Manz Final

8/14/2019 Manz Final

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CHAPTER: 1

INTRODUCTION

1.1 INTRODUCTION TO THE STUDY

Dept. of Management Science

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The study is entitled The study on stress level and their impact on performance of employees in

AMANA TOYOTA, Calicut.

For every organization the most valuable asset is its workforce. Thus their wellbeing and

satisfaction towards work is of paramount importance. Stress is one of the major causes leading

to decrease in productivity and efficiency of an employee.

Every organization should have some set procedures to address the issues of employees stress.

Stress is our bodys physical and emotional reaction to circumstances or events that frighten,

irritate, confuse, endanger, or excite us and place demands on the body. A lot of things can cause

stress. Stress occurs when you go on a job interview, take a test, or run a race. These kinds of

short-term stress are normal. Long-term (chronic) stress is caused by stressful situations or

events that last over a long period of time, like problems at work or conflicts in your family.

Over time, chronic stress can lead to severe health problems. Thus organizations should be very

careful in handling employees stress.

Software industry is one of the major factors that brought up change in the economy of our

country. This is the place where stress is very high. The major cause is due to monotony in work

that brings stagnation at work; and strict deadlines for targets to be achieved. Thus the stress

increases and the productivity and efficiency of the employees get affected.

Thus, the researcher hopes that the implication of the study will be well received and will be of

further use.

1.2 PROBLEM OF THE STUDY

Now a day the stress level in automobile industry is at all time high. So the study of the study on

stress level and their impact on performance of employees in AMANA TOYOTA, Calicut. And

to see how stress affects the efficiency and productivity of their employees; helps to know about

the quality of stress management measures undertaken by them. Because of the importance ofstress management in industry, the researchers wanted to do an in depth study about this subject.

Hence the researcher chooses the The study on work stress in AMANA TOYOTA, Calicut.

1.3 SC OPE OF THE STUDY


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The study aims to find out the various stress factors faced by the recruits in AMANA TOYOTA

and thus to implement measures to reduce the stress faced by them, hence improve their

productivity. If the stress management is not proper in any organization then the efficiency of theemployees will be reduced.

Stress becomes a strategic threat to any business. Executives are expected to give

significant support to the changing process of the organization, but not for developing stress.

Especially in the financial sector executives are highly intelligent and have been recruited for

their leadership abilities and are having to learn to cope with a new organizational identity.

Stress is additive and hence they require support.

The scope of the study includes the identification of genesis of stress and suggestions toalleviate the cause. Being a study it also analyze the organizational power to solve the problem

on their own and the future viability of the adopted methods. Thus it ultimately ensures

profitability and survival of the organization. And it also forms a model, which can be adopted

by other organizations of its kind.

Thus, the need of the study in todays context is very relevant.

1.4 NEED FOR THE STUDY

Employee stress is an increasing problem in most of the organization. Stress can affect a person

in both positive and negative ways. Stress is positive when the situation offers an opportunity for

one to gain something. It is negative when stress negatively affects employees physically,

psychologically and behaviorally. So it is necessary to understand the level of stress faced by the

employees of an organization. Stress is often viewed as motivator. This study mainly focused on

the causes of stress which help the management to take proper actions to reduce stress level and

increase the efficiency of the employees. So the factors that create stress have to be found out.

1.5 OBJECTIVE OF THE STUDY

PRIMARY OBJECTIVE


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The study is entitled The study on stress level and their impact on performance of employees in

AMANA TOYOTA, Calicut.

SECONDARY OBJECTIVE

To analyze the level of occupational stress among the employees.

To analyze the contribution of over load, authority, and Lack of Senior level Support to the

occupational stress among employees.

To analyze the role of stress in interpersonal relationship and dedication of employees.

To analyze the stress caused in professional life have its impact on family life employees.

To analyze the relaxation programmes


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CHAPTER: 2

INDUSTRY PROFILE

2.1 HISTORY

While automobiles were introduced to India in the late 1890's, the manufacturing industry only

took off after independence in 1947. The protectionist economic policies of the government gave

rise in the 1950s to the Hindustan Motors Ambassador, based on a 1950s Morris Oxford, and,

are still ubiquitous in the roads and highways of India. Hindustan Motors and a few smaller

manufacturers such as Premier Automobiles, Tata Motors, Bajaj Auto, Ashok and Standard

Motors held an oligopoly until India's initial economic opening in the 1980's. The maverick

Indian politician Sanjay Gandhi championed the need for a "people's car"; the project was

realized after his death with the launch of a state-owned firm Maruti Udyog which quickly


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gained over 50% market share. The Maruti 800 became popular because of its low price, high

fuel efficiency, reliability and modern features relative to its competition at the time. Tata

Motors exported buses and trucks to niche markets in the developing world.

