Print Out Hr Project

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CHAPTER : 1

EXECUTIVE

SUMMARY


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EXECUTIVE SUMMARY.

For this report I have undertaken an project at CENTRAL POINT

HOSPITAL. I have interacted closely with the employees of the

organization and also done further research about my topic via books and

websites.

The research that I have undertaken is on HRM scope in

hospital sector

I mostly found stress management and absenteeism in Central point

hospital, Nagpur.

Stress is defined as a state of tension experienced by individuals.

Absenteeism refers to unauthorized absence of the worker from his job.

The reason for choosing this topic is that HR having huge scope

and it is a very relevant topic in my country, the trend of stress

management, absenteeism is extremely high .I chose to do my research in

the health care industry because of my personal interests.

In the report I have included general information about stress

management, absenteeism such as definitions, causes and effects, etc.

further I have undertaken a study by questioner .

From these findings I have made certain conclusion and

suggestions to the organization. These include measures such as constant

work on management style, provide incentives, work on social work

environment, keep motivation high etc.


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CHAPTER : 2

INTRODUCTION

OF TOPIC


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INTRODUCTION OF TOPIC

A/C To W.H.O That is Health is not merely absence of disease its

complete mental, physical, social well being

Management of HR in health is a major challenge to health system

development.

HEALTH--- Not only absence of disease but complete physical,

mental, social well being that I earlier I mentioned above.

HRM scope in hospital sector include planning for production and

utilization of health

Although number of majors have been instituted to need thischallenges considerable gap still remains.

HRM scope in hospital sector improve patient satisfaction. Reduce

medication errors

Increase in health promotion and disease promotion.

Health sector reform and its impact on human resources for health (HRH)

in developing countries and countries in transition.

Health sector reform has been defined as the "sustained purposeful change

to improve the efficiency, equity and effectiveness of the health sector

Health sector reform involves many fundamental changes to the way in

which public services are financed, organized and delivered in both

developing and developed countries, and often operates as part of a wider

programmed of public sector reform.

H.R.M SCOPE IN HOSPITAL SECTOR.

DEFINATION

HRM Scope In Hospital Sector Is Define As Management Of Hr In

Health Is A Great Challenge to health system development include

planning for production

And utilization of health personnel


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FFEEAATTUURREESS

Fallowing are some feature.

Organizational management.

Personnel administration.

Manpower management.

Industrial management.

SCOPE

The scope of the study covers in depth, the various stress management

practices, modules, formats, being followed in get well hospital and its

employees. The different stress

management programmes incorporated/facilitated in Central point

hospital through its

faculties, outside agencies or professional groups. It also judges the

enhancement of the

knowledge & skills of employees and feedback on its effectiveness.

Along with in hospital sector HR having huge scope like

recruitment, performance appraisal, training and development, stress

management, absenteeism

From above I mostly found

Stress Management And

Absenteeism in central point hospital.

1.STRESS MANAGEMENT2.ABSENTEEISM


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INTRODUCTION OF JOB STRESS

1. Stress.

2. Job Stress.3. Types Of Stress.

Constructive Stress. Destructive Stress.

4. Symptoms Of Stress.

5. Sources Of Stress.

A. Organizational Factors.B. Personal Factors.

y SSTTRREESSSS::

Stress is defined as a state of tension experienced by individuals facing

extraordinary demands, . The pressure of modern life, coupled with the

demand of a job, can lead to emotional imbalances that are collectively

labeled STRESS.

yy JJOOBB SSTTRREESSSS

Organization bears stress on the workforce. Work pressures, tight

schedule, meetings, unhelpful colleagues, critical bosses, incompetent

subordinates etc all have a cumulative effect in making the lives of

modern day executives quite miserable. Stress can be as disruptive as an

accident, leading to poor performance, addiction, poor attendance & an

overall poor health.


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yy OORRGGAANNIISSAATTIIOONNAALL SSTTRREESSSS::

The term STRESS normally refers to excessive pressure caused by

extraordinary demands, constraints and opportunities. The above listed

components are included in daily organizational life. Extraordinary

demands are always ready to be made & fulfilled with constraints &

restrictions to be followed without which opportunities cannot be found

and adhered to.

