REPORT ON

HUMAN RESOURCE
MANAGEMENT
“A STUDY ON THE DETERMINANTS OF THE
OCCUPATIONAL STRESS AT HDFC, SBI”.

SUBMITTED TO - SUBMITTED BY-

Ms. G.M. ARCHANA DAS SANDEEP KUMAR
ANKIT MODANI
VINAY KOKA
HEMENDRA SHARMA
PRAVEEN KUMAR
 DECLARATION

We hereby declare that this project titled “A STUDY ON THE

DETERMINANTS OF THE OCCUPATIONAL STRESS AT HDFC, SBI” has been

written by us during the academic year 2010-2012 under the guidance of my faculty

guide Ms. G.M. Archana Das, GITAM School of International Business, GITAM

University.

We also declare that this project has been conducted in partial fulfillment of the

requirement for the degree of MBA 2010-2012 offered by GITAM University. This

project is not based on any previously submitted project for the award of any degree

or diploma offered by any university.

(Names of the students and Registration Numbers :)

Sandeep Kumar 1226110232

Ankit Modani 1226110202

Vinay Koka 1226110214

M. Praveen Kumar 1226110218

Hemendra Sharma 1226110210

Date: 10/03/2011

Place: Visakhapatnam
 CERTIFICATE

This is to certify that the project” : “A STUDY ON THE DETERMINANTS OF

THE OCCUPATIONAL STRESS AT HDFC, SBI” submitted by :the following students

Ankit Modani, Hemendra Sharma, Vinay Koka, M.Praveen Kumar, Sandeep Kumar

in partial fulfillment of the Master of Business Administration (International Business)

(2010-2012 is a bonafide work carried out by them at (Name of the Company): HDFC,

SBI, Visakhapatnam under my guidance and support.

G.M.Archana Das
Assistant Professor,
GSIB, GITAM University
Visakhapatnam.
 ACKNOWLEDGEMENT

To carry out this research work I have got the help from my parents who have
given full support to carry out this research work. They are the one who motivated and
helped for the completion of this project report.

Further, we would like to thank Mr. Narendra kumar (Manager, HDFC Bank)
and their employees who have given full supported and co operated with me to carry out
this research work. Then we would like to thank Ms. D. Santhi (SBI Branch Manager)
who has supported me to fill the questionnaire and carry on my research work. We also
thankful to the employees of SBI bank who have supported us. The Branch Manager of
both the banks and their employees who have helped us for the project work by filling the
questionnaire.
 TABLE OF CONTENTS
No Content Page no
List of Tables & Illustrations

Executive Summary

Introduction
Research Design
Review of literature
Empirical Analysis
Findings
Conclusions and/or Recommendations

Appendix

References

Glossary

Preface

The study of human resource management is one of the major criteria in the
corporate sector. Human resource is the heart of the organization. By this research project
we will be able to know to reduce the stress level of the employees working in the bank.
By this way the productivity of the employee increases.

Now a day the corporate sector is booming in a high speed that the people
have to work for prolonged hours to maintain the standard of living and achieve their
basic needs. So is the condition in the hospitals, colleges, BPO’s and lots of other places.
In spit of having the modern technologies and facilities, people are feeling themselves to
be work loaded and stressed. Stress arises because of many reasons which are discussed
in the following project. The project report also contain techniques how to reduce the
stress and overcome such problems.

To identify the level of stress among the people who work we have tried to
survey the people working in hospitals, BPO’s and other industries as well as institutes.
Stress arises because of unfulfilled wants, lack of job satisfaction etc. before starting the
topic of stress; let’s first understand the importance of human resource.

Executive Summary
This project gives us a detailed idea of what is stress and also the definition of stress is
been defined. For more detailed study the types of the stress is also defined. By looking at
the starting of the project you will find:
• Introduction to Human resource
• Introduction and Definition of stress
• What is stress?
After the theoretical part we have included the research part. My research work includes
two questionnaires.
• Burn out test
• Stress analysis Questionnaire
Our research includes the research methodology which contains the information as
follows:
• Research objectives
• Sampling (types and methods of sampling)
• Research instrument
• Data analysis and interpretation
• Employee’s opinion to reduce stress.
• Research flowchart
• Time consideration
• Limitation of survey
• Advantages and disadvantages of written questionnaire
• Findings

COMPANY PROFILE
STATE BANK OF INDIA
The origin of the State Bank of India goes back to the first decade of the nineteenth
century with the establishment of the Bank of Calcutta in Calcutta on 2 June 1806.
The State Bank of India, the country’s oldest Bank and a premier in terms of balance
sheet size, number of branches, market capitalization and profits is today going through a
momentous phase of Change and Transformation – the two hundred year old Public
sector behemoth is today stirring out of its Public Sector legacy and moving with an
agility to give the Private and Foreign Banks a run for their money.

The bank is entering into many new businesses with strategic tie ups – Pension Funds,
General Insurance, Custodial Services, Private Equity, Mobile Banking, Point of Sale
Merchant Acquisition, Advisory Services, structured products etc – each one of these
initiatives having a huge potential for growth.

The Bank is forging ahead with cutting edge technology and innovative new banking
models, to expand its Rural Banking base, looking at the vast untapped potential in the
hinterland and proposes to cover 100,000 villages in the next two years.

It is also focusing at the top end of the market, on whole sale banking capabilities to
provide India’s growing mid / large Corporate with a complete array of products and
services. It is consolidating its global treasury operations and entering into structured
products and derivative instruments. Today, the Bank is the largest provider of
infrastructure debt and the largest arranger of external commercial borrowings in the
country. It is the only Indian bank to feature in the Fortune 500 list.

