kahalgoan Bihar 2,0008. Dadri Uttar Pradesh 8409. Tacher Kaniha Orissa 84010. Unchahar Uttar Pradesh 3,00011. Tacher Thermal Orissa 84012. Simhadri Andhra Pradesh 3,00013. 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


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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

Sterling Performance of 2005-06:-

1. The company takes a new name NTPC Limited aligned to its newbusiness 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 anincrease 017.40% over the generation of 159.11 BVs during 2004-05.

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


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6. Coal stations of NTPC recorded a PLF of 87.54%, which is the highestfor any financial year since inception; Tilt PLF during previous year was

87.51%.

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 2005-06isRs. 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 10th plan period(2002-2006) increases to 4000 MW with another 500 MW getting

added during the far company to 24,249 MW (including capacity ofJoint 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 capacityuse 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.

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


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20. Government has assigned NTPC the consultant role to modernize andimprove several plants across the country in the partnership In

Excellence program of the government.

21. Collaborating the government in the Rajiv Gandhi GrameenVidyutikaran Yojuna.

22.

NTPC has also taken up Distribution Generation for rural electrificationof remote villages through non-conventional energy sources.

23. Simhadri project receivers international project management awardinstituted by International project management Association (IMPA)

NTPC is the only Asian Company that has received this award.

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


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

1. Technical and Engineering division.

2. Corporate Commercial division.

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 Powerstation in South India with three 200 MW & three MW and 1v500 sets and

also 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 banks

of 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


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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 Indiameritorious 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

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


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Unit- VI October, 1989

Unit- VII November 2000

Transmission System : 2400 cks -400KV

Source of Coal : South Godavari Coal fieldsof 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.


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RESEARCH METHODOLOGY

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 structurewithin 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.


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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. The

researcher 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:

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


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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 wholepopulation 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?

Options Response (% )

Very often 9

often 26

Rarely 28

Very rarely 25

Never 12

Interpretation:

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

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

0

5

10

15

20

25

30

VeryOften

Often Rarely Veryrarely

Never

Response


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

Stress? ( Temperature, lighting, gases, dust )


Strongly agree 26

Agree 36

Cannot say 16

Disagree 16

Strongly disagree 6


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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?

0

5

10

15

20

25

30

35

40

Stronglyagree

Agree Cannot say Disagree Stronglydisagree

Response


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66


Strongly agree 10

Agree 41

Cannot say 13

Disagree 28

Strongly disagree 8

Interpretation:

The finally yet importantly, the question asked about theemployees, majority of the employees (51%) of the NTPC agree and

strongly agree with above statement.

0

5

10

15

20

2530

35

40

45

Stronglyagree

Agree Cannot say Disagree Stronglydisagree Response


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


Very often 9

often 26

Rarely 16

Very rarely 17

Never 32

Interpretation:

0

5

10

15

20

25

30

35

40

45

Stronglyagree

Agree Cannot sayDisagree Stronglydisagree

Response


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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

Cannot say 11

Disagree 19

Strongly disagree 10


69/100

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Interpretation:


strongly agree and agree with family problems causes stress.

0

5

10

1520

25

30

35

40

45

Stronglyagree



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70

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


Very often 5

often 17

Rarely 19

Very rarely 12

Never 47

Interpretation:

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

dont love health problems like BP, sugar.

0

5

10

15

20

25

30

35

40

45

50

VeryOften

Often Rarely Veryrarely

Never

Response


71/100

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7. Physical exercise & yoga reduce the stress?


Strongly agree 39

Agree 36

Cannot say 11

Disagree 9

Strongly disagree 5


72/100

72

Interpretation:


agree with above statement that by doing physical exercise & yoga

stress will be reduced.

0

510

15

20

25

30

35

40

Stronglyagree

Agree Cannot sayDisagree Stronglydisagree Response


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8. Meditation & prayer to reduce the stress?


Strongly agree 40

Agree 37

Cannot say 14

Disagree 6

Strongly disagree 3

Interpretation:


agree with above statement that meditation & prayer to reduce the

stress.

0

5

10

15

20

25

30

35

40

tr l

r

r t i r tr l

i r R p


74/100

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9. Lack of communication causes stress?


Strongly agree 13

Agree 55

Cannot say 17

Disagree 9

Strongly disagree 6


75/100

75

Interpretation:


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

0

10

20

30

40

50

60

tr

l

r

r

t

i

r

tr

l

i

r R p


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10. Spending time with your family reduces stress?


Strongly agree 35

Agree 44

Cannot say 9

Disagree 8

Strongly disagree 4

Interpretation:


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

reduces stress.

0

5

10

15

20

25

30

35

40

45

Stronglyagree Agree Cannot say Disagree Stronglydisagree Response


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11. Improving working conditions, reduces the stress?


Strongly agree 26

Agree 56

Cannot say 8

Disagree 7

Strongly disagree 3


78/100

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Interpretation:


agree with improving working conditions in office stress will be

reduce.