Individuals give variety of reactions to job stress. It can be emotionalas

frustration or anxiousness, happy or excited, bored or depressed, also

behavioral as abnormal appetites, socially dearness & can also be

psychological. It can also lead to mental blocks, hypersensitiveness to

criticism or having trouble concentrating. Thus it is important for a

manager to understand and be able to recognize stressors because they

cause job-related stress, which influences work attitudes and behavior

ultimately influencing performance of the individual & the organization.

yy TTYYPPEESS OOFFSSTTRREESSSS::

CCoonnssttrruuccttiivvee SSttrreessss::

Constructive Stress acts in a positive manner for the individual& the

organization. Constructive stress can indicate a situation where the

individual is in balance or within tolerable limits. The figure shows that

low to moderate amounts of stress can act in a constructive or energizing

way. Moderate stress can increase effort, stimulate creativity & encourage

diligence in ones work.

Ex: Working harder before exams, paying attention in class etc


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DDeessttrruuccttiivvee SSttrreessss:

Destructive stress or Distress is not healthy for the individual &

organization. Distress would indicate effects that are out of balance or

outside the tolerance limits. Excessive stress may lead to overload or

breakdown a persons physical & mental systems. Performance can suffer

as illness by intense stress or people can react to stress by absenteeism,

accidents, dissatisfaction & reduced performance.

yySSYYMMPPTTOOMMSS OOFFSSTTRREESSSS::

The individual shows various numbers of signs and symptoms that exhibit

the proneness and existence of stress in the individuals life. Such signs

show them up through various cleavages and loop holes. There are a

number of Biological, Psychological and Behavioral changes which can be

symptomatic of individual stress, they are as under:

Biological:

Lack of Appetite. .

High Blood pressure.

Constipation & diarrhea.

Frequent crying or desire to cry.


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Psychological:

Inability to make decision.

Inability to concentrate.

Uncertainty about whom to trust. .

Tendency to misjudge people.

Inner confusion about duties.

Problem in dealing with new situation.

Behavioral:

Irritability with people.

Lack of Interest in life.

Inability to show true feelings.

Feeling of Failure as a person.

Feeling of ugliness.

y Difficulty in making decision


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SSOOUURRCCEESS OOFFSSTTRREESSSS:

A. OOrrggaanniizzaattiioonnaall FFaaccttoorrss..

1). Role Conflict:

A Role is nothing but a general set of

guidelines indicating how persons holding certain positions ought to

behave. For example, top managers are expected to be decisive &

aggressive, while salesmen are expected to be friendly & cheerful. These

expectations may cause discomfort to the parties involved where different

groups of people interacting hold contradictory expectations about the

behaviors.,

2). Role Overload:

At higher, Decisive positions, constant

interruptions, stream of visitors, mountain of files, number of subordinates

looking for valuable guidance, increase quantitative & qualitative

overloads. Persons who experience such conditions show clear signs of

stress & report health problems.

4). Role Under load:

Most persons wish to feel needed, but when

they find that they are contributing very little & achieving next to nothing,

their self-esteem gets threatened. People want stimulation & interaction.

Role under load can lead to many of the same problems as that of Role

overload; as such, increased nervous complaints, health problems &

passivity.


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5).Interpersonal Relationships :

Another source of stress is

poor interpersonal relationships with others, be they supervisors, co-

workers, subordinates or clients. When relationships at work are not

pleasant, employees develop fear for interactions & meetings. Three

aspects of interpersonal relationships at work negatively influence Job

Stress:

Amount of contact with others.

Amount of contact with people in other departments.

Organizational climate.

7. Ineffective Communication:

Stress can result from a lack

of communication or from a lack of right kind of communication at the

right time. Without proper form of communication, perception &

interpretation change and are not in pace with the reality

8. Responsibility:

Different types of responsibility

function differently as stressors. Classification can be done in terms of

Responsibility for people V/S Responsibility for things. The former face

symptoms like high blood pressure & higher cholesterol levels while the

latter face lower levels of the above.


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B. PPEERRSSOONNAALL FFAACCTTOORRSS::

99.. TThhee IImmppaaccttooffLLiiffee CChhaannggee::

Various Positive & negative

events in the personal life demand adjustments & compromises. Traumatic

experiences in life can have significant impact on the psychological well

being of an individual. This variable is based on the findings ofHolmes &

Rahe in 1971.

10. Type A and Type B personalities:

Relationship has been established

between personality, behavior and Stress. Personality can be classified as:

Characteristics of Type A Personality:

Ambitious, hard driving & setting tough targets.

Working at incredible speed so as to meet deadlines.

Fiercely competitive.

Characteristics of Type B Personality:

Work at steadier pace & not against clock.

Setting reasonable Targets.

Mild mannered and patient.

11. Other Reasons:

Work & familys overlapping demands. Family Responsibilities.

Excessive Rules & Regulations. Frustration & resentment.