The Bank is changing outdated front and back end processes to modern customer friendly
processes to help improve the total customer experience. With about 8500 of its own
10000 branches and another 5100 branches of its Associate Banks already networked,
today it offers the largest banking network to the Indian customer. The Bank is also in the
process of providing complete payment solution to its clientele with its over 21000
ATMs, and other electronic channels such as Internet banking, debit cards, mobile
banking, etc.

With four national level Apex Training Colleges and 54 learning Centres spread all over
the country the Bank is continuously engaged in skill enhancement of its employees.
Some of the training programes are attended by bankers from banks in other countries.

The bank is also looking at opportunities to grow in size in India as well as

internationally. It presently has 82 foreign offices in 32 countries across the globe. It has
also 7 Subsidiaries in India – SBI Capital Markets, SBICAP Securities, SBI DFHI, SBI
Factors, SBI Life and SBI Cards - forming a formidable group in the Indian Banking
scenario. It is in the process of raising capital for its growth and also consolidating its
various holdings.
Throughout all this change, the Bank is also attempting to change old mindsets, attitudes
and take all employees together on this exciting road to Transformation. In a recently
concluded mass internal communication programme termed ‘Parivartan’ the Bank rolled
out over 3300 two day workshops across the country and covered over 130,000
employees in a period of 100 days using about 400 Trainers, to drive home the message
of Change and inclusiveness. The workshops fired the imagination of the employees with
some other banks in India as well as other Public Sector Organizations seeking to emulate
the programme.
The CNN IBN, Network 18 recognized this momentous transformation journey, the
State Bank of India is undertaking, and has awarded the prestigious Indian of the Year –
Business, to its Chairman, Mr. O. P. Bhatt in January 2008.

HDFC

Housing Development Finance Corporation Limited (HDFC Ltd.) was established in

1977 with the primary objective of meeting a social need of encouraging home ownership
by providing long-term finance to households. Over the last three decades, HDFC has
turned the concept of housing finance for the growing middle class in India into a world-
class enterprise with excellent reputation for professionalism, integrity and impeccable
service.

A pioneer and leader in housing finance in India, since inception, HDFC has assisted
more than 3.5 million families to own a home of their own. HDFC has a wide network of
283 offices (which includes 66 offices of HDFC's wholly owned distribution company
HDFC Sales Private Limited) catering to over 2,400 towns & cities spread across the
country. It also has offices in Dubai, London and Singapore and service associates in the
Middle East region, to provide housing loans and property advisory services to Non-
Resident Indians (NRIs) and Persons of Indian Origin (PIOs).

HDFC's unrelenting focus on Corporate Governance, high standards of ethics and clarity
of vision, percolate through the organization. Trust, Integrity, Transparency and
Professional Service are the important pillars of the brand HDFC and most importantly,
people - both employees and customers - are its brand ambassadors.

Customer satisfaction is the hallmark of all HDFC offerings. The first touch of HDFC's
personalized service begins as soon as a customer approaches HDFC, and over time it
progresses into a long and meaningful relationship. State-of-the-art information systems
supported by strong in-house training programmes conducted at its specialized training
centre in Lonavla, have equipped HDFC to respond swiftly to the ever-changing
customer needs and thereby empower customers in making the right home buying
decision. This is what sets apart HDFC's customer service philosophy - 'With You,
Right Through'.
HDFC's specialist team of over 1,500 trained and experienced professionals follows a
'single-window concept' for providing smooth and value added services at all stages. The
team guides the customers right through the entire process of property purchase - be it
property search assistance, technical support prior to finalizing the property, legal advice
on property related documentation, personalized home loan counseling or providing
tailor-made repayment options to suit the customer's specific requirements.

HDFC has received 'AAA' rating for its Deposit products for highest safety from both
CRISIL and ICRA for sixteen consecutive years. Over the years, HDFC has emerged as a
financial conglomerate with its presence in the entire gamut of financial services
including banking, insurance (life and non-life), asset management, real estate venture
capital and more recently education loans.

Today, HDFC is recognized as one of the Best Managed Companies in India and is a
model housing finance company for developing countries with nascent housing finance
markets. HDFC has undertaken several consultancy assignments in various countries
across Asia, Africa and East Europe to support and establish their housing finance
institutions.

Training & Human Resource Management

HDFC, having pioneered and helped develop market-oriented housing finance in India,
has continued to expand its services to a broader spectrum of clients by offering
specialized training courses.

CONCEPTUAL FRAMEWORK
Introduction to HR

Human Resource Management is an art of managing people at work in such a

manner that they give their best to the organization. In simple word human
resource management refers to the quantitative aspects of employees working in
an organization. Human Resource Management is also a management function concerned
with hiring, motivating, and maintains people in an organization. It focuses on people in
organization. Organizations are not mere bricks, mortar, machineries or inventories. They
are people. It is the who staff and manage organizations.

HRM involves the application of management functions and principles. The functions
and principles are applied to acquisitioning, developing, maintain, and remunerating
employees in organizations. Decisions relating to employees must be integrated. Decision
on different aspect of employees must be consistent with other human resource decisions.
Decision made must influence the effectiveness of organization. Effectiveness of an
organization must result in betterment of services to customers in the form of high-
quality product supplied at reasonable costs.

HRM function is not confined to business establishment only. They are applicable to non-
business organizations, too such as education, health care, recreation etc.The scope of
HRM is indeed vast. All major activities in the working life of his or her entry into an
organization until he or she leaves-come under the previews of HRM.specifically, the
activities included are HR planning, job analysis and be sign, recruitment and selection,
orientation and placement, training and development, performance appraisal and job
evaluation, employee and executive remuneration, motivation and communication,
welfare, safety and health, industrial relations and the like.HRM is a broad concept
Personnel management and human resource development is a part of HRM.