The liberalization of 1991 opened the flood gates of competition and growth which have

continued up to today. The high growth in the Indian economy has resulted in all major

international car manufacturers entering the Indian market. General Motors, Ford, Toyota,

Honda, Hyundai and others set up manufacturing plants. Rolls Royce, Bentley and Maybach are

examples of the few high end automobile manufacturers which entered India in the recent years.

The Tata Nano is at the lower end of the price range costing approx US$ 2,500 and Bugatti

Veyron at the other with a price tag of over US$ 2 million.India's love affair with the automobile

is famously embodied in the 1920's Rolls Royce collections of the erstwhile maharajas. The

growing middle class aspires for the automobile for its convenience and as a status symbol.

Upper middle class and wealthy car owners employ full-time chauffeurs to navigate the

aggressive and seemingly lawless traffic patterns of most cities. The construction of expressways

such as the Mumbai- Pune expressway have opened up new touring opportunities. The expected

launch of a Formula One circuit in New Delhi is expected to spark public enthusiasm for a motor

sporting industry

2.2 AUTOMOBILE INDUSTRY IN INDIA

The automobile industry in India is the eleventh largest in the world with an annual production

of approximately 2 million units. India is expected to overtake China as the world's fastest

growing car market in terms of the number of units sold and the automotive industry is one of

the fastest growing manufacturing sectors in India. Because of its large market (India has a

population of 1.1 billion; the second largest in the world), a low base of car ownership (25 per

1,000 people) and a surging economy, India has become a huge attraction for car manufacturers

around the world.

The origin of automobile is not certain. In this section of automobile history, we will only

discuss about the phases of automobile in the development and modernization process since the

first car was shipped to India. We will start automotive history from this point of time. The

automobile industry has changed the way people live and work. The earliest of modern cars was


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manufactured in the year 1895. Shortly the first appearance of the car followed in India. As the

century turned, three cars were imported in Mumbai (India). Within decade there were total of

1025 cars in the city.

Though several major foreign automakers, like Ford, GM and Honda, have their manufacturing

bases in India, Indian automobile market is dominated by domestic companies. Tata Motors is

the largest commercial vehicle company while Hero Honda is the largest motorcycle company in

India. Other major Indian automobile manufacturers include Mahindra & Mahindra, Ashok

Leyland and Bajaj Auto.

The automotive industry directly and indirectly employs 13 million

individuals in India. The industry is valued at about US$ 35 billioncontributing about 3.1% of India's GDP (nominal). India's cost-

competitive auto components industry is the second largest in the

world. In addition, India's motorcycle market is also the second

largest in the world with annual sales of about 5 million units. The

automobile has enabled people to travel and transport goods faster

and has opened wider market areas for business and commerce. The auto industry has reduced

over all cost of transportation by using methods like mass production. Between 1886 and 1898,

about 3000 automobiles where built, but there was no real established industry. A century later,

without auto makers and auto buyers expanding globally, auto making has become world largest

manufacturing activity, with nearly 58 millions new vehicles build in each year world wide.

The dawn of automobile actually goes back to 4000 years when the first wheel was used for

transportation in India. In the beginning of 15th century Portuguese arrived in China and the

interaction of the two cultures led to a variety of new technologies, including the creation of a

wheel that turned under its own power. By 1600s small steam-powered engine models was

developed, but it took another century before a full-sized engine-powered vehicle was created.

The actual horseless carriage was introduced in the year 1893 by brothers Charles and Frank

Duryea. It was the first internal-combustion motor car of America, and it was followed by Henry

Ford's first experimental car that same year. One of the highest-rated early luxury automobiles

was the 1909 Rolls-Royce Silver Ghost that featured a quiet 6-cylinder engine, leather interior,


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folding windscreens and hood, and an aluminum body. It was

usually driven by chauffeurs and emphasis was on comfort and

style rather than speed.During the 1920s, the cars exhibited design refinements such as

balloon tires, pressed-steel wheels, and four-wheel brakes. Graham

Paige DC Phaeton of 1929 featured an 8-cylinder engine and an

aluminum body. The 1937 Pontiac De Luxe sedan had roomy

interior and rear-hinged back door that suited more to the needs of families. In 1930s, vehicles

were less boxy and more streamlined than their predecessors. The 1940s saw features like

automatic transmission, sealed-beam headlights, and tubeless tires.

The year 1957 brought powerful high-performance cars such as Mercedes-Benz 300SL. It was

built on compact and stylized lines, and was capable of 230 kmh (144 mph).

This was the Indian automobile history, and today modern cars are generally light,

aerodynamically shaped, and compact.

2.3 AUTOMOBILE INDUSTRY

In India there are 100 people per vehicle, while this figure is 82 in China. It is expected thatIndian automobile industry will achieve mass motorization status by 2014.

