A STUDY ON STRESS LEVEL OF EMPLOYEES AND ITS IMPACT ON PRODUCTIVITY IN GARMENTS EXPORT COMPANY

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1 A STUDY ON STRESS LEVEL OF EMPLOYEES AND ITS IMPACT ON PRODUCTIVITY IN GARMENTS EXPORT COMPANY R.SAKTHI SUGANYA 1 Dr.M.S.R.MARRIYAPPAN 2 1 Research Scholar, Bharathiar University, Coimbatore 2 Vice-Principal, Professor & Head, Sengunthar Engineering College, Kumaramangalam Post, ABSTRACT Tiruchengode, Namakkal. Stress is an unavoidable matter of everyone's life in today's environment. The word stress was first derived from the Latin word "stringers." Stress is a feeling of mental or physical tension. The reason for stress may be anything or through any situation. That will make a person feel frustrated, angry or nervous. Stress is one's body's reaction to a challenge or demand. Stress is occurring either positively or negatively. Occupational stress is a stress which is happening due to workplace demands, it situations and peoples in and around the organization. It is easy for a person to work in the organization only if they are free from any pressure or stress. This research study examines the level of stress occurred in the origin of the employees and how it is disturbing the productivity in the export company in Tirupur district. The descriptive research design was the methodology used for the study. The data were collected from 125 respondents through personal interview schedule by convenient sampling technique. This statistical tool used for the study such as simple percentage analysis, (scaling method) mean-value analysis and chi-square analysis. The result of the research says that is stress occurs in the workplace to the employees and of course that reflects in the productivity too. Keywords: Stress, Stringers, frustration, Occupational Stress, workplace demands, productivity INTRODUCTION STRESS Stress is a condition produced by a change in the environment that is perceived as the challenging, threatening or damaging to the individual's dynamic equilibrium. Organizational stress is viewed as unidimensional psychological distress, and it has been defined as "a condition raised from the interaction of people and their jobs and characterized by changes within people that face them to deviate from their normal functioning." Working people may undergo much stress while they are on the work; such occupational stress varies from person to person, time to time and work to accomplish. DEFINITION Stress has been defined in numerous ways to, According to Ms. Grath, 1983 of Oxford Dictionary describes the work stress as a "State of affairs involving demand on physical or mental energy, a condition or circumstances which can disturb the mental, physiological and psychological functioning of an individual. STAGES IN STRESS Seyle has described Stress-related illness in three steps they are, Alarm Stage, Resistance Stage and Exhaustion Stage. 1 icmrrjournal@gmail.com

2 Alarm Stage The alarm stage is the initial shock phase of lowered resistance and followed by a counterattack that occurs during which the individual's defense mechanism is achieved. Resistance Stage Here occur maximum adaptations and the individual return to equilibrium. However, if the stressor continues of the defense does not work, the individual will move on to the third stage. Exhaustion Stage This stage occurs on the collapse of adaptive mechanisms. If this stage continues, the individual is affected physically and mentally. Some psychological changes such as mood change, negative emotions and feeling helpless will occur causing the individual's decision to leave the job or profession. TYPES OF STRESS According to Canadian psychologist Hans Selye(1956), the notion of stress can be brought down into four classes. They are: Distress (bad stress) - Events, which are unproductive and destructive (e.g.loss of loved ones, divorces, etc.) Eustress (good stress) - Productive oriented events called as good stress ( e.g.during the time of pregnancy for a mother, facing job interviews, waiting for loved ones). Hyperstress (over stress) - Uncontrolled, painful, inevitable, unbearable and excessive way of experiencing stress (e.g., during the time of fracture of limp). Hypo stress (under stress) - Very low level of stress (e.g.depressive state etc.). SOURCES OF STRESS Various stressors like psychological or physical stressors, mental stressors, Environmental stressors, etc. face every individual. But the analyses oh job stress ignore the importance of outside forces and events that will have a tremendous impact on job performance. Extra-organizational stressors include things such as societal, technological change, relocation, economic and financial conditions, race and class, residential and community situations. Sociological variables such as gender, class, race, and growth can also become stressors. A recent research study found that a minority community has more stress than essential communities. There is no significant gender differences have been found that professional women experienced more stress due to stereotyping, discrimination, the marriage interface, and social isolation. The conditions of housing, the convenience of service and shopping, neighbors, noise and air pollution are additional organizational stressors play a significant role on group individuals at the broad range. Such stressors have been categorized under four aspects such as administrative policies and strategies, organizational structure and design, regulatory processed and working conditions. As the organization dramatically changes to meet the environmental changes ( information technology, globalization) and diversity explosion, quality obsession) there are more and more accompanying stressors for individuals employees in their jobs. 2 icmrrjournal@gmail.com