“ Human Resource Management is a process of producing development, maintaining

and controlling human resources for effective achievement of organization goals.”

Introduction to Stress
A lot of research has been conducted into stress over the last hundred years. Some of the
theories behind it are now settled and accepted; others are still being researched and
debated. During this time, there seems to have been something approaching open warfare
between competing theories and definitions: Views have been passionately held and
aggressively defended.

What complicates this is that intuitively we all feel that we know what stress is, as it is
something we have all experienced. A definition should therefore be obvious except that
it is not.

Definition:

Hans Selye was one of the founding fathers of stress research. His view in
1956 was that “stress is not necessarily something bad – it all depends on how you take it.
The stress of exhilarating, creative successful work is beneficial, while that of failure,
humiliation or infection is detrimental.” Selye believed that the biochemical effects of
stress would be experienced irrespective of whether the situation was positive or
negative.

Since then, a great deal of further research has been conducted, and ideas have moved on.
Stress is now viewed as a "bad thing", with a range of harmful biochemical and long-term
effects. These effects have rarely been observed in positive situations.

The most commonly accepted definition of stress (mainly attributed to Richard S

Lazarus) is that stress is a condition or feeling experienced when a person perceives
that “demands exceed the personal and social resources the individual is able to
mobilize.” In short, it's what we feel when we think we've lost control of events.

This is the main definition used by this section of Mind Tools, although we also
recognize that there is an intertwined instinctive stress response to unexpected events.
The stress response inside us is therefore part instinct and part to do with the way we
think.

Types of Stress:
Biological Stress

Stress (biological), physiological or psychological stress;

Some types include:

 Chronic stress, persistent stress which can lead to illness and mental disorder
 Eustress, positive stress that can lead to improved long-term functioning
 Workplace stress, stress caused by employment

Chronic Stress

Chronic stress is stress that lasts a long time or occurs frequently. Chronic stress is
potentially damaging.

Symptoms of chronic stress can be:

• upset stomach
• headache
• backache
• insomnia
• anxiety
• depression
• anger

In the most severe cases it can lead to panic attacks or a panic disorder. There are a
variety of methods to control chronic stress, including exercise, healthy diet, stress
management, relaxation techniques, adequate rest, and relaxing hobbies.

Compressive stress:

Compressive stress is the stress applied to materials resulting in their compaction

(decrease of volume). When a material is subjected to compressive stress, then this
material is under compression. Usually, compressive stress applied to bars, columns, etc.
leads to shortening.

Loading a structural element or a specimen will increase the compressive stress until the
reach of compressive strength. According to the properties of the material, failure will
occur as yield for materials with ductile behavior (most metals, some soils and plastics)
or as rupture for brittle behavior (geometries, cast iron, glass, etc).
In long, slender structural elements -- such as columns or truss bars -- an increase of
compressive force F leads to structural failure due to buckling at lower stress than the
compressive strength.

Compressive stress has stress units (force per unit area), usually with negative values to
indicate the compaction. However in geotechnical engineering, compressive stress is
represented with positive values.

What is Stress
Stress refers to the strain from the conflict between our external environment and us,
leading to emotional and physical pressure. In our fast paced world, it is impossible to
live without stress, whether you are a student or a working adult. There is both positive
and negative stress, depending on each individual’s unique perception of the tension
between the two forces. Not all stress is bad. For example, positive stress, also known as
eustress, can help an individual to function at optimal effectiveness and efficiency.

Hence, it is evident that some form of positive stress can add more color and vibrancy to
our lives. The presence of a deadline, for example, can push us to make the most of our
time and produce greater efficiency. It is important to keep this in mind, as stress
management refers to using stress to our advantage, and not on eradicating the presence
of stress in our lives.

On the other hand, negative stress can result in mental and physical strain. The individual
will experience symptoms such as tensions, headaches, irritability and in extreme cases,
heart palpitations. Hence, whilst some stress may be seen as a motivating force, it is
important to manage stress levels so that it does not have an adverse impact on your
health and relationships.

Part of managing your stress levels include learning about how stress can affect you
emotionally and physically, as well as how to identify if you are performing at your
optimal stress level (OSL) or if you are experiencing negative stress. This knowledge will
help you to identify when you need to take a break, or perhaps seek professional help. It
is also your first step towards developing techniques to managing your stress levels.

Modern day stresses can take the form of monetary needs, or emotional frictions.
Competition at work and an increased workload can also cause greater levels of stress.
How do you identify if you are suffering from excessive stress? Psychological symptoms
commonly experienced include insomnia, headaches and an inability to focus. Physical
symptoms take the form of heart palpitations, breathlessness, excessive sweating and
stomachaches.
What causes stress? There are many different causes of stress, and that which causes
stress is also known as a stressor. Common lifestyle stressors include performance, threat,
and bereavement stressors, to name a few. Performance stressors are triggered when an
individual is placed in a situation where he feels a need to excel. This could be during
performance appraisals, lunch with the boss, or giving a speech. Threat stressors are
usually when the current situation poses a dangerous threat, such as an economic
downturn, or from an accident. Lastly, bereavement stressors occur when there is a sense
of loss such as the death of a loved one, or a prized possession.

Thus, there are various stressors, and even more varied methods and techniques of
dealing with stress and turning it to our advantages. In order to do so, we must learn to
tell when we have crossed the line from positive to negative stress.

Good stress v/s Bad stress:

Stress has often been misunderstood to be negative, with few people acknowledging the
importance and usefulness of positive stress. In our everyday lives, stress is everywhere
and definitely unavoidable; hence our emphasis should be on differentiating between
what is good stress, and what is bad. This will help us to learn to cope with negative
stress, and harness the power of positive stress to help us achieve more.