Industry Overview

Since the first car rolled out on the streets of Mumbai (then Bombay) in 1898, the Automobile

Industry of India has come a long way. During its early stages the auto industry was overlooked

by the then Government and the policies were also not favorable. The liberalization policy and

various tax reliefs by the Govt. of India in recent years has made remarkable impacts on Indian

Automobile Industry. Indian auto industry, which is currently growing at the pace of around

18 % per annum has become a hot destination for global auto players like Volvo, General Motors

and Ford. A well developed transportation system plays a key role in the development of an

economy, and India is no exception to it. With the growth of transportation system the


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Automotive Industry of India is also growing at rapid speed, occupying an important place on

the 'canvas' of Indian economy.

Snippets

The first automobile in India rolled in 1897 in Bombay.

India is being recognized as potential emerging auto market.

Foreign players are adding to their investments in Indian auto industry.

Within two-wheelers, motorcycles contribute 80% of the segment size.

Unlike the USA, the Indian passenger vehicle market is dominated by cars (79%).

Tata Motors dominates over 60% of the Indian commercial vehicle market.

2/3rd of auto component production is consumed directly by OEMs.

India is the largest three-wheeler market in the world.

India is the largest two-wheeler manufacturer in the world.

India is the second largest tractor manufacturer in the world.

India is the fifth largest commercial vehicle manufacturer in the world.

The number one global motorcycle manufacturer is in India.

India is the fourth largest car market in Asia - recently crossed the 1 million mark.

Miscellaneous

Hyderabad, the Hi-Tech City, is going to come up with the first automobile mall of the country

by the second half of 2008. It would be set up by city-based Prajay Engineers Syndicate in area

of more than 35 acres. This 'Auto polis' would have facilities for automobile financing

institutions and insurance services to create a complete range of services required for both auto


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companies and customers. It will also have a multi-purpose convention centre for auto fairs and

productlaunches.

Cars by Price Range

Under Rs. 3 Lakhs Maruti 800, Alto,Omni

Reva

Rs. 3-5 Lakhs Ambassador

Fiat Palio

Hyundai Santro, Getz

Chevrolet Opel Corsa

Maruti Zen, Wagon R,Versa,Esteem, Gypsy

Ford Icon & Fiesta

Tata Indica, Indigo XL, Indigo Marina

Rs. 5-10 Lakhs Chevrolet Swing,Optra Magnum, Tavera

Hyundai Accent, Elantra

Mahindra Scorpio

Maruti Baleno

Toyota Innova

Tata Safari

Mitsubishi Lancer, Mitsubishi Cedia

Honda City ZX

Mahindra Bolero

Hyundai Sonata Embera

Rs. 10-15 Lakhs Toyota Corolla


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Ford Mondeo &Endeavour

Chevrolet Forester

Skoda Octavia & Combi

Honda Civic

Rs. 15-30 Lakh Honda CR-V

Maruti Suzuki Grand Vitara

Terracan & Tucson

Mitsubishi Pajero

Audi A4

Opel Vectra

Honda Accord

Mercedes C Class

Toyota Camry

Rs. 30-90 Lakhs Audi A6, A8 & Audi TT

BMW X5, 5 Series & 7 Series

Mercedes E Class, S Class, SLK, SL & CLS-Class

Porsche Boxster, Cayenne, 911 Carrera & Cayman S

Toyota Prado

Above Rs. 1 Crore Bentley Arnage, Bentley Continental GT & Flying Spur

Rolls Royce Phantom

Maybach

The segregation is made on Ex-Showroom price of base models


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2.4 INDIAN AUTOMOBILE INDUSTRY GROWTH

INDUSTRY INVESTMENT

According to Commerce Minister Kamal Nath, India is an attractive destination for global

auto giants like BMW, General Motors, Ford and Hyundai who were setting base in India,

despite the absence of specific trade agreements.

2.5 AUTO MODELS IN INDIA

Car Models in India: Indian auto models market is accelerating with fast pace and in tandem

with it car market in India is also galloping. From its early sign of status, Cars have become a

necessity in today's fast paced style of living, and India is no exception to it. Earlier, there were

only two or three Cars brands, like Fiat and Ambassador, ruling the Indian roads, but today

global auto players like Honda, Skoda, General Motors, Volvo, Ford Motors are investing big

bucks in India and launching their Car models with more refined technology, design, comfort,

styling and safety.

Motorcycle Models in India:

The latest and upcoming bikes of India loaded with power packed performance, superb riding

comfort and excellent fuel-economy. Premier Motorcycle makers of India like Hero Honda,

Bajaj, TVS and Yamaha are launching their Bikes to lead in the race of stiff competition. Today,

there is a bike for the need of every individual whether style, power or comfort and here you can


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The passenger car and motorcycle segment in Indian auto Industry is growing by 8-9 per cent
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find useful and accurate information about Bikes in India. Get all details of latest automobiles

bikes models launched in India and go through their cutting edge technology, variant color

options and safety features.