3 STRESS MANAGEMENT STRATEGIES Technology is now part of how we explore our world the arts, the sciences, and the humanities. The new technology will make new demands on the skill, knowledge, performance, responsibility, and integrity on the part of employees. BALANCED LIFE Seek balance Balance emotions with reason Combine detachment with doing our part Balance giving with receiving Alternate work with play, business with personal activities balances tending to our spiritual needs with tending to our other needs. Juggle responsibilities to others with responsibilities to ourselves balance caring about others with caring about ourselves whatever possible, let's be kind to others, but be kind to ourselves. MELODY BEATTIE The widely accepted phenomenon of stress has mostly been associated with life including work, friends, family, play love, time for self and time for spiritual enrichment. Balancing the work and family commitment will reduce the stress of employees, to a greater extent. But many employees are addicted to their work and ignore their life's realities like forgetting their marriage date or birthday of their children. Work addiction takes over time for basic needs like proper food, sleep, exercise, relaxation, and freedom to refresh their minds. They don't have time for family, friendship, hobbies, vacations and celebrations, which ultimately results in a stressful life. INTROSPECTIVE PRACTICES Stress rush and strain are part of our life. Spiritual methods like yoga and meditation could overcome this. For the management of stress, the yoga is more holistic based on the understanding of the stress presented in a person. Yoga is a scientific methodology applicable to all people and all times. Yoga is a very ancient system, which originated in India as early as 3250-BC. POSITIVE THINKING Think excitement, Talk excitement, act out confusion and you are bound to become an excited person. Life will take on a new zest, more profound interest, and more significant meaning. REVIEW OF LITERATURE J.E.Agolla (2009) in the research, occupational stress among police officer. In the case of Botswana Police service, has conducted a study for the police to find out the level of work stress symptoms and coping strategies trying by the police service people in Botswana. This study result reveals that the police work stressors are getting injured while doing their duty and the use of their power when the job requirements are araising etc. The coping strategies were also identified as healthy eating or diets, career planning, exercising, socializing, and employee training. M.S. Narasimha Nagesh.P and Murthy(2008) in the study stress management and IT call center has identified that the six factors contribute to workplace stress: Demand of the job, control 3 icmrrjournal@gmail.com