There are 4 main categories of stress, namely eustress, distress, hyper stress and hypo
stress. Negative stress can cause many physical and psychological problems, whilst
positive stress can be very helpful for us. Here’s how we differentiate between them.

Eustress:
This is a positive form of stress, which prepares your mind and body for the imminent
challenges that it has perceived. Eustress is a natural physical reaction by your body
which increases blood flow to your muscles, resulting in a higher heart rate. Athletes
before a competition or perhaps a manager before a major presentation would do well
with eustress, allowing them to derive the inspiration and strength that is needed.

Distress
We are familiar with this word, and know that it is a negative form of stress. This occurs
when the mind and body is unable to cope with changes, and usually occurs when there
are deviations from the norm. They can be categorized into acute stress and chronic
stress. Acute stress is intense, but does not last for long. On the other hand, chronic stress
persists over a long period of time. Trigger events for distress can be a change in job
scope or routine that the person is unable to handle or cope with.

Hyperstress
This is another form of negative stress that occurs when the individual is unable to cope
with the workload. Examples include highly stressful jobs, which require longer working
hours than the individual can handle. If you suspect that you are suffering from hyper
stress, you are likely to have sudden emotional breakdowns over insignificant issues, the
proverbial straws that broke the camel’s back. It is important for you to recognize that
your body needs a break, or you may end up with severe and chronic physical and
psychological reactions.

Hypostress
Lastly, hypo stress occurs when a person has nothing to do with his time and feels
constantly bored and unmotivated. This is due to an insufficient amount of stress; hence
some stress is inevitable and helpful to us. Companies should avoid having workers who
experience hypo stress as this will cause productivity and mindfulness to fall. If the job
scope is boring and repetitive, it would be a good idea to implement some form of job
rotation so that there is always something new to learn.

The types of stress are named as eustress and distress. Distress is the most
commonly-referred to type of stress, having negative implications, whereas eustress is a
positive form of stress, usually related to desirable events in person's life. Both can be
equally taxing on the body, and are cumulative in nature, depending on a person's way of
adapting to a change that has caused it.

Research Objectives:
 Stress is a dynamic condition in which an individual is confronted with an
opportunity, demand or resource related to what the individual desires and for which
 the outcome is perceived to be both uncertain and important. This is a complicated
definition.

 Stress is not necessarily bad in and of itself. Although stress is typically discussed in a
negative context, it also has a positive value. It’s an opportunity when it offers
potential gain. Consider for example, the superior performance that an athlete or stage
performer gives in “clutch” situations. Such individuals often use stress positively to
rise to the occasion and perform at or near their maximum. Similarly, many
professionals see the pressures of heavy workloads and deadlines as positive
challenges that enhance the quality of their work and the satisfaction the get from their
job.

 But it is different in the case of bank employees. The bank employees are the people
who also have to achieve the certain target and so for the non achievement of target
the employees remain stressed and tensed. The employees who have the simple table
work also have to face the problem of stress. Due to recession the banking sector is
also facing the problem of employee cut-offs and so the work load of the existing
employees increases and the feel stressed.

 The types of stress are named as eustress and distress. Distress is the most
commonly-referred to type of stress, having negative implications, whereas eustress
is a positive form of stress, usually related to desirable events in person's life. Both
can be equally taxing on the body, and are cumulative in nature, depending on a
person's way of adapting to a change that has caused it. Stress management is the
need of the hour. However hard we try to go beyond a stress situation, life seems to
find new ways of stressing us out and plaguing us with anxiety attacks. Moreover, be
it our anxiety, mind-body exhaustion or our erring attitudes, we tend to overlook
causes of stress and the conditions triggered by those. In such unsettling moments we
often forget that stressors, if not escapable, are fairly manageable and treatable.
 Stress, either quick or constant, can induce risky body-mind disorders. Immediate
disorders such as dizzy spells, anxiety attacks, tension, sleeplessness, nervousness and
muscle cramps can all result in chronic health problems. They may also affect our
immune, cardiovascular and nervous systems and lead individuals to habitual
addictions, which are inter-linked with stress.

 Like "stress reactions", "relaxation responses" and stress management techniques are
some of the body's important built-in response systems. As a relaxation response the
body tries to get back balance in its homeostasis. Some hormones released during the
'fight or flight' situation prompt the body to replace the lost carbohydrates and fats,
and restore the energy level. The knotted nerves, tightened muscles and an exhausted
mind crave for looseness. Unfortunately, today, we don't get relaxing and soothing
situations without asking. To be relaxed we have to strive to create such situations.

 This research is to carry out the study that how much stressed the employees of the
banks are and how do their stress affect their work life, social life, output etc. so a
sample of 14 to 15 employees are selected from all the three banks for the research of
stress among them.

Limitations of the survey

  The
questionnaires were filled by 35 employees working in the two major Banks of
Visakhapatnam i.e. HDFC Bank and SBI. So the scope of sample findings was less.
 The
questionnaire was filled by 35 employees of different designations. So the point of view
of employees differs as per their designations.
 The employees from whom the questionnaires are filled are in a heavy
workload so some of the questionnaires filled by the employees who are in stress
cannot be called reasonable.
 The
responses of the employees cannot be accurate as the problem of language and
understanding arises. (These problems are not in all cases.)
 One of the
other problems of questionnaire is the cost. Some times it may be possible that even by
spending so much the result may not be reasonable.
 Many a
times the employees may not be really conscious or may not be bothered about the
questionnaire. This may create a problem in the research.