Restrictive Organizational Environment. Feelings of Failure.


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12. Indian Case: Life Events Stress Scale.

Dr. Sam Batlivala, a

consultant physician administered the Holmes & Rahe life events scale to find out

the typical role of stressors faced by Indian Executives, they are as follows:

Pressure to work harder. Change in health of Family members.

Festivals. Change in responsibilities at work.

Frictions with Spouse. Poor performance of children in exams.

Dowry for Daughters marriage. Constant Comparisons with Others.


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CONSEQUENCES OF STRESS:

Stress is expressed in a number of ways. When Eustress is experiences, the

result is usually improved job performance which is self-rewarding &

propelling for the individual in the future. But Distress leads to many

negative consequences which can be classified as:

Subjective effects:

Anxiety, aggression, boredom, depression, fatigue,

frustration, irritability, bad temper, nervousness, loneliness, apathy etc.

Behavioral effects:

Accident Proneness, drug use, excitement, restlessness,

abnormal appetite, impaired speech & behavior, emotional outbursts etc.

Cognitive effects:

Inability to make decisions & concentrate, frequent

Forgetfulness, hypersensitive to criticism & mental blocks etc.

Physiological effects:

Increased blood glucose levels & heart rate, blood

pressure, dryness of mouth, sweating, difficulty in breathing etc.

Organizational effects:

Absenteeism, poor industrial relations,

productivity & organizational climate, high accident & labour turnover etc.


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JOB STRESS THE ORGANIZATIN

SSTTRRUUCCTTUURREE ::

o Job Stressors.

o Management of Stress.

o Organizational Stress Coping Strategies.

o Employee Counseling.

o Performance Counseling.

o Mentoring

JJoobb SSttrreessssoorrss:: -

Specific Work Factors: Organizational Practices:

y Excessive Workload. Favoritism.

y Long hours & low pay. Poor supervision..

y Unreasonable Performance demand Responsibility without authority

y Constant sitting. Poor chances of promotion.

y Multiple supervisors. Lack of recognition.

y Poor communication. Unclear responsibilities.

Physical Stressors: Inter-Personal Relationships:

y Noise, heat, vibration. poor performance from subordinates.

y Poor air quality. Office politics

y Improper Lighting. Competition & comparison.

y Poorly designed Equipments. Staff conflicts.

y Crowded working conditions. Bullying & harassment.

y Unsanitary working conditions. Problems caused by excessive time

y Repetitive motion. away from Family.


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MMAANNAAGGEEMMEENNTTOOFFSSTTRREESSSS::

It is not true that employees do not want any stress at work. As the current research

evidence indicates, employees are energized & motivated by moderate amount of

stress. What most people want in the workplace is a challenging job assignmentfollowed by moderate doses of competitive spirit, constructive conflict and zeal to

get ahead of others. There are a variety of ways in which individuals cope or deal

with stress at work.

Managers seek the positive performance edge provided by constructive

stress. At the same time, they must also pay attention to destructive stress & its

likely impact on people and work performance in a negative way. One of the most

difficult tasks here is to ascertain the optimum level of stress.

COMPANY-WIDE PROGRAMMES TO MANAGE STRESS:

Employee Counseling.

Training and Development Programmers.

Establishing autonomous work groups.

Establishing variable work schedules.

Setting up health clubs & offering health facilities.

EEmmppllooyyeeee CCoouunnsseelliinngg::

Counseling is a dyadic relationship between two persons: a manager who

is offering help .i.e. Counselor and an employee to whom such help is

given .i.e. Counselees. This concept was brought to light by PPaarreeeekk aanndd

RRaaoo. Employee Counseling is classified as:

Formal Counseling: Formal Counseling is a planned and systematic

way of offering help to subordinates by expert counselors.

Informal Counseling: Informal Counseling is concerned with day-to-

day relationships between the manager & his subordinates where help is

readily offered without any formal plan.


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PPeerrffoorrmmaannccee CCoouunnsseelliinngg::

Performance Counseling involves helping an employee understand his

own performance, find where he stands in relation to others and identify

ways to improve his skills and performance. It focuses essentially on the

analysis of performance of the job and identification of training needs for

further improvement. This can be done by improved, revised & periodical

induction of the employee and also by periodical training & development

Programmers so as to find loop holes and fill them with proper effort

required.

FFeeaattuurreess ooffCCoouunnsseelliinngg

The focus is on developmental, educational & preventive concerns.

Processes such as guidance, classification, suggestion are commonlyemployed.

The relationship between the counselor and the Counselee is friendly,

advisory & trustworthy.

The aim is to clear the mind of the counselee of , mental blocks

& improve personal effectiveness.

Preparing action plans for improving behavior & performances.


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BBeenneeffiittss ooffCCoouunnsseelliinngg::

Performance Counseling takes a positive approach. The underlying

philosophy is: People can grow & improve their competence &

performance with timely help & proper coaching. An effective counselor-

manager is one who helps his employees to become more aware of their

strengths & weakness and helps them to improve further. Counseling

offers the following benefits to the counselee:

He is able to improve his personal effectiveness.

He is able to clear the mind of emotional irritants.

He is able to overcome his personal weaknesses & work more

effectively.

He feels more relaxed when he is able to share his concerns & problems

with trusted friend.

Counseling is essentially and conceptually helping. Counseling is an art,

which requires serious effort from both the sides.


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MMEENNTTOORRIINNGG

Mentoring is the use of an experienced person (mentor) to teach and train

someone (the protg) with less knowledge in a given area. The mentor nurtures,

supports and guides the efforts of young persons by giving appropriate

information, feedback and encouragement whenever required. The Mentor offers

emotional support and guidance to the protg so that the protg can improve his

chances of success in his career.

A mentor is a teacher, sponsor, counselor, developer of skills & intellect,

host, guide, exemplar and most importantly supporter and facilitator in the

realization of the vision the young person has about the kind of life he

wants as an adult.

When a young person joins an organization, he needs help from a senior

person to guide his efforts, correct his mistakes and put him on track. Such

a person need not be from the same department but is generally a person

who is senior in position and age. The young person needs to response his

confidence and trust in the ability of his superior who could help him set

task goals, realize them and plan for further improvements in future.

Mentoring Involves:

Establishing trusting relationship between the mentor and the protg.

Modeling behavioral norms for the young persons.

Listening to the job related problems of the protg.

Helping in finding alternative ways to resolve the problems.

Responding to emotional needs, without making dependant.

Developing a long lasting relationship based on mutual trust and

understanding


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INTRODUCTION OF ABSENTEEISM

ABSENTEEISM

DEFINATION

y The term absenteeism simply means remain absent from job

y Absenteeism refers to unauthorized absence of the worker from his job.

Absenteeism can be defined as failure of employees to report for work when they

are scheduled to work.

Employees who are away from work on recognized holidays, vacations,

approved leaves of absence, or leaves of absence allowed for under the collective

agreement provisions would not be included

TYPES OF ABSENTEEISM

Authorized Absenteeism

If an employee absents himself from work by taking permission

from his superior and applying for

Leave, such absenteeism is called Authorized Absenteeism-

Unauthorized Absenteeism-

If an employee absents himself from work without informing or taking

permission & without applying for leave, such absenteeism is called

unauthorized absenteeism

Willful Absenteeism-

If an employee absents himself from duty willfully, such absenteeism

is called Willful Absenteeism.


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CAUSES OF ABSENTEEISM

Illnesses

Accidents.

Stress

Low motivation and morale

Lack of co-operation and understanding between management and workers.

Bad working conditions.

. Boredom

Alcoholism.

Poor welfare facilities

Low level of wages.

Unhealthy working condition.

Industrial fatigue.

Social and religious ceremonies

Out of all these causes for absenteeism we can see that in central point

hospital illnesses and

muscle/ joint related problems are the main cause of absenteeism. Further

it has been observed that low moral & motivation is also a major cause

for absenteeism,


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CALCULATION OF ABSENTEESUM RATE.

Number of man days lost

Absenteeism rate = --------------------------------------------------- 100

Number of man days scheduled to work

TRENDS OF ABSENTEEISM IN CENTRAL POINT

HOSPITAL

On an average day, about one in four of workers are absent from work,

either because they have called in sick, or are on long-term disability. This

rate is especially high among government employees, who account for half

the workforce. The average amount of time people were absent from work

in 2008 not including vacations, was 4.8 weeks central point hospital

welfare state enforces few penalties against chronic absenteeism. In fact,

most people who take sick leave receive 100 percent of their pay. Few

employees get fired, but even if they do, unemployment benefits are very

generous.

Measures That Can Be Taken In Order To Control

Absenteeism.

If absenteeism is to be controlled, the physical and emotional needs of

employees must be addressed. Managers meet with employees who are out

more than 16 days and help them to get better treatment. Employees

appreciate that, because it makes them feel needed.

Managers also move sick employees into less physically demanding jobs,

if need be, and buy them special equipment.