4 over work, supports from management and colleagues working clarity of role and organizational change. The study also suggested some measures in the form of training to enable corporate and individual to manage the stress at the workplace in general, and IT call center in Particular, the study was conducted in few selected IT call centers. Gbolahand and Gbadamosi (2008), a study titled Stress at work: Any potential redirection from an African Sample." They conducted a study which explored the relationship among perceived stress, the perception of sources of stress, satisfaction, core self-evaluation, saw health and well being. Data were collected from 355 employees in Botswana. The study results that there is a significant relationship between perceived stress, satisfaction, core self-evaluation, observed health and well being. OBJECTIVES OF THE STUDY PRIMARY OBJECTIVE To study the level of stress of the employees and how it affects the productivity in the textile export company. SECONDARY OBJECTIVES To analyze the problems faced by the employee due to stress To identify the various levels of stress occurring to the employees To offer suggestions and opinions to the employees and the organization based on the result of the study. LIMITATIONS OF THE STUDY The sample size of the study was only 125. The responses provided by the respondents are based on their interest. The result of the study is subject to bias because of the level of trueness of the respondents SCOPE OF THE STUDY The study aims to find out the level of stress for the employees and the stage in which it is disturbing the productivity of the concern. It the meantime the reason and level of stress occur to the respondents due to personal factor also concentrated. It is a fact that stress is considered only when there is a certain limit but if it exceeds beyond a boundary means that will reflect both physically and psychologically. But it is inevitable to lead a life without stress. No problems have a situation of no solution in such a case the stress can also be reduced through various coping strategies, that will helps to show the positive impact of every human being in an organizational and personal situation as well. S the study was done to find the coping strategies to reduce stress. RESEARCH METHODOLOGY: Research methodology is a systematized effort to gain new knowledge. Research methodology consists of defining and redefining problems formulating a hypothesis or suggested solution collecting organizing and evaluating data making the deduction and reaching a conclusion to determine they fit the formulated hypothesis. Data Source: Primary Data Secondary Data 4 icmrrjournal@gmail.com

5 Sampling Method: The non-probability convenient sampling method is used in this research; it is constituted according to the convenience of the researcher. Tools for Analysis: Simple Percentage Analysis Likert Scale Mean Value Analysis Chi-Square Analysis ANALYSIS AND INTERPRETATION: SIMPLE PERCENTAGE ANALYSIS: Majority (42.4%) of the respondents are in the age group of below 20 years, It is found that (80%) of the respondents are female, it is evident that (96%) of the respondents are having experience between 1 to 5 years, majority (72%) of the respondents are satisfied with their salary, it is found that (68%) of the respondents are clear on the scope and responsibility at their role, it is evident that (41.6%) of the respondents are occasionally feel satisfied with the conflicting demand of various people over them in the organization, majority (65.6%) of the respondents agree that they have a good working environment, (72%) of the respondents agree that they have good relationship and interaction with all, it is evident that (73.6%) of the respondents says that they are not able to use their traning and expertise in their role, majority (40%) of the respondents opinioned that they never know what the people except the work from them, (41.6%) of the respondents opinioned that they sometimes only getting time and opportunities to prepare themselves for the future challenge of their role, it is evident that (56%) of the respondents agree that they experience conflict between their value and what they have to do in their role, majority (72%) of the respondents never feel that they neverfeel that their work load is heavy, (56%) of the respondents disagree that they are not having training for their role, it is evident that (64%) of the respondents agree that work they do in the organizatiob is not related to their interest, it if found that (62.4%) of the respondents disagree that they are not having enough people to work with them, majority (68%) of the respondents opinioned that they never feel that there is a lack of necessary facilities provided in the organization, it is found that (70.4%) of the respondents opinioned that they never feel over burdened in their role, it is evident that (52%) of the respondents never felt that they have work after working hour in the company, majority (71.2%) of the respondents never feel that organizational politics or bureaucracy frustrate their ability to do their job, it is found that (80%) of the respondents agree that they have a good cooperation from the coworkers, it is evident that (78.4%) of the respondents agrees that they are getting a good cooperation from their superiors, majority (72%) of the respondents agree that they have a good leave facility, it is clear that (68%) of the respondents are satisfied with the welfare facilities. MEAN VALUE ANALYSIS: The mean value of the response that the satisfaction towards the salary is (3.04) which is higher than the 5 point scale, the mean value of the response that they are clear with the scope and responsibility at their role is (2.86) which is higher than the 5 point scale, the mean value that the respondents are occasionally feel satisfied with the conflicting demand of various people over them is (2.88) which is higher than the 5 point scale, the mean value of the response that, they agree that they have a good working environment is (3.02) which is higher than the 5 point scale, the mean value of the response that they have good relationship and interaction with all is (3.03) which is higher than the 5 point scale, the mean value of the response that they are not able to use their traning and expertise their role is (1.29) which is lesser than the 5 point scale, the mean value of the response that they 5 icmrrjournal@gmail.com