0

10

20

30

40

50

60

Stronglyagree

Agree Cannot say Disagree Stronglydisagree Strongly


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12. Rational allocation of work reduces the stress?


Strongly agree 11

Agree 55

Cannot say 20

Disagree 10

Strongly disagree 4

Interpretation:


agree with rational allocation of work reduces the stress.

0

10

20

30

40

50

60

Stronglyagree


Response


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13. Financial motivations reduce the stress?


Strongly agree 12

Agree 43

Cannot say 32

Disagree 10

Strongly disagree 3


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Interpretation:


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

stress.

0

5

10

15

20

25

30

35

40

45

Stronglyagree



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

technology reduces the stress?


Strongly agree 16

Agree 52

Cannot say 21

Disagree 8

Strongly disagree 3

Interpretation:


agree with above statement i.e. training and development with

changes.

0

10

20

30

40

50

60

Stronglyagree


Response


83/100

83

15. Need for family counseling is required?


Strongly agree 11

Agree 29

Cannot say 28

Disagree 19

Strongly disagree 13


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84

Interpretation:


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

stress.

0

5

10

15

20

25

30

Stronglyagree

Agree Cannotsay

Disagree Stronglydisagree

Response


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16. Relaxation reduces the stress?


Strongly agree 32

Agree 48

Cannot say 13

Disagree 6

Strongly disagree 1

Interpretation:


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

tours etc.) reduces stress.

05

10152025

3035404550

Stronglyagree


Response


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17. Following safety precautions reduces the stress?


Strongly agree 15

Agree 50

Cannot say 21

Disagree 10

Strongly disagree 4


87/100

87

Interpretation:


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

0

5

10

15

20

25

Stronglyagree

Agree Cannotsay

Disagree Stronglydisagree

Response


88/100

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FINDINGS & SUGGESTIONS

FINDINGS:

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 ofthe organization have contributed to stress among employees.

Respondents who fall under the E2A & E5 grade are morestressed in comparison with the other grade.

The organization falls a very tall structure of stress amonghierarchy & this is one of the reasons for employees being

stressed.


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There is no significancant difference of stress amongemployees working in plant & other departments.

The employees working in the plat gave a positive response inanswering 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

management cause 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, theemployees should be counseled regarded the matter

At the individual level the employees could practice a relaxingholiday (where in quality time is spent with the family) every

fortnight or mouth

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

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

CONCLUSION


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CONCLUSION:

The present study was conducted at NTPC in Ramagundam.

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

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

reveled that fall under low stress category only a small percentage ishighly 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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1. How often do you say the word I am busy or I am having hard timeAt the work place?

Very often ( ) Often ( ) Rarely ( )

Very rarely ( ) Never ( )

2. You think physical environment problem in the work place causeStress? (Temperature, lighting, gases, dust)

Strongly agree ( ) Agree ( ) Cannot say ( )

Disagree ( ) Strongly disagree ( )

3. You feel time pressure to complete work?Strongly agree ( ) Agree ( ) Cannot say ( )


4. Do you feel lack of co-operation in office?Very often ( ) Often ( ) Rarely ( )


5. Family problems cause stress?Strongly agree ( ) Agree ( ) Cannot say ( )


6. Do you have problem of BP / sugar / any other health problems?Very often ( ) Often ( ) Rarely ( )


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95


7. Physical exercise & yoga reduce the stress?Strongly agree ( ) Agree ( ) Cannot say ( )


8. Meditation & prayer to reduce the stress?Strongly agree ( ) Agree ( ) Cannot say ( )


9. Lack of communication causes stress?Strongly agree ( ) Agree ( ) Cannot say ( )


10. Spending time with your family reduces stress?Strongly agree ( ) Agree ( ) Cannot say ( )


11.

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



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96

12. Rational allocation of work reduces the stress?Strongly agree ( ) Agree ( ) Cannot say ( )


13. Financial motivations reduce the stress?Strongly agree ( ) Agree ( ) Cannot say ( )


14. Training & Development programs help to cope-up with newtechnology reduces the stress?

Strongly agree ( ) Agree ( ) Cannot say ( )


15. Need for family counseling is required?Strongly agree ( ) Agree ( ) Cannot say ( )


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


17. Following safety precautions reduces the stress?Strongly agree ( ) Agree ( ) Cannot say ( )



97/100

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18. Please offer suggestions if any for better management of work stressin NTPC.


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BIBLIORAPHY

Books forreference:

Fred Luthans : Organization

Behavior

Mc Graw Hill

International

Edition.

Stephen P. Robin :

Organization

Behavior concept

Controversies &

Applications

V. Ashwatha Ramaiah :

A celebrationcalled

Life

Unique consultants

(P) Ltd.

V. K. Jain : The

management journalof

powerprofessionals


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NTPC Articles.

nisha stress

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