Advantages of Written Questionnaires

Questionnaires are very cost effective when compared to face-to-face interviews. This is
especially true for studies involving large sample sizes and large geographic areas.
Written questionnaires become even more cost effective as the number of research
questions increases.

Questionnaires are easy to analyze. Data entry and tabulation for nearly all surveys can
be easily done with many computer software packages.
Questionnaires are familiar to most people. Nearly everyone has had some experience
completing questionnaires and they generally do not make people apprehensive.

Questionnaires reduce bias. There is uniform question presentation and no middle-man

bias. The researcher's own opinions will not influence the respondent to answer questions
in a certain manner. There are no verbal or visual clues to influence the respondent.

Questionnaires are less intrusive than telephone or face-to-face surveys. When a

respondent receives a questionnaire in the mail, he is free to complete the questionnaire
on his own time-table. Unlike other research methods, the respondent is not interrupted
by the research instrument.

Disadvantages of Written Questionnaires

One major disadvantage of written questionnaires is the possibility of low response rates.
Low response is the curse of statistical analysis. It can dramatically lower our confidence
in the results. Response rates vary widely from one questionnaire to another (10% -
90%), however, well-designed studies consistently produce high response rates.

Another disadvantage of questionnaires is the inability to probe responses.

Questionnaires are structured instruments. They allow little flexibility to the respondent
with respect to response format. In essence, they often lose the "flavor of the response"
(i.e., respondents often want to qualify their answers). By allowing frequent space for
comments, the researcher can partially overcome this disadvantage. Comments are
among the most helpful of all the information on the questionnaire, and they usually
provide insightful information that would have otherwise been lost.

Nearly ninety percent of all communication is visual. Gestures and other visual cues are
not available with written questionnaires. The lack of personal contact will have different
effects depending on the type of information being requested. A questionnaire requesting
factual information will probably not be affected by the lack of personal contact. A
questionnaire probing sensitive issues or attitudes may be severely affected.

When returned questionnaires arrive in the mail, it's natural to assume that the respondent
is the same person you sent the questionnaire to. This may not actually be the case. Many
times business questionnaires get handed to other employees for completion. Housewives
sometimes respond for their husbands. Kids respond as a prank. For a variety of reasons,
the respondent may not be who you think it is. It is a confounding error inherent in
questionnaires.

Finally, questionnaires are simply not suited for some people. For example, a written
survey to a group of poorly educated people might not work because of reading skill
problems. More frequently, people are turned off by written questionnaires because of
misuse.

RESEARCH METHODOLOGY

Sampling

Sample: We have taken the sample of 35 employees from two different banks of
Visakhapatnam. All the employees were of the same designations.

Reason: As we find the employees of the bank to be more stressful as more and more
employees are taking VRS and are dismissed because of inflation. I have selected only
those two banks which are affiliated to the public and are specialized in consumer needs
fulfillment.
It is incumbent on the researcher to clearly define the target population. There are no
strict rules to follow, and the researcher must rely on logic and judgment. The population
is defined in keeping with the objectives of the study.

Sometimes, the entire population will be sufficiently small, and the researcher can
include the entire population in the study. This type of research is called a census study
because data is gathered on every member of the population.

Usually, the population is too large for the researcher to attempt to survey all of its
members. A small, but carefully chosen sample can be used to represent the population.
The sample reflects the characteristics of the population from which it is drawn.

Sampling methods are classified as either probability or non probability. In probability

samples, each member of the population has a known non-zero probability of being
selected. Probability methods include random sampling, systematic sampling, and
stratified sampling. In non probability sampling, members are selected from the
population in some nonrandom manner. These include convenience sampling, judgment
sampling, quota sampling, and snowball sampling. The advantage of probability
sampling is that sampling error can be calculated. Sampling error is the degree to which a
sample might differ from the population. When inferring to the population, results are
reported plus or minus the sampling error. In non probability sampling, the degree to
which the sample differs from the population remains unknown.
 Research Instrument

Burnout

Burnout occurs when passionate, committed people become deeply disillusioned with a
job or career from which they have previously derived much of their identity and
meaning. It comes as the things that inspire passion and enthusiasm are stripped away,
and tedious or unpleasant things crowd in. This tool can help you check yourself for
burnout.

Introduction:

This tool can help you check yourself for burnout. It helps you look at the way you feel
about your job and your experiences at work, so that you can get a feel for whether you
are at risk of burnout.

Using the Tool:

• Work through the table on paper and calculate values manually.

• Fill in values appropriately on the sheet. This will automatically calculate scores
for you and interpret these scores, showing the score and interpretation in row 30.

If you choose to use the manual method, then calculate the total of the scores as described
in the instructions (note that this uses a slightly different scoring method from the
spreadsheet). Apply the score to the scoring table underneath to get the interpretation.
 No Questions Not at all Rarely Sometimes Often Very
often
1 Do you feel run down and drained
of physical or emotional energy?
2 Do you find that you are prone to
negative thinking about your job?
3 Do you find that you are harder
and less sympathetic with people
than perhaps they deserve?
4 Do you find yourself getting easily
irritated by small problems, or by
your co-workers and team?
5 Do you feel misunderstood or
unappreciated by your co-workers?
6 Do you feel that you have no-one
to talk to?
7 Do you feel that you are achieving
less than you should?
8 Do you feel under an unpleasant
level of pressure to succeed?
9 Do you feel that you are not
getting what you want out of your
job?
10 Do you feel that you are in the
wrong organization or the wrong
profession?
11 Are you becoming frustrated with
parts of your job?
12 Do you feel that organizational
politics or bureaucracy frustrate
your ability to do a good job?
13 Do you feel that there is more
work to do than you practically
have the ability to do?
14 Do you feel that you do not have
time to do many of the things that
are important to doing a good
quality job?
15 Do you find that you do not have
time to plan as much as you would
like to?
Total
Checking Yourself for Burnout