6 never know what people are expecting from their work is (2.18) which is lesser than the 5 point scale, the mean value of the response that they sometimes only getting time and opportunities to prepare themselves for the future challenge of their role is (2.66) which is higher than the 5 point scale, the mean value of the response is they agree that they experience conflict between their value and what they have to do in their role is (2.75) which is higher than the 5 point scale, the mean value of the response that they never feel their work load is heavy is (1.43) which is lesser than the 5 point scale, the mean value of the response that they are not having training for their role is (2.08) which is lesser than the 5 point scale, the mean value of the response that the work they do in the organization is not related to their interest is (2.75) which is higher than the average of 5 point scale, the mean value of the response is they disagree that they are not having enough people to work with them is (2.04) which is lesser than the 5 point scale, the mean value of the response that they never feel that they are lacking with necessary facilities provided in the organization is (1.52) which is lesser than the 5 point scale, the mean value of the response that they never feel over burdened in their role is (1.48) which is lesser than the 5 point scale, the mean value of the response that they never felt that they have work after working hour is (1.93) which is lesser than the 5 point scale, the mean value of the response that they never feel that organizational politics or bureaucracy frustrate their ability to do their job is (1.44) which is lesser than the 5 point scale, the mean value of the response that they never feel that organizational politics or bureaucracy frustrate their ability to do their job is (1.44) which is lesser than the 5 point scale, the mean value of the response that they have a good cooperation from their cowrokers is (3.02) which is higher than the 5 point scale, the mean value of the response that they agree that they are getting a good cooperation from their supervisor is (2.95) which is higher than the average of 5 point scale, the mean value of the response that they have a good leave facility is (3.00) which is higher than the 5 point scale, the mean value of the response that thay are satisfied with the welfare facilities is (3.08) which is higher than the average of 5 point scale. CHI-SQUARE ANALYSIS: FACTOR DEGREE OF FREEDOM The relationship between Gender and workload The relationship between Gender and Coworkers co-operation LEVEL OF SIGNIFICANCE (5%) TABLE VALUE CHI- SQUARE VALUE RESULT Alternative hypothesis accepted Null hypothesis accepted SUGGESTIONS: There is no much stress level found from the study, even though there is some level of stress occurs to the respondents and somehow reflects productivity. There are some of the general suggestions to the respondents and the organization. They are, employees can manage their stress well by adopting regular practice of spiritual methods and yoga, the best for the respondents to reduce their stress, in general, is to learn to accept disappointments, employees can try to focus o their accomplishment 6 icmrrjournal@gmail.com

7 rather than on their shortcoming by discarding the negative beliefs and should have positive thinking, management can give more importance to the workers by taking part in decision making and other participation will help to improve the morale of the employees. CONCLUSION The study on identification of level of stress in the organization is the area where the research was concentrated, the researcher found according to the result of the investigation is that there is no heavy stress encountered in the workplace and even because of management, but at the same time it is not okay to come to the conclusion that the respondents are not entirely stressed free, they might have stress in various other factors like personal, family, societal reasons, etc, so it is not only the responsibility of the respondents themselves to take care of themselves, being a part of business family it is the primary responsibility of the management also to take care of them. In this regards administration can take some of the basic necessary steps to make the employees stress free situations like arranging classes for yoga and meditation, counseling secessions and recreations in indoor and outdoor in, etc. BIBLIOGRAPHY: Ashwini Bharathwaj, Stress (2003), Good well Publishing House, New Delhi Ashwathappa.K, Organizational Behaviour (1996), Himalaya Publishing house, New Delhi Kothari.C.R. Research Methodology, Vishwaprakashan Publishing House, New Delhi Ken Powell, Stress in your life (1998), Thorshon Publishers Limited, England 7 icmrrjournal@gmail.com