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For Supervisors/Managers:

1.change management style:

We are all aware of the fact that when employees

call in ill, it does not mean they are truly too physically ill to work. Onereason, outside of illness, that employees are absent is stress, and the

number one reason employees are stressed has to do with their relationship

with their manager supervisor.

Management styles that are too authoritarian tend to promote

high levels of absenteeism among employees. Authoritarian managers are

managers who have poor listening skills, set unreachable goals, have poor

communication skills, and are inflexible. In other words, they yell too

much, blame others for problems, and make others feel that it must

be their way or the "highway." Authoritarian managers tend to produce

high absenteeism rates. By identifying manager.

who use an authoritarian style, and providing them with

management training, you will be taking a positive step not only toward

reducing absenteeism, but also reducing turnover, job burnout, and

employee health problems such as backaches and headaches.

2. Change Working Conditions:

The employees in your company probably work in a well-lighted

climate controlled building. The working conditions I am referring to

relate to co-worker relationships. Not only does relationship stress occur

between the employee and manager, but it also exists between employees.

Frequently I hear employees say they did not go to work because they are

fearful of or angry with another employee. These employees usually report

they just could not deal with "so and so" today, so they called in ill.

Companies that adopted policies and values that promote employee respect

and professionalism, and promote an internal conflict resolution procedure,

are companies that reduce employee stress. A reduction in employee stress

reduces employee absenteeism.


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3. Provide Incentives:

.

Giving employees incentives for reduced absenteeism is not the same as

rewarding or giving employees bonuses for reduced absenteeism. An

incentive provides an employee with a boost to their motivation to

avoid unnecessary absenteeism.

The types of incentive programs used by companies are numerous. Some

companies allow employees to cash-in unused sick days at the end of every

quarter, others give an employee two hours of bonus pay for every month

of perfect attendance; and still others provide employees with a buffet

lunch, a certificate of achievement, or even a scratch-off card concealing

prizes. The duration of the incentive program is also very important. Once

again allow your employees to help guide you to determine the length of

time between incentives. Some companies find that they can simply reward

employees with perfect attendance once a year, while others decide once a

month is best, and still others decide once a week works best. The general

rule of thumb is to reward workers more frequently the younger they are

and the more difficult the work is to perform. Also, it is best to start with

small incentives and work up to larger ones if necessary


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CHAPTER : 3

OBJECTIVE OF

PROJECT


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OBJECTIVE

1. To know the main causes of stress management, & Absenteeism at

Central point Hospital.

2.To Study the factors are to be considered in order to reduce Stress and

absenteeism.

3.To suggestions can be given to the management to improve the regular

attendance of the employees in the company?

4. Finding employees welfare activities and rewards given to motivate

them

Along with that fallowing are some other objective

o Improve the patient satisfaction

o Providing best possible patient care

o Providing good training of physicians, nurse and other personnel

o Prevention of disease and promotion of health

o Reduce medication error


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CHAPTER 4

HYPOTHESIS


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HYPOTHESIS

hypothesis (from Greek; plural hypotheses) is a proposed

explanation for an observable phenomenon. The term derives from the

Greek, hypotithenai meaning

Meaning :A supposition; a proposition or principle which is supposed

or taken for granted, in order to draw a conclusion or inference for proof of

the point in question; something not proved, but assumed for the purpose

of argument, or to account for a fact or an occurrence; as, the hypothesis

that head winds detain an overdue

"to put under" or "to suppose

Definition: a message expressing an opinion based on incomplete evidence

1)There is a relationship between workload pressure as well as job stress andabsenteeism.

2)There is a negative relationship between Job stress and Job satisfaction


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CH P ER

5

INTR CTION

TO

ORG NITATION


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CPH

CENTAR POINT

HOSPITAL & RESEARCH INSTITUTE

Affordable Q ali y are

It Is M st C t l And Land Mark Location Of Nagpur, Justifying Name

Central Point Hospital

C NTER POINT HOSPITAL is very meticulously redone & planned hospital

premises carved out of memorable &an almost archaeological building with

modest interior. first super specialist hospital in Nagpur. Counterpoint hospital

having renowned Stop and doctors. No of employee working overthere.

Hospital having big infrastructure having IC , Operation Theater, Day care

unit, 24 Pharmacy, modest 60 bed capacity. here all the like mindedDirector are

devoting themselves for the cause & concern of better patient management as an

ongoing process.

.SSTTRR

CCTTUURREE::

OOuurrMMiissssiioonn

OOuurrVViissiioonn

OOuurrSSttrreennggtthh

OOuurrIInnffrraassttrruuccttuurree


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OOUURRMMIISSSSIIOONN

Our Mission ??????

In keeping with our social commitment we render

free and concessional treatment to the less privileged

GOOD

GOOD HEAL


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OOUURRVVIISSIIOONN::

To provide cutting edge technologies in all specialties of medicine. We

feel no person from Central India should require traveling outside our

region for want of facilities.

To promote medical research on health needs of our people and add to

futuristic research modalities.

To provide health education through outreach programs to reduce

The disease burden in the society.


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OOUURRSSTTRREENNGGTTHH::

Why C t Poi t ospit lisdi t????????

B stthi s i li are always available ata hi her pri e

CPH has proved it wrong. Center Point Hospital offers unique

benefits atlowest premium, creating a landmarkin Hospital history.


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FACILITIES AVAILABLE

We have world class facilities

Intensive Cardiac Care Unit, Medical, SurgicalIntensive CareUnit (ICU),

Accident, Trauma and Orthopedic like Total Hip & KneeReplacement Surgery

General Medicine with Specialized Clinics for Diabetes,Hypertension,

Endocrine disorders, General Surgery, Laparoscopic Surgery,MinimalAccess

Surgery, Urology, Anthology Services (PCNL, Kidney, Ureter,Urinary

Bladder, Stones),

Plastic Surgery, Cosmetic Surgery

Weight Reduction and Liposuction Surgery, HairImplantSurgery

Neurosurgery, Spinal Surgery

Pulmonologist including, Bronchoscope, Sleep disorder, PFTetc.

Pediatric Intensive Care (PICU); NICU, Gynecology andObstetrics including infertility, assisted reproduction

Conventional Radiology, Echo, Anesthesiology andPainmanagement clinic.


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CHAPTER :6

RESEARCH

METHODOLOGY


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SSTTRRUUCCTTUURREE::

Introduction.

Why research

.

Research Methodology Applied in the

Project.

IINNTTRROODDUUCCTTIIOONN

Organizations often want to know everything about their products, services,

programs, policies etc. Business research is a systematic way to collect

information and get knowledge of it with a methodology so that the derived

knowledge can be used to make decisions. Usually managers face major issues

like ongoing complaints from customers, need to convince financers for advances,

unmet needs among customers, the need to polish an internal process, issues while

managing men, machines, material, and money, issues of forecasting and future

plans. Research helps decide rational.

WWHHYY RREESSEEAARRCCHH ??

There are several interesting factors which motivate conduction of

research. It helps the organizations to draw a rough sketch of the prevailing

& future situations. Following are the various reasons supporting rigidly

the cause of Business Research


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TTIITTLLEE:: JOB STRESS.& ABSENTEESM

MMeetthhooddoollooggyy::

To satisfy and meet the objectives of the study, qualitative methodologies

along with quantitative techniques were employed. The empirical studyhas been conducted at the (company name).

DDaattaa ccoolllleeccttiioonn::

The Primary data was collected in face to face

interviews, observation of workers, supervisors, managers and personnel

department etc.

The secondary data was collected from theindustrial

reports, journals & books and various internet websites.

Data Analysis:

The data collected was subjected to verification

and quantification. The data so collected was entered in computer forprocessing, analysis and other computations.

SSaammppllee ssiizzee::

The study has been done with the help of interview schedule including

personal data with OCTAPAC (Openness, Confrontation, Trust,

Autonomy, Proaction, Authenticity, Collaboration). Total people covered

30.


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CHAPTER: 7

DATA ANALYSIS

&INTERPRETATION


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SSTTRRUUCCTTUURREE

Introduction to Data.

Primary Source of Data Collection.

Secondary Source of Data Collection..

Tools employed to collect the data

IInnttrroodduuccttiioonn ttoo DDaattaa::

Data refers to a collection of natural phenomena descriptors, including the

results of experience, observation or experiment, or a set of premises. This

may consist of numbers, words or images, particularly as measurements or

observations of a set of variables.

Source

PRIMARY DATA SECONDARY DATA

bservation method survey method internal method external Method


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PPRRIIMMAARRYYSSOOUURRCCEEOOFFDDAATTAACCOOLLLLEECCTTIIOONN::

Primary Source is used to collect initial material during the research

process. Primary data is the data the researcher collects himself using

methods such as surveys, direct observations & interviews. Primary data is

a reliable way to collect data as such the researcher knows where it came

from, how was it collected & analyzed. This source demands personal

interactions.

PPrriimmaarryy DDaattaa CCoolllleeccttiioonn MMeetthhooddss::

Primary Data can be gathered by following methods:

1.Surveys:

Survey Research is one of the most important

areas of measurement in applied research. This area encompasses any

measurement procedures that involve asking questions to respondents. A

Survey can be anything from a short paper pencil feedback form to an

intensive one-on-one in-depth interview.

2.Questionnaires & interviews:

Questionnaires are written

format, including questions about the specified field, which the respondent

is needs to complete. These are usually open-ended questions. Its of

different types: Mail questionnaire, group administered questionnaire,

telephone questionnaire etc. Interviews are based on what the respondent

says.


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SSEECCOONNDDAARRYYSSOOUURRCCEEOOFFDDAATTAACCOOLLLLEECCTTIIOONN::

Secondary sources are edited primary sources, second hand versions.

They represent thinking of someone else. Secondary data are data that

were collected by persons for purposes other than solving the problem at

hand. They are one of the cheapest and easiest means of access to

information.

Secondary Data Analysis is also known as Second-Hand- Analysis. It is

simply the analysis of pre-existing data in a different way or to answer a

different question than originally intended. Secondary sources take the role

of analyzing, explaining & combining the information with additives.

tools employed to collect the data:

SN

.

Respondents

.

Tools &

techniques

used.

1. Workers. Questionnair

e &informal

interactions.

2. Supervisors. Informal

interactions.

3. Officials. Questionnair

e &informalinteractions.

4. Trainees. Informal

interactions.


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INTERPRETATION

Q1. Is Your Organization considers a Stress management a part of organizational

strategy.

Do you agree with this statement?

Response No. Of Respondant Percentage

Agree 16 54

Disagree 3 10

Partly agree 5 16

Cant say 6 20

TOTAL 30 100

Interpretation:-

The above graph indicates that Organization considers stress management asa part of

organizational strategy.

0

10

20

30

40

50

60

Agree Disagree Partly Agree Cant say


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Q2. Is Enough practice given for u?


Agree 16 55

Disagree 2 5

Partly agree 9 30

Cant say 3 10

TOTAL 30 100

Interpretation:-

The above graph indicates that enough practice is given on stress management

Session.

0

10

20

30

40

50

60

gree

isagree partly agree ca

t say


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Q3. Are You working more than 10 hrs . in a day?


Agree 8 27

Disagree 3 10

Partly agree 16 53

Cant say 3 10

TOTAL 30 100

Interpretation:-The above graph indicates that working more than 10 hrs

0

10

20

30

40

50

60

agree disagree partly agree ca t say


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Q 4 Are you satisfy with your job and your origination ?


Yes 6 20

No 17 56

Some Time 4 14

Cant say 3 10

TOTAL 30 100

INTERPRETATION:-

The above chart indicates that employee not satisfy with job. And origination.

0

10

20

30

40

50

60

yes o some time ca t say


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Q 5 What are all the important barriers to in stress management andabsenteeism?


Time 7 23

Money 12 40

Lack of interest by staff 5 17

Not avaibility of skill Member 6 20

TOTAL 100

INTERPRETATION:-

The above graph indicates that the Money important barriers to stress

management and absenteeism

0

5

10

15

20

25

30

35

40

45

time mo

ey lack of i

trest by

staff

ot availability of

skill trai

i

g


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Q 6.How is your relation with higher authority, is it toxic.?


Yes 15 50

No 9 30

Some Time 4 13

Cant say 2 7

TOTAL 30 100

INTERPRETATION:-

The above graph shows that relation with higher authority is toxic.

0

10

20

30

40

50

60

yes n I nt kn w cant say


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Q7. Are,Your daily chores in the institution , challenges?.


Not at all 5 17

To some extent 8 26

Average 7 23

To great extent 10 34

TOTAL 30 100

INTERPRETATION:-

Your daily chores in the institution are challenge to great extent.

0

5

10

15

20

25

30

35

40

n

t at all t

s

e extent average t

great extent


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Q8. Employees are given appraisal in order to motivate them to attend theStress management a. Do u agree with this statement?

Respondents


Agree 15 50

Disagree 8 27

Partly agree 4 13

Cant say 3 10

TOTAL 30100

INTERPRETATION:-

The above graph shows that Employees are given appraisal in order to motivate

them to to attend the stress management.

0

10

20

30

40

50

60

stro

gly agree agree some

hat disagree


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Q10. What u think, The social environment amongst employees is good?


Not at all 9 30

To some extent 11 37

Average 3 10

To great extent 7 23

TOTAL 30 100

INTERPRETATION:-

The above chart indicates that social environment among employee is good

0

5

10

15

20

25

30

35

40

Not at all To some exte

t

verage To great exte

t


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CHAPTER: 8

CONCLUSION &

SUGGESTION


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CCOONNCCLLUUSSIIOONN && SSUUGGGGEESSTTIIOONN::

CONCLUSION

Based on the finding of the study, there are a few key points that can be used to conclude

this report paper. It is very important that the organization understands the need of its

employees and provide what is best for them. Constant appraisal programmers &

appreciation should be given to reinstate & motivate the employees. Motivation is a key

factor as well in affecting job stress among employees. Employees, who are highly

motivated feel happier and are more willing to work for the organization.

It also notice that the employees not satisfied with the management and that they

are not comfortable with superiors to discuss. So it seems like bad relations with the

management is a leading cause of absenteeism. The social environment at the work place

also seems to be good, however a small percentage seems to be unsatisfied in this area.

The management needs to further explore this issue and see if there is anything they can

do in order to improve the situation.

Unhealthy job stress and absenteeism among the people responsible in assisting the future

generations education will ultimately affect their intellectual & social ability. Failure of

the educational institutions in providing a healthy working environment or even a working

environment with minimal level possible of unhealthy job stress would lead to many more

problems in the near future.


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SSUUGGGGEESSTTIIOONN::

y Providing recreation facility.

y Appraise them.

y Motivate them.

y Provide Incentives.

y Maintained social healthy environment.

y Develop an attendance policy.

y Recognition .

y Finding employees welfare activities and rewards given to motivate

them.

y Maintain healthy relation between employee and employer.


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CHAPTER: 9

SCOPE AND

LIMITATION


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Scope

The scope of the study covers in depth, the various stress management practices,

modules, formats, being followed in get well hospital and its employees. The different

stress management programmes incorporated/facilitated in Central point hospital through

its faculties, outside agencies or professional groups. It also judges the enhancement of

the knowledge & skills of employees and feedback on its effectiveness

Stress management will be huge scope for origination and employee like little

Stress between employee it will be a beneficial because having a bit stress employee

much alert about work them- self.

LLIIMMIITTAATTIIOONN

Like any other empirical studies, this study is not without its limitation. Our sample

consisted of only one company which limited the generality of the results. The study can

be strengthened by increasing the sample size as the data analysis results and findings

may vary substantially, when the sample is increased or decreased. As only one

organization cannot represent all the organizations, more involvement would create a

more diffused result & findings.

The main limitation in my project was that I was not allowed access to

records of absenteeism by the institution. The reason for this is that the organization is

not that big and the management felt that such information should not be disclosed to a

student. However I was able to undertake my survey and interact closely with the

employees of get well hospital

Again Some Limitation That I Found

1.The terminology used in the subject is highly technical in nature and creates a lot

of ambiguity.

2. All the secondary data are required were not available


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CHAPTER 10

ANNEXURE


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Q 4 Are you satisfy with your job and origination ?

a. Yes

b. No

c. Some time

d. Cant say

Q 5 What are all the important barriers to in stress management and absenteeism?

a. Time

b. Money

c. Lack of interest by staff

d. Not availibility of skill of training

Q 6,. How is Your relation with you higher authority, it is toxic.?

a. Yes

b. No

c. I dont know

d. Cant say


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Q7. Are ,your daily chores in the institution , challenge

a. Not at all

b. To some extent

c .Average

d .To great extent

Q8. Employees are given appraisal in order to motivate them to attend theStress management a. Do u agree with this statement?

a. Strongly Agree

b. Agree

c. Somewhat

d. Disagree

Q9How many stress management programmes will you attend in a year?

a. Less than 10

b. 10_20

c. 20-40

d. More than 40


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Q10. The social environment amongst employees is good

a. Not at all

b. To some extent

c. Average

d. To great extent


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BIBLIOGRAPHY


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BBooookkss::

1. Human Resource Management Texts & Cases by V. S. P. Rao,

Excel Books, New Delhi.

2. Organizational Behavior (13th

Edition) by Stephen .P .Robbins &

Timothy .A .Judge, PHI Learning Private Ltd., New Delhi.

3. .Human Resource & personnel Management text and cases ,K.Aswathapa..

4. Business Research Management & Industrial Resources by

P. Subba Rao Himalaya publishing House,Mumbai.

IInntteerrnneettWWeebbssiitteess::

www.wikipedia.com

www.google.com

www.centralpoint.com

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