Instructions: For each question, put an 'X' in the column that most applies. Put one 'X'
only in each row.
Please write the total number of ‘x’ at the space given at the bottom of each column

Answer Number Weight Weighted Total

Not at all 0
Rarely 1
Sometimes 2
Often 3
Very often 4

>=
-1 No sign of burnout here!
5 Little sign of burnout here, unless some factors are particularly severe
18 Be careful - you may be at risk of burnout, particularly if several scores are high
35 You are at severe risk of burnout - do something about this urgently
45 You are at very severe risk of burnout - do something about this urgently
No Questions Yes No
1 Are you satisfied with the performance you give at your work?
2 Do you think that you are suffering from depression?
3 Do you worry about your colleague's opinion about you?
4 Do you discuss your problem with your spouse or friend or any
other close to you?
5
Do you work more than 8 hours?
6 You have an important function at your home and your boss asks to
give a 4 hour over time, what will be your response?
7
Do you regularly spend time for entertainment?
8
Is your social life balanced?
9 Do you plan your work before doing?
10
Do you fear about the quality of your performance?
11
Are you a heart patient?
12 Do you get tensed at your non achievement of your target?
13
Do you feel stress some times?
If the answer of the above question is Yes then answer the
following:
a)
Is the reason of your stress your work load?
b) Are you stressed because of your family problems?
c) Do you get stressed when your boss scolds You?
d) Do you try to find any solution for the problem of your stress?
e) (IF YES) Do you practice yoga or any other ayurvedic therapy for
reducing stress?

To make the survey report more clear the above questionnaire was also filled. As a
result the employees have given proper response and the report of the
questionnaire is presented in the project.

Data analysis and Interpretation

The project report shows the information of the level of stress which the employees
are facing that is fear of after effects of financial turmoil like the employee cut-
off and turnover ratios are found to be high so the workload for the existing
employees are high. So they are facing the problem of work overload and thus
they get stressed.

The report of a bank

>= response
-1 No sign of burnout here! 0
5 Little sign of burnout here, unless some factors are particularly severe 6
18 Be careful - you may be at risk of burnout, particularly if several scores 8
are high
35 You are at severe risk of burnout - do something about this urgently 0
45 You are at very severe risk of burnout - do something about this 0
urgently

no sign of burn out

little sign of burnout
Be careful
severe risk
Very high

The Report of a Bank

>= response
-1 No sign of burnout here! 0
5 Little sign of burnout here, unless some factors are particularly severe 3
18 Be careful - you may be at risk of burnout, particularly if several scores 10
are high
35 You are at severe risk of burnout - do something about this urgently 0
45 You are at very severe risk of burnout - do something about this 0
urgently

N o s ig n
L i t t l e s ig n
Be care fu l
S e v e r e r is k
V e r y h ig h

The report of a Bank

>= response
-1 No sign of burnout here! 0
5 Little sign of burnout here, unless some factors are particularly severe 5
18 Be careful - you may be at risk of burnout, particularly if several scores 3
are high
35 You are at severe risk of burnout - do something about this urgently 0
45 You are at very severe risk of burnout - do something about this 0
urgently

No sign
little sign
be careful
Severe risk
Very high

It is seen from the above data that the employees working in the banks are at the risk of
two levels that is “a little sign of burn out” and “be careful”. Taking a look on the data of
all the three banks, it is seen that the employees working in SBI are found less stressed
out compared to other banks. This can be because it’s a public sector. If all the graphs are
compared, it is seen that the ratio of stressed employees in AXIS banks are high as
compared to all the other banks.

A look on the overall result of the survey

>= response
-1 No sign of burnout here! 0
5 Little sign of burnout here, unless some factors are particularly severe 14
18 Be careful - you may be at risk of burnout, particularly if several scores 21
are high
35 You are at severe risk of burnout - do something about this urgently 0
45 You are at very severe risk of burnout - do something about this 0
urgently

no sign
little sign
Be carefull
severe risk
Very high

From the above graph it can be seen that maximum employees of all the banks are at a
moderate level of risk of burnout while the employees who were found with a little sign
of burnout is less. So the ratio of little sign of burnout and moderate level of burnout is
2:3.

1. Are you satisfied with the performance you give at your work?
 Yes No No response
27 8 0

Yes
No
No response

From the diagram it is clear that 77 % of the employees are satisfied with the
performance they give in the work while 23 % of the employees are not satisfied.

2. Do you think that you are suffering from depression?

Yes No No response
7 28 0

Yes
No
No response

20 % of the employee feel that they are suffering from depression while 80 % of the
employee feel that that they are free from the depression
3. Do you worry about your colleague's opinion about you?

YesYes No No No No
response
response
31 9 4 26 0 0

Yes
No
No response

26% of the employees worry about their colleague’s opinion about them while 74% of
the employees are not concern with the opinion about their colleague.

4. Do you discuss your problem with your spouse or friend or any other close to
you?
Yes No No response
32 3 0

Yes
No
No response

91% of the employees of the bank discuss their problem and share their feelings with
their spouse or friends or others while 9 % of the employee is not concerned with it.
5. Do you work more than 8 hours?
89% of the employees work for more than 8 hours which is the starting point of the stress
Yes No No response
20 15 0

Yes
No
No response

while 11 % of the employees don’t work for more than 8 hours.

6. You have an important function at your home and your boss asks to give a 4 hour
over time, what will be your response?
Yes No No response
14 19 2

Yes
No
No response

40 % of the employees are proved to be work dedicated and they are ready to miss the
important function at their house while 54 % of the employees said no and 6 % of the
employee did not gave any answer.