Scooter Models in India:

The Indian market of scooters is growing at fast pace and in the near future new players will be

joining the race to outshine each other and grasp the market share of this segment..

Electric Bikes & Scooters in India:

The power of electricity is all set to change the face of personal transport in India. Electric Bikes

& Scooters will start a new era of transportation in face of regular fuel prices hike, traffic

congestion, fuel-economy and cost of maintenance. E Bikes & Scooters runs through electricity

and it do not require license or registration. E Bikes are simple in design, light weight and very

economical providing low cost of maintenance.

2.6 MAJOR PLAYERS IN THE INDUSTRY

GM

General motors are the world wide leader in car manufacture, with a 17% share in the world auto

market. Its products are sold in over 170 countries, and its manufacturing base is spread across

43 countries and its annual production is roughly 83 lakh vehicles. Its manufactures a variety of

vehicles, the Chevrolet, Pontiac, cardillac, Oldsmobile, Opel, Saturn, geo, Vauxhall, Holden and

many more. At the front of technological innovation in the automobile sector. General motors,

science its inception in1908, has always stood a shade above the rest. In 1911, it introduced the

electric self-starter. In 1933, developed the front wheel suspension and called the Knee-Action. It

initiated the installation of the industries first catalytic converters in all cars all sold in the US

in1975 and in 1996 delivered the first electric vehicle, the GM EV1 .to customers. The latest is

the production of the EVJ an electric passenger vehicle. Its tryst with Indian began in 1928, with

the assemblage of Chevrolets in 1928. Till its closure in 1954, it assembled trucks, buses and

batteries both for Indian and export market. General motors India was formed in 1994 as a result


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of collaboration between General Motors and C K Birla Group of companies. Its total investment

is to Rs 300 cores, roughly equal to 100 million dollar and its manufacturing plant is located at

Halol, 40 Km of Vadodara in Gujarat. GM India has bought the largest manufacturing processand human factor practices to its Halol plant and there fore is the bench mark for advanced

technologies in the Indian automotive industry.

FORD INDIA LIMITED

The ford motors company has a rich legacy of translating better motoring ideas to the roads. It

has manufactured notable brands such as the Ford, Lincoln, Mercury and the jaguar. It is amongthe top 5 industrial corporations s in the worlds and is available in more than 200 countries

around the world. Ford has entered the Indian market through a tie up with Mahindra Motors

manufacture the Ford Escort. Sold to 18 million owners worlds wide, the model available in

India are specially engineered for Indian conditions. Ford has sold over 260000000 vehicles

around the world, and is all geared to make Indian a global player in automobiles with an

investment of Rs 1700 cores and in an area encompassing 350 acres, ford has set up its own new,

integrated manufacturing plant at Marginalia Nagar near Chennai. It has been the endeavor at

Mahindra Ford to manufacture Indias top quality car. This is secured through a quality check

program based on the principles of NOVA-C (near overall vehicles audit customer) where in

daily random checks are conducted from a customers point of view. To be doubly sure, routine

calls are made to dealerships are present customers satisfaction are its plus point which is being

followed by the entire industry. Acknowledgement has come in the form of the JD power 1997

India initial quality and customer satisfaction awards

Mahindra Ford Escort manufactures the following car brands

FORD IKON

FORD FIESTA

FORD FUSION

FORD ENDEAVOUR


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HYUNDAI

Hyundai Motors India Limited was established in 2996,and is a subsidiary of the giant South

Korean Multi national, the Hyundai Motors Company. It is Koreans top automobile

manufacture. The santro is staidly capturing the Indian markets, and giving a strong competition

to its rivals in the partnership where Indian skills and workman ship combine with Korean design

and technology to produce one of the best cars. The Hyundai Santro has been designed and

developed in Indian at the integrated auto- manufacturing unit at Irrungattukatoi near Chennai.

This plant is capable of producing 120000 cars and 130000 engines and transmission aystem

annually. It also has in built facilities for the manufacture of critical components. The company

has setup machinery and international quality press, body and paint shops across the country,

there by providing a one stop- shop for Hyundai customers. Hyundai also has a fleet of 78

emergency road service cars-specially equipped santro that can provide emergency service to all

the customers any time any where.

FIAT

The latest joint venture between the car giants, Fiat auto of Italy and India oldest automobile

manufacture, premier Automobiles Pvt Ltd (PAL) resulted in the formations of Fiat Automobiles

Pvt Ltd, which has manufacturing location in 60 countries. This is a wholly Indian subsidiary of

Fiat auto in which Italy holds a 51% share and 49% is with PAL. It was hoped that this new

venture would produce car which give good performance, are beautiful and which would be

suitable for Indian condition

Fiat world car strategy, better know as project 178, is to build family vehicles on the same

platform, conceived for the emerging markets. The 178 projects allow a variety of body shapes

to cater to diverse market requirement across the world. The five body style includes a three and

five door hatch back (palio), a station wagon (palios weekender), a three box saloon (sienna), a

van and a pick-up. Fiats plan to manufacture the 178 family in India centered on the construction

of its integrated factory that is a part of the industrialization package that comes with the 178


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projects. The factory is being built at Ranjangon, 30 Km from pune. It is modeled on Fiats state

of the art, integrated plant at Corboda. Argentina.

MARUTHI

December 1983 heralded a revolution in the Indian car industry. Maruthi collaborated with

Suzuki of the Japan to produce the first affordable car of the average Indian. At this time the

Indian car market had stagnated at a volume of 30000 to 40000 cars for the year 1983. This was

from where Maruthi took over the sales figure for the year 1993 reached up to 196820. The

company reached total production of one million vehicles in march 1994 becoming the first

Indian company to cross this mile stone, it crossed the million mark in 1997 Indias largest

automobile company. Maruthi entered the Indian car market with the avowed aim to provide

high quality, fuel-efficiency, low-cost vehicles. Its cars operate on Japanese technology to Indian

conditions and Indian car users. Maruthi comes in a variety of models in the 800 segments. To

fend off growing competition, maruthi has recently completed a Rs 4 billion expansion projects

at the current site, which has increased the total production capacity to over 320000 vehicles per

annum. It has further plan to modernize the existing facilities and to expand its capacity by

100000 units in the year 1998-99. The total production of the company will exceed 400000

vehicles per year. In the small car segment it produces the Maruthi 800, Alto, and Zen Esteelo.

The big car segment includes Maruthi Esteem, Baleno and Maruthi Grand victra, Maruthi

Gypsy.


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CHAPTER: 3

COMPANY PROFILE


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3.1COMPANY MISSION

MISSION AND GOALS OF AMANA TOYOTA

Mission:

The mission of the organization is to create an enabling culture within the organization to

attract and retain the right personnel and direct their efforts in the achievement of individual and

organizational goals


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Create family and friendly environment

Build long term employment culture

Provide support and guidance to employees appropriately

Motivate and retain staff through effective methods

Enhance effective communication among staff

Strive to maintain employee satisfaction and commitment

Create a distinguished climate for the individual growth of the employees

3.2 HISTORY OF TOYOTA

The Toyota Motor Co. Ltd was first established in 1937 as a spin off from Toyota Automatic

Loom works, one of the worlds leading manufactures of weaving machinery.

The Toyota Automatic Loom Works was then headed by Japans King of inventers Saki chi

Toyota. The patents rights to one of his machine had been sold to plat Brothers (UK) and

provided the seed money for the development and test building of Toyotas first automobiles.

August 1997 marked the 60th anniversary of TMC. The fledgling company founded by Kichiro

Toyota, Saki chis son, has since blossomed in to the leader that it is today.

In 1950 the company experienced its one and only strike, labour and management emerged from

this stoppage firmly committed to the principles of mutual trusts and dependence, and the

corporate philosophy still guides our growth today.

Production system were improved in the late 1950s, became known as TPS in 1970 but was

established much earlier by Taichi Ohno. Based on the principles of jidoka, just in time and

Kaizen, the system is a major factors in the reduction of inventories and defects in the plants ofToyota and its suppliers and its under pins all our operations across the world. Toyota believes in

localizing its operations to provide customers with the products they need where they need them.

This philosophy builds mutually beneficial long term relationship with local suppliers and helps

the company fulfill its commitments to local labour. Over and above manufacturing, Toyota also


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has a global network of design and Research and Development facilities, embracing the three

major car markets of Japan, North America and Europe.

In every community in which the company operates, Toyota strives to be a responsible corporate

citizen, close relationship with people and organizations in the local community are essential

contributors to mutual prosperity across the world. Toyota participates enthusiastically in

community activities ranging from the sponsors of educational and cultural programmers to

international exchange and research.

Today, Toyota is the worlds third largest manufacture of automobile in unit sales and in net

sales. It is by far the largest Japanese automotive manufacturer, producing more than 5.5 million

vehicles per year, equivalent to one every six seconds

3.3 PRODUCTS OF TOYOTA

Toyota manufactures different types of vehicles all over the world according to the need of

different customers, following are the different models.

Toyota Matrix

The 2003 Toyota is a street performer that combines versatility and styling in a truly affordable

package

M R 2 spyder

Toyotas MR2 spyder has a mid mounted DOHC VVY-1 engine. The soft top MR2 spyder

genuine wind in your hair sport car performance

Toyota corolla

The 2003 Toyota corolla is another flagship product of Toyota Motor Corporation. It is sporty

and smart; it is world largest selling car in the upper car segment.

Toyota Camry


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The 2003 Toyota Camry has the inimitable blend of style, comfort and performance, not to

mention of Toyota Reliability

Toyota innova

Its not just a car its o MUV. Toyotas reputation is backed by high quality and durability. It was

especially made for the Indian market.

Toyota Land Cruiser

The legendary V8 land cruiser is ready for terrain in any corner of the world

Toyota Sequieo

Toyota full size V8 Sequieo seat up to eight and boasts enough cargo capacity and cup holders to

make all eight happy, given it size and structure, the Sequieo is sure to exceed customers

expectation.

Larger 4 runners

Larger more power full and mire capable, the completely redesigned 2003 4 runner is engineered

to follow in the foot steps of the worlds great adventure

Toyota Avlon

With its VVT-I V6 engine advanced technology and safety features the Avlon provides a

perfects attitude to the every drive.

Tundra Regular Cab.

The Toyota regular cab offers a powerful bouble overhead cam DOCH 32 valve I force V8. Its a

truck other full pickups want to be.

Toyota pirus

This vehicle is powered by the Toyota Hybrid System (THS). It combines a super efficient

gasoline engine with power full electric motors, and it gets charged automatically while running.


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Camry solara Convertible

The existing Camry solara convertible lavishes with a driving experience that could be described

wide open.

3.4 TOYOTA IN INDIA ABOUT TOYOTA KIRLOSKAR MOTORS

Working towards perfection

As a joint venture between Kriloskar group and Toyota Motors Corporation. Toyota Kirloskar

Motors private limited (TKM) aims to play a major role in the development of the automotive

industry and the creation of employment opportunities, not only through its dealer network, but

also through ancillary industries.

TKMs growth since inception can be attributed to one simple, yet important aspect of its

business philosophy putting customer first, while managing growth, TKM has maintained its

commitment to provide quality products at a reasonable price and made every effort to meet

changes in customer needs.

TKMS along with its dedicated dealers and suppliers, has adopted the Growing Together

philosophy of its parent company TMC to create long term business growth. In this way, TKM

aims to further contribute to progress in the Indian automotive industry, realize greater

employment opportunities for local citizens, improve the quality of life of the team members and

promote robust economic activity in India.

Empowering employees to achieve perfection

TKM firmly believes that employees are the main source of strength for the organization, the

human resource management ion Toyota seeks to create a corporate culture where values such as

continuous improvement and respects for people are fully reflected in all actual corporate

and individual activities. The company take maximum care to ensure stability of employment

and strives to improvement working conditions


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Awareness of the companys environment policy

After the induction program separate personnel records are kept for different individual so it is

important that employee furnish all his personal details in the prescribed form. Human Resourcedepartment maintains the records pertaining to the personnel i.e. .provident fund and Employee

state insurance, contribution made to ESI,PF and Labour status, Certificates issued by Toyota

Kirloskar Motors, other institution etc. in this personnel record the employees leave records also

will be updated so as for the immediate information of the employee and their availing leaves.

3.6 WORK HOURS AND REPORTING

Work day

The normal workday is eight (8) hours, with 48 hours being a normal work week. The employee

has report by 9 am. Production based employees generally work the same hours, but may be

require working more hours as the work dictates. Overtime work is only performed when

necessary and approved in advance by your department head. The employees will be paid double

pay for the no of hours worked as overtime work. If the employee has worked on a company

holiday a compensatory off or double the pay are disbursed accordingly

Leave days, sick days, holiday, and absences such as special duty, other official duties, funeral

leave or training, must be specifically noted on the time cards for days on which they occur.

Holidays should be counted as full work days. All time card \s are approved and signed by the

supervisor prior to the being sent to HR Department

Employees are expected to arrive at work before scheduled working hours and sign in the

respective muster role kept by the supervisor/Manager at their work station to mark their official

attendance. During working hours they should be productively engaged in their assigned

responsibilities, all time off must be requested in advance and submitted in writing, as outlined in

the appropriate categories: except sick leave.

Amana Toyota views attendance as one of their most important facts of job performance review.

All unapproved absences will be noted as bad remark in the employees personnel file. Excessive


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absences, including for sick leave, will result in disciplinary action, ie loss of pay and eventually

termination.

Compensation and benefits

An ideal compensation policy is established within the organization towards retention of the

right people at the right place, which will satisfy the various needs of employees and ensures

minimal conflict within the organization

a) Salary/ wages:-

The Salary/ wages system is executed based on a well-defined organizational structure and all

applicable statutory requirementsb) Salary disbursement process:-

Salary for the month will be credited on the last working day to respective S/B accounts

Detailed salary slips are distributed to the employees subsequently

c) Overtime:

Production based employees are entitled for the extra hours of work they are engaged during

execution of their duties and responsibilities. Overtime wages are calculated as double the

wages/per hour

d) Fringe benefits:-

All the employees, depending on the nature of work, are eligible for other fringe benefits as and

where applicable and paid out with the approval of the respective HOD. Eg:-Break Down

Service, Canteen Expense, and Official Expenses etc..

e) General Benefits:-

As part of the social commitment, all applicable welfare measures are implemented in the

organization, Mandatory welfare scheme.

Employees state insurance scheme

Employees provident fund

Minimum wages act

Labour welfare rules

Bonus act

Labour rules


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Gratuity scheme

f) Performance linked bonus/incentive:

Sales Target based incentives are given away every month.g) Gratuity :

Employees are eligible for 15 days salary for every year of service, once the individual

completes minimum of three year service.

Special award for long-term service to be given away during 5th, 10th, 15th, 20th, 25th.years

of service.

h) Promotion policy

As part of motivation and retention of employees, primarily the existing personnel are being

considered. The motto of right person at the right job is fully implemented in the organization.

Promotion within the organization is encouraged and is carried out based on:

The career plan

The seniority-cum-merit

Competency of the personnel

Knowledge-skill- attitude level

Any grievance related to the above is addressed to the Top Management in writing.

3.7 PERFORMANCE APPRAISAL

Performance appraisal is carried out using multiple appraisals such as:-

Self rating(individual)

Sub- ordinate rating(supervisors)

Peer- rating(colleagues)

Appraisal is carried out based on below parameters:

Performance standards

Target achievements

Face to face performance review


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Based on self assessment and review of performance

Multiple assessments

Respective HOD and manager-HR will appraise all the employees twice in a year during

month of September and March. Annual increment and promotion will be based on this

appraisal. Records pertaining to appraisal are maintained by the HR Department. Appraisal is

done in accordance to the parameters mentioned earlier.

Performance reviews are normally conducted every six (6) months from the date of hire, with the

exception of a three months review at the end of their probationary period. All performance

reviews are based on merit, achievement, job description fulfillment and performance at their

position. Wage increase will be based upon this review, as well as past performance

improvement; dependability; attitude; cooperation; any necessary action; adherence to all

employment policies; and their position in respective salary range. The reporting supervisor will

review and discuss the salary range and their position within that range during performance

reviews. When they are promoted to a higher level position, they are automatically eligible for an

increase as dictated by the salary range of that position.

3.8 TUITION ASSISTANCE

It is Amana Toyotas belief that education leads to self improvement which improves the values

of the employee in Amana Toyota. In that vein, they encourage higher education to prepare

employees for greater responsibility within the company. Amana will pay for courses which are

directly related to their present job or which will help the employees prepare for more

responsibility or promotion in future. All courses must be approved by respective supervisors

and eventually the Top Management, who can provide more specific information on courses

covered by this plan. Only employees who completed two years of service with the organization

will be eligible for the scheme.

The plan reimburses expenses for any approved course started after your full-time employment

with Amana Toyota begins, but reimbursement of expenses will not begin until you have

completed Two Years of full-time employment. Courses and seminars, and related fees, books

and materials, directly related to the general and customer service industry are reimbursed to


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eligible employees at 50%. Tuition for courses taken to complete an approved business degree is

also reimbursed at 50%, except that related fees and costs of books and materials are not

covered. To qualify for reimbursement, the employee must successfully complete the course orseminar with a grade of "C" or better; or where applicable, obtain a completion certificate. The

maximum reimbursement amounts are Rs. 3000/- per year for courses in a degreed program, and

Rs. 1,500 per year for all other courses or seminars.

For proper request form and other details the HR-manager is contacted. The form will be

completed by the employee and reviewed by your supervisor, and the Top Management, at least

10 business days prior to your enrollment in any course or seminar.

3.9 LEAVE POLICY

The policy is applicable to all the employees of the organization, irrespective of being in the

operational - managerial - strategic levels, and is eligible for leave as per statutory

requirements.13 Days of Mandatory holidays on a yearly basis are provided, as approved by the

employees and the Labour Department. Sunday is declared as the Weekly Holiday

12 Days of casual and medical leave each on a yearly basis are provided. Employees are also

eligible for Earned/Annual leave, as per regulations.

Applying for leave:

The team member fills the leave card/form at least three days in advance and forwarded to

his/her supervisor and submitted to respective HOD for approval. Once HOD's approval is

obtained the leave card/form goes to HR Dept. towards recording the attendance.

Casual leave can be availed on emergency situations with prior approval from the immediate

supervisor. Leave applications for the Casual leave need to be submitted in advance within one-

three days or strictly one day after availing leave depending upon the emergency. Medical leave

application, if more than three days, should be accompanied with a medical certificate duly

signed by a registered Medical Practitioner. Non availed Medical leave will be carried over to

the next year. on availed leave (apart from Casual leave) can be encased once in two years,


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employees of various departments, those who avail less number of leave will be eligible for Best

Leave Performance Awards to be given away once in a year.

Others leaves are as follows:

Maternity leave: Company will allow 12 weeks leave with pay. Six weeks before and after the

delivery. This benefit is restricted to two live births during your tenure in the company.

Compensatory Off: If you work on a holiday or on a weekly off day, you are eligible to avail

compensatory leave with prior approval from your immediate supervisor/manager.

3.10 UNIFORM POLICY

"The policy is established to create a unique image internally and externally for the organization"

Type of Uniform: (Applicable to both Male/Female staff)

Sales and Front Office:Colour: Grey trousers/bottom & White Shirt/top

Technicians:Colour: Red Dangri with Toyota logo

Policy and Procedure:

Two sets are provided every year. Issue of uniforms and other records are maintained by HR

Department. Besides Uniform pair of Safety Shoes/Gloves/PPEs and other necessary items is

provided to concerned personnel based on requirement. Identity Cards are issued to relevant

personnel of all the departments and are instructed to carry/wear the same regularly.

In case of personnel leaving the organization within a period of six months of issuance of the

above, cost of the items (applicable) are recovered at the time of final settlement.

3.11 USE OF COMPANY PROPERTY

Amana Toyota will provide you with the necessary equipment to do your job. None of this

equipment should be used for personal use, nor removed from the physical confines of Amana


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Toyota - unless it is approved and your job specifically requires use of company equipment

outside the physical facility of Amana Toyota.

Computer equipments, including laptops, CD/Floppy Drives may not be used for personal use -

this includes word processing and computing functions. It is forbidden to install any other

programs to a company computer without the written permission of the department head. These

forbidden programs include, but are not limited to, games, online services, screen savers, etc.

The copying of programs installed on the company computers is not allowed unless you are

specifically directed to do so in writing by your supervisor. The telephone lines at Amana Toyota

must remain open for business calls and to service our customers. Employees are requested to

discourage any personal calls - incoming and outgoing - with the exception of emergency calls.No long distance calls are to be made on company phones which are not strictly business related.

Company vehicles are to be used for official purposes only by authorized personnel with valid

approval from respective heads of department. All valued assets of the organization are to be

used with proper discretion and loyalty. Any violation of the above policy should be strictly

reported to the Management.

3.12 SAFETY AND ACCIDENT RULES

Safety is Key at Amana. Amana Toyota is an ISO 14001: 1996 certified organization that

provides a clean, hazard free, healthy, safe environment. The employees are expected to take an

active part in maintaining this environment. The are expected to observe all posted safety rules,

adhere to all safety instructions provided by their supervisor and use safety equipment where

required. The work place should be kept neat, clean and orderly. It is their primary responsibility

to learn the location of all safety and emergency equipment, as well as the appropriate safety

contact phone numbers. A copy of the Emergency Procedures will be kept in each work area on

top of the supervisor's desk.

All safety equipment will be provided by Amana, and employees will be responsible for the

reasonable upkeep of this equipment. Any problems with or defects in, equipment should be

reported immediately to management. As an employee, it is their duty to comply with the safety


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rules, assist in maintaining the hazard free environment, to report any accidents or injuries -

including any breaches of safety - and to report any unsafe equipment, working condition,

process or procedure, at once to a supervisor.

Employees report safety violations or injuries anonymously to the respective department head, if

they are not the injured or violating party. NO EMPLOYEE WILL BE PUNISHED OR

REPRIMANDED FOR REPORTING SAFETY VIOLATIONS OR HAZARDS. However,

any deliberate or ongoing safety violation, or creation of hazard, by an employee will be dealt

with through disciplinary action by the management, up to and including termination. All work

related accidents are covered by Worker's Compensation Insurance pursuant to the laws of the

state in which they operate.

3.13 ALCOHOL / DRUG ABUSE / SMOKING

Amana takes seriously the problem of drugs and alcohol abuse, and is committed to provide a

substance abuse free work place for its employees. This policy applies to all employees of

Amana, without exception, including part-time and temporary employees.

No employee is allowed to consume, possess, sell or purchase any alcoholic beverage on any

property owned by or leased on behalf of Amana, or in any vehicle owned or leased on behalf of

Amana. The Management will not tolerate employees who report for duty while impaired by use

of alcoholic beverages or drugs. All employees should report evidence of alcohol or drug abuse

to a supervisor or a personnel representative immediately, in case where the use of alcohol or

drugs poses an imminent threat to the safety of persons or property; an employee must report the

violation. Failure to do so could result in disciplinary action for the non-reporting employee.

Employees who violate the Anti-Substance Abuse Policy will be subject to disciplinary action,

including termination. It is a condition of their continued