A STUDY OF STRESS MANAGEMENT AMONG THE EMPLOYEES OF OZONE HOSPITAL HYDERABAD

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1 A STUDY OF STRESS MANAGEMENT AMONG THE EMPLOYEES OF OZONE HOSPITAL HYDERABAD Prti Sarda 1 1 MBA, M. C. Gupta Collg of Businss Managmnt, Hydrabad Abstract - Th prsnt study has bn carrid out to find out th potntials and consquncs of strss among th mploys working in Ozon Hospital. In this changing nvironmnt, participation, intraction, transaction, planning and Rgulation bcom ky issus, ach with its own frustrations attractd. Popl fl strss, as thy no longr hav complt control ovr what happns in lif. Thr is no scap from strss in modrn lif. In Today s contxt, strss is a costly businss xpns that affcts both mploy halth and company profits, thus it s bcoms vry important to undrstand th causs of strss, its impact and adopting stratgis or minimizing its impact. Strss is a part of day- to-day 1if. Th prsnt study concntrats on to study potntials and consquncs of strss among th mploys of Ozon Hospital, Hydrabad. It is blivd that carrying out such a study can b of grat us to th organization in undrstanding thir mploys and also bcoming awar of facts that th organization is unawar of. Kywords - Strss, Strss Managmnt, Ozon Hospital, -squar tst. I. INTRODUCTION A man's lif today facs all sorts of challngs and obstacls that hampr his normal functioning and most of th tim his prssur is too hard to handl. Whn w ar xpctd to mt th changing dmands, w undrgo strss. Studis show that strss is a ngativ stat of mind and sinc stat of mind is changabl, strss is controllabl. By adopting various strss managmnt tchniqus and knowing xactly whr th strss is coming from can rlas strss to a gratr xtnt and giv a sort of comfort and boost confidnc. In th procding articl th causs of strss and strss controlling tchniqus ar laboratd clarly. In today's comptitiv world, tnsion and strss hav bcom a part of a grat concrn for popl. Many strss tchniqus hav bn put forth and som hav succdd and som hav faild. Howvr, bfor implmnting th strss control tchniqus, it is invitabl to know what xactly 'Strss' is and why strss control tchniqus ar ncssary. Strss is a strain, forc, tnsion, mphasis, difficulty, brakdown, anxity or dprssion. 'Strss' is what you fl whn you hav to handl mor than you ar usd to. Whn on is strssd, on's body racts as though on is in dangr. "Strss managmnt" is simply th provision of 'strss-coping' tchniqus, to nabl a prson to fight against strss. Strss managmnt is ffctiv whn a prson utilizd stratgis to cop with or altr strssful situation. Ozon Hospitals is th idal conglomration of a tam of intrnationally ducatd Indian doctors. Th paucity of high-nd mdical infrastructur and xorbitant costs of th xisting corporat halthcar srvics inspird th incption of ozon hospitals by a tam of six highly-spcializd mdical doctors. Ozon Hospitals passionatly supports tlmdicin srvics, ducation, training programs & rsarch srvics. W ar also drivn by our goal to stablish a complt halthcar ntwork across India. All rights Rsrvd 280