7. Do you regularly spend time for entertainment?

 Yes
No
No response

57% of the employee spent regular time on entertainment which helps us to remain stress
free while 43 % of the employees don’t do that.

8. Is your social life balanced?

Yes No No response
19 14 2 Yes
No
No response

54 % of the employees find their social life to be balanced while 40 % of the employees
don’t have their social life balanced. 6% of the employees remain silent.

9. Do you plan your work before doing?

Yes No No response
31 4 0
 It
is
Yes
a
No
No response

good habit to plan the work you do. 89 % of the employees plan their work before doing
while 11 % of the employees don’t plan their work.

10. Do you fear about the quality of your performance?

Yes No No response
22 13 0
Yes
No
No response

63% of the employees fear the quality of performance which they give while 37 % of the
employees don’t fear the quality of their work.

11. Are you a heart patient?

 Yes No No response
1 34 0

Yes
No
No response

Here 3 % of the employees are heart patient which is partially the result of stress.

12. Do you get tensed at your non achievement of your target?

Yes No No response
25 10 0

Yes
No
No response

71% of the employees get tensed at the non achievement of the target while 29 % of the
employees work casually.

13. Do you feeling stress some times?

 Yes No No response
28 6 1

Yes
No
No response

80% of the employees feel stressed sometimes while 17 % of the employees are not
feeling stressed. 3 % of the employees did not respond.

If the answer of the above question is ‘Yes’ then answer the following:
a) Is the reason of your stress your work load?
 Yes No No response
10 18 7

Yes
No
No response

57% of the employees find themselves to be stressed by their work over load. 26 % of the
employees are not stressed because of the work overload. 17 % of the employees did not
answer.

b) Are you stressed because of your family problems?

Yes No No response
20 9 6

40 % of the employees are stressed because of their family problems 40% by other

Yes
No
No response

problems while 20% of the employees did not responded.

c) Do you get stressed when your boss scolds you?

 Yes No No response
24 6 5

Yes
No
No response

20% of the employee did not responded when they were asked weather their get stressed
because of the scolding of their boss. 51% of the employees don’t get stress because of
the scolding of their boss. 29 % of the employees get stressed because of the scolding of
their boss.

Yes
No
No response

Yes No No response
14 14 7
d) Do you
try to find any solution for the problem of your stress?

69 % of the employees try to find the solution of their stress.

 e) (IF YES) Do you practice yoga or any other ayurvedic therapy for reducing
stress?

Yes No No response
11 18 6

31% of the employees try the yoga and other ayurvedic techniques to reduce their stress

Yes
No
No response

while 51 % of the employees use other techniques to reduce stress.

Time Considerations

Many researchers underestimate the time required to complete a research project. The
following form may be used as an initial checklist in developing time estimates. The best
advice is to be generous with your time estimates. Things almost always take longer than
we think they should.

This checklist contains two time estimates for each task. The first one (Hours) is your
best estimate of the actual number of hours required to complete the task. The second one
(Duration) is the amount of time that will pass until the task is completed. Sometimes
these are the same and sometimes they are different. Most researchers and business-
people have to divide their time among many projects. They simply cannot give all their
time to any one project. For example, my estimate of goal clarification may be four
hours, but other commitments allow me to spend only two hours a day on this study. My
"hours" estimate is four hours, and my "duration" estimate is two days.

To arrive at your final time estimates, add the individual estimates. The hours estimate is
used for budget planning and the duration estimate is used to develop a project time line.

Findings

It is analyzed from the questionnaire filled by the employees that the employees who
have scored more than 20 marks in the burnout test are not satisfied with the performance
which they give in the organization. Thus it is proved that the employees who are desired
to give better performance than their original performance are found more stressful than
the others. While at the same time the employ that have scored less than 20 marks in the
burnout test are satisfied with the performance. From the sample of 35 bank employees
who have been surveyed, one is found to be a heart patient. This can be because of high
level of stress.

Very rare of the employee are to be found suffering from depression. It is proved from
the survey that the employees who have scored more than 25 marks in the burnout test
are concern about the opinion of their colleagues. And the employees who got less than
25 marks do not mind about their colleague’s opinion. Thus it is proved that the
colleagues opinion also play a lead role in the increase and decrease of the stress level.
Those who mind about their colleague’s opinion are found to be more stressful.

The employees who have scored 28-29 marks in the burnout test don’t believe in sharing
their problems with their spouse or friend or any closed one. Thus we can say that sharing
your problems with your spouse or close friends is a better idea to reduce stress.

In the second questionnaire one of the question was “You have an important function at
your home and your boss asks to give a 4 hour over time what will be your response ‘Yes
or No’?” the employees have given their opinion as per their mood.

While considering the point of view of entertainment it depends upon the mood of the
employees. The entertainment is considered one of the most ultimate solutions to reduce
stress. Most of the employees do not spend regular time in entertainment. This may be
because they may not be getting time for entertainment or they may not be interested in
the same.

One of the questions was asked that were their social life balanced? It is observed that the
employees who have scored above 20 marks in the burnout test did not have their social
life balanced. Thus we can conclude that the employees who are above 20 don’t have
their social life balanced. Thus it is proved that stress may affect our social life also.
The employees were asked weather they plan their work or not, moderate answers were
given. The employees scoring more than 25 marks were not found their work planned.
Thus the employees who plan their work have scored below 25 marks in the burnout test
except some cases as there are always some drawbacks in making plan. Failure of a plan
may also lead a person to stress. Thus we can conclude that planning of the work may
help to reduce stress level.

Most of the employees who have scored more than 20 marks fear about their quality of
work they give. This aspect is not dependent of the burnout level. This aspect depends
upon the dedication of work. So it is meaningless to compare this question with the
burnout test.

A question was asked that weather you get stressed at the non-achievement of their
target? All the employees have responded positively. But this is not concern with the
burnout score. From this we can conclude that all the employees are given achievable
target and naturally by the non-achievement of the target all the employees may get
stressed. One of the other possibilities is that the employees have responded positively to
show themselves to be good.

The employees having more than 10 marks in the burnout test says that they are under
stress. Out of 35 employees of the sample 20 of the employees accepted that the reason
for their stress is workload. 10 employees are not stressed because of the workload but
because of their family problem. 5 of the employees are not suffering from stress. 14
employees out of 30 employees who are stressed feel stressful when their boss scolds
them while 16 employees refused that they are not stressed because their boss scolds
them. All the 30 employees have accepted that they try to find the solution of their stress.
10 employees out of 30 employees practice yoga to reduce their stress and the other 20
employees don’t practice yoga. The burnout scores of the employees who practice yoga
are either more than 25 or less than 20. Thus we can conclude that the employees have
reduced their stress by yoga therapy and other employees have just started the yoga
because of high level of burnout

The above analysis is done by the data received from the questionnaire. So the accuracy
of data depends upon the response of the employees.

Employee’s opinion about how to reduce stress

This project consist of the information about the employees undergoing from stress who
working in the banks. So considering this factor this topic becomes one of the most
important part of the project as it consists of the opinion of the employees who work in
the banks. In short it was a direct interview of the employees who gave their opinion
about how to reduce stress. The response of employees in the major banks of
Visakhapatnam like State Bank of India, and The HDFC bank was marvelous and they
have given their valuable opinion about reducing stress as a result of the last question
included in the questionnaire 2.

So the opinion of the employees were as follows:

 “Just smile away” An employee- HDFC Bank

 “Just believe in your self and just do what your heart wants” An
employee- HDFC Bank
 -“Talking to family members, - Watching TV or listening good music, -
Going for a walk or long drive” An employee- HDFC Bank
 “Believe in God” An employee- HDFC Bank
 “Respect yourself and give time to yourself” An employee- HDFC Bank
 “Listen music and spend time with family” An employee- SBI Bank
 “Get adjusted with others, Find and spend time for prayer, Study the
scriptures, See oneness in all, All are manifested of the supreme GOD” An
employee- SBI Bank
These opinions are seemed to be valuable and effective as one of the effective things has
been noticed that the employees who have got less than 18 marks in the Burnout test have
given their opinions about reducing the stress.

From the certain sample of employees selected for the research, only 10 employees have
given their opinion how to reduce stress. So we can understand that how overloaded the
employees of the bank are.

Recommendations:

• Flexibility of work hours

• Opportunities for growth

• Communication with superiors

• Recognition received from superiors

• Axis bank plays music for its employees in the afternoon , that can be used here

• Team outings

• Team lunches

• Organizing corporate social events like : walkahaton

• Organizing various sports events as such activities are very less in HDFC, SBI.
No Questions Not at Rarely Sometimes Often Very
all often
1 Do you feel run down and
drained of physical or emotional
energy?
2 Do you find that you are prone to
negative thinking about your job?
3 Do you find that you are harder
and less sympathetic with people
than perhaps they deserve?
4 Do you find yourself getting
easily irritated by small
problems, or by your co-workers
and team?
5 Do you feel misunderstood or
unappreciated by your co-
workers?
6 Do you feel that you have no-one
to talk to?
7 Do you feel that you are
achieving less than you should?
8 Do you feel under an unpleasant
level of pressure to succeed?
9 Do you feel that you are not
getting what you want out of
your job?
10 Do you feel that you are in the
wrong organization or the wrong
profession?
11 Are you becoming frustrated with
parts of your job?
12 Do you feel that organizational
politics or bureaucracy frustrate
your ability to do a good job?
13 Do you feel that there is more
work to do than you practically
have the ability to do?
14 Do you feel that you do not have
time to do many of the things that
are important to doing a good
quality job?
15 Do you find that you do not have
time to plan as much as you
would like to?
Total
Questionnaire
 Instructions: For each question, put an 'X' in the column that most applies. Put one 'X'
only in each row.
Please write the total number of ‘x’ at the space given at the bottom of each column

>=
-1 No sign of burnout here!
5 Little sign of burnout here, unless some factors are particularly severe
18 Be careful - you may be at risk of burnout, particularly if several scores are high
35 You are at severe risk of burnout - do something about this urgently
45 You are at very severe risk of burnout - do something about this urgently

No Questions Yes No
1 Are you satisfied with the performance you give at your work?
2 Do you think that you are suffering from depression?
3 Do you worry about your colleague's opinion about you?
4Answer
Do you discuss your Number Weight
problem with your spouse or friend or any Weighted Total
Not at all 0
other
Rarely close to you? 1
5Sometimes
Do you work more than 8 hours? 2
6Often 3 and your boss asks to
You have an important function at your home
Very often 4
give a 4 hour over time, what will be your response?
7
Do you regularly spend time for entertainment?
8
Is your social life balanced?
9 Do you plan your work before doing?
10
Do you fear about the quality of your performance?
11
Are you a heart patient?
12 Do you get tensed at your non achievement of your target?
13
Do you feeling stress some times?
If the answer of the above question is Yes then answer the
following:
a)
Is the reason of your stress your work load?
b) Are you stressed because of your family problems?
c) Do you get stressed when your boss scolds You?
d) Do you try to find any solution for the problem of your stress?
e) (IF YES) Do you practice yoga or any other ayurvedic therapy for
reducing stress?