2 aims to play an activ rol in th nation building procss through a host of CSR (Corporat Social Rsponsibility) initiativs and non-profit projcts. II. LITERATURE SURVERY According to Richard S Lazarus, Strss is a condition or fling xprincd whn a prson prcivs that dmands xcd th prsonal and social rsourcs th individual is abl to mobiliz. According to Brnik, Brazilian psychiatrist,, "Strss dsignats th aggrssion itslf, lading to discomfort, or th consquncs of it. It is our organism s rspons to a challng, b it right or wrong. According to Sautr and Murphy, 1999, Occupational strss can b dfind as th "harmful physical and motional rsponss that occur whn th rquirmnts of th job do not match th capabilitis, rsourcs or nd of th workr. According to T. Cox and Basingstok Macmillan, Strss, it is argud, can only b snsibly dfind as a prcptual phnomnon arising from a comparison btwn th dmand on th prson and his or hr ability to cop. An imbalanc in this mchanism, whn coping is important, givs ris to th xprinc of strss, and to th strss rspons. III. HUMAN ISSUES TO STRESS MANAGEMENT IN HOSPITAL INDUSTRY For many mployd in th hospital sctor, "th daily xprinc is of rptitiv, intnsiv and strssful work, basd upon Taylor principls, which frquntly rsults in mploy "burnout". Mor vividly, charactrizs th work as "rptitiv brain strain". Ths dscriptions ar hardly surprising, in a way, givn that hospitals ar stablishd by organizations to "crat an nvironmnt in which work can b standardizd to crat rlativly uniform and rptitious activitis so as to achiv conomis of scal and consistnt quality of customr srvic". This mans, in othr words, that workplacs ar organizd in ways that wakn mploy autonomy and nhanc th potntial for managmnt control, and "a loss of control is gnrally undrstood to b an important indicator of work-rlatd strss". Thr is almost univrsal consnsus that hospital work is strssful. Evn in studis that rport th obsrvation that som staff actually njoys thir work, mntion of strss is still th norm, and a significant portion of th hospital litratur is dvotd to dtailing th sourcs of strss in hospital work. Som othr Human Issus, in Hospitals, which nd Immdiat Attntion, ar: Slping Disordrs Digstiv Systm Rlatd Disordrs, Dprssion, Svr Stomach Rlatd Problms, Eysight Problms, Anxity IV. REMEDIAL MEASURES FOR STRESS MANAGEMENT Undrstanding that th "Strss" is a major concrn for all hospital Employs, it is a duty of HR-hads of Hospitals to addrss it proprly. Som of th common signs and symptoms of strss although w all xprinc strss in diffrnt ways, thr ar crtain signs that ar most frquntly rportd. Ths signs fall into two major catgoris; physical/bhavioral signs and motional signs. If w bcom awar of our own strss symptoms, w will b mor ffctiv in daling with thm soonr rathr than latr. What follows is a list of som of th most xprincd symptoms of strss. Th physical/bhavioral symptoms includ; muscular tnsion, muscl spasms and tics, rapid hartbat, shortnss of brath and high blood prssur, cold hands and ft, backachs, hadachs and nck achs, stomach problms, indigstion, irritabl bowl and ulcrs, fling fatigud, irritabl, dcrasd ability to concntrat, insomnia and changs in ating bhavior. Sinc ths physical symptoms may b rlatd to physical problms, you should consult with your mdical doctor bfor you assum that your symptoms ar purly strssrlatd. Th motional symptoms includ; anxity in a varity of situations not limitd to th All rights Rsrvd 281

3 situation, dprssion, hoplssnss and a strong urg to cry without spcific incidnt, withdrawal from social intractions and avoidanc of prviously njoyd activitis, powrlssnss and dcrasd slf stm, hostility, angr and rsntmnt, fars, phobias and unwantd thoughts. V. RESEARCH METHODOLOGY Gnrally Rsarch is considrd as an ndavor to arriv at th answrs to intllct and practical problms through th application of scintific mthods to th knowldg univrs. It is movmnt from known to unknown. According to Clifford Woody Rsarch compriss dfining and rdfining of problms, formulating hypothsis or suggstd solutions, organizing and valuating data, making dductions and raching conclusions, and at last carfully tsting th conclusions to dtrmin whthr thy fit th formulating hypothsis. 5.1 OBJECTIVES OF THE STUDY: To know th strss managmnt practics of th Ozon Hospital. To idntify th factors causing strss to th mploys at work in Ozon Hospital. 5.2 SAMPLING DESIGN: In ordr to dsign th total list of manpowr is collctd according of th dpartmnt. 60 mploys ar pickd randomly by applying simpl random sampling tchniqu. Thus th sampl siz for th prsnt study is 60 mploys. Out of 60 sampls 28 rspondnts ar MD in various spcialtis following by 24 ar graduatd whil 05 rspondnts ar mploys including Rcptionist, Ward boys/ Girls who at last 12 th pass and rmaining 03 ar clanrs, swprs. 5.3 SOURCES OF DATA: Th prsnt study is basd on both primary and scondary sourcs of data. Th primary dat collction is don through a structurd qustionnair, which contains opn and closd Qustionnair. Th scondary sourcs for th study moduls intrnt, wbsits, Journals, articls and th rports maintaind by Ozon Hospital. 5.4 NEED FOR THE STUDY: As organizations and thir working nvironmnt transform, so do th kinds of strss problms that mploys may fac. It is important that your workplac is bing continuously monitord for strss problms. Furthr, it is not only important to idntify strss problms and to dal with thm but to promot halthy work and rduc harmful aspcts of work. Work in itslf can b a slf-promoting activity as long as it taks plac in a saf, dvlopmnt- and halth-promoting nvironmnt. Strss at work plac can advrsly affct an mploy s prformanc. So th Ozon Hospitals has bn implmnting strss managmnt practics in thir organization and th prcptions of mploys towards such practics should b known to th organization to nabl th organization to tak sufficint masurs to improv thm. 5.5 SCOPE & LIMITATIONS OF THE STUDY: Th prsnt study covrs various aspcts, such as strss causing paramtrs that ar prvailing in th organization and th strssors that ar affcting th prformanc of th mploy s. All ths aspcts ar obsrvd in Infra tch Limitd. Thus th prsnt study is confind to strss managmnt practics in Ozon Hospital. Th following ar th major limitations of th prsnt study Th study is confind to information willingly shard by th organization. Conclusions ar drivd from th opinions of th mploys, which ar assums to b All rights Rsrvd 282

4 Th data in th study has bn collctd b mans of qustionnair. VI. DATA ANALYSIS AND INTERPRETATION: An attmpt is mad to prsnt th analysis of rsponss on significant strss crat factors on mploys of Ozon Hospital. Simpl prcntag analysis, squir tst was usd for valuation. -squar tst is givn as (O-E) 2 /E Dgr of frdom is (n-1): whr n- sampl siz O- Obsrvd frquncy, E- xpctd frquncy P- Probability is < Ag Wis Distribution of th Ag Mor than 50 yrs yrs yrs Blow 30 yrs Numbr TABLE NO: 1 Ag Wis Distribution of th Intrprtation: It is obsrvd from th survy that 38% of rspondnts ar btwn 40 yars and 50 yars, 30% of th rspondnts ar fall btwn 30 yars and 40 yars, 16% of rspondnts ar mor than 50 yars of ag and rmaining 16% of rspondnts blow 30 yars of ag group. 2. Education Wis Distributions of th Education PG Graduation Blow No Formal Graduation Education Numbr TABLE NO: 2 Education Wis Distributions of th Intrprtation: It is vidnt from th survy that out of 60 rspondnts, 47% of th rspondnts hav post graduation, 40% of th rspondnts hav graduation and 8% ar undrgraduats. 5% of thm hav no formal ducation i.. no tchnically qualifid. 3. Work Exprinc Distributions of th Work Exprinc Numbr Abov 20 Yars Yars Yars 5-10 Yars TABLE NO: 3 Work Exprinc Distributions of th Blow 5 Yars Intrprtation: It is found from th survy that 08% of th rspondnts hav mor than 20 yars of xprinc, 08% of th rspondnts hav (15-20) yrs of xprinc and 10 % of th rspondnts hav thir xprinc btwn (10-15) yrs, 45% of th rspondnts hav (5-10) yrs of xprinc and rmaining 29% of th rspondnts hav lss than 5 yars of All rights Rsrvd 283

5 4. Rol of Multipl Tasks and Crating Strss Hypothsis 1: Ho: Thr is no significant rlationship btwn rol of multipl tasks and crating strss. H1: Thr is significant rlationship btwn rol of multipl tasks and crating strss. Rspons Numbr y Agr Agr Nithr agr nor Disagr y Disagr Squar disagr Tst TABLE NO:4 Rol of Multipl Tasks and Crating Strss Intrprtation: Tabl 4 shows th rlationship btwn th rol of multipl tasks and crating strss. In ozon hospitals, Doctors has to play th rol as Surgon and Gnral physician so 62% of rspondnts ar agr and 8% ar strongly agr that multipl tasks crating strss whil 13% of rspondnts ar disagr. It can b idntifid that, almost 70% of rspondnts ar agrd that if th mploys has prforms multipl tasks thn strss may b cratd. 5. Rol of Working in Groups/Tam and Rducing th Strss Hypothsis 2: Ho: Thr is no significant rlationship btwn rol of working in groups and rducing strss. H1: Thr is significant rlationship btwn rol of working in groups and rducing strss. Rspons Numbr y Agr Agr Nithr agr nor Disagr y Disagr Squar disagr Tst TABLE NO: 5 Rol of Working in Groups and Rducing th Strss Intrprtation: Tabl 5 shows th rlationship btwn rol of working in groups and rducing strss. 58% of th rspondnts ar strongly agr and agr that working in groups is rducing thir strss, 17% of thm ar uncrtain about thir opinion following by 25% of rspondnts ar disagr. It can b intrprtd that, working in a group hlps mploys to divids th whol work into diffrnt tasks and allot ach task to ach group mmbr according to th skills of that rspctiv group mmbr which rducs th strss of th ach group mmbr. 6. Opinion about th Pay Packag Providd by th Organization Hypothsis 3 : (H0): Thr is no significant rlationship btwn Pay Packag and a strss. (H1): Thr is a significant rlationship btwn Pay Packag and a All rights Rsrvd 284

6 Rspons Numbr y Agr Agr Nithr agr nor disagr Disagr y Disagr TABLE NO: 6 Chang In Work Environmnt as a Strssor Squar Tst Intrprtation: Tabl 6 shows th rlationship btwn Pay Packag and a strss. Only 50% of rspondnts ar agr with thir pay packags. Hnc it is advisd that, Managmnt still improv th pay packags of mploys according to thir status, knowldg, skills and work xprinc. 7. Strss Du to Long Working Hours Hypothsis 4 : (H0): Thr is no significant rlationship btwn long working hours and strss. (H1): Thr is a significant rlationship btwn long working hours and strss. Rspons Numbr y Agr Agr Nithr agr nor disagr Disagr y Disagr Squar Tst TABLE NO.7 Strss Du to Long Working Hours Intrprtation: Tabl 7 shows th rlationship btwn strss and long working hours. 42% of rspondnts ar agr that strss is du to long working hours, 16.67% of rspondnts ar y agr whil 8.33% of rspondnts ar nithr agr nor disagr, 16.67% of rspondnts ar disagr whil rmaining 16.66% of rspondnts ar strongly disagr that strss is du to long working hours. In hospitals th working hours ar not fixd and not limitd also. Whol day-night srvics want to provid for patints so long working hours ar strssful for th mploys. 8. Strss Du to work ovrload Hypothsis 5 : (H0): Thr is no significant rlationship btwn workload and strss (H1): Thr is a significant rlationship btwn workload and strss Rspons Numbr of y Agr Agr Nithr agr nor disagr Disagr y Disagr Squar Tst TABLE NO: 8 Strss Du to Workload Intrprtation: Tabl 8 shows th rlationship btwn workload and strss % of rspondnts ar strongly agr and 23.33% of rspondnts ar agr that th strss is incras du to ovr workload. 8.33% of rspondnts ar nithr agr nor disagr also 8.33% of rspondnts ar strongly disagr whil 43.34% of rspondnts ar disagr that th strss is incras du to ovr All rights Rsrvd 285

7 9. Physical Inconvninc du to strss Rspons Ys No Numbr of TABLE NO: 9 Physical Inconvninc du to strss Intrprtation:It is vidnt from th survy that 53% of th rspondnts suffr from physical inconvninc du to strss and th rmaining 47% rspondd NO to th sam qustion. 10. Kind of Inconvninc du to strss Inconvninc No. of Prcntag rspondnts Hadach High blood prssur Digstiv problm Hyprtnsion Nrvousnss Total TABLE NO: 10 Kind of Inconvninc du to strss Intrprtation:It is obsrvd from th survy that most of th rspondnts (25%) suffr from th digstiv problm and hadach and hyprtnsion(25%) du to strss coms nxt, thn coms th nrvousnss (13.34%) and only lss 8.33% of th rspondnts suffrs from high blood prssur. 11. Stratgy to Rduc Strss Hypothsis 6: (H0): Thr is no significant rlationship btwn spnding wknd and stratgy to rduc strss (H1): Thr is a significant rlation btwn spnding wknd and stratgy to rduc strss. Stratgy Spnding wknd Yoga Mditation Motivation Counsling Indor Gams Going to movis Gt togthr Visit to frinds/rlativs Music classs / listning Any othr Column Total Tabl No 11: Cross Tabulation for Spnding Wknd Vs Stratgy to Rduc Strss Row All rights Rsrvd 286

8 Intrprtation: From th abov data w can find that 45% of th rspondnts hav rduc thir strss by visiting to frinds or rlativs may b for Yoga (6.67%), Mditation (21.67%),Motivation(8.33%) or may b for counslling(8.33%). 27% of th rspondnts hav lik gt togthr in thir wknd to rduc thir strss, may b that gt togthr is for Yoga (3.33%), Mditation (13.33%),Motivation(6.67%) or may b for counslling(3.67%). 17% of th rspondnts hav rduc thir strss by any othr activity lik playing indoor gams in thir wknd. Only 08.33% of th rspondnts hav rduc thir strss by watching movis and Music classs or listning music in thir wknd. V. CONCLUSIONS: Strss in th work plac has bcom th black plagu of th prsnt cntury. Much of th strss at work is causd not only by work ovrload and tim prssur but also by lack of rwards and prais, and mor importantly, by not providing individuals with th autonomy to do thir work as thy would lik. Employrs should provid a strss-fr work nvironmnt, rcogniz whr strss is bcom a problm for staff, and tak action to rduc productivity, incrass managmnt prssurs, and maks popl ill in many ways, vidnc of which is still incrasing. Workplac strss affcts that pr formation of th brain, including functions of work prformanc; mmory, concntration, and larning. Th major strssors idntifid in Ozon Hospitals ar ill halth of th mploy, high xpctation of th suprior, log working hours in th organization. Organization must bgin to manag popl at work diffrntly, trating thm with rspct and valuing thir contribution. If w nhanc th psychological wll bing and halth of th mploys, in th coming futur th organization would mak mor rvnu as wll as mploy rtntion. Bcaus it is said that, A Halthy Employ is a Productiv Employ. REFERENCES 1. Handbook of Strss, Coping and Halth: Implications for Nursing Rsarch, Thory, and Practic RICE, VIRGINIA HILL 2. Brif A.P. and Atith J.M., Studying Job Strss: Ar w making mountains out of mol Hills? Journal of occupational bhavior, Finmann- A Psychological Modl of Strss and its application to managrial unmploymnt, Human rlations, Dr.Satish Chandra Pandy, Indian ways of winning Strss, Th Journal of Indian Managmnt and Stratgy, All rights Rsrvd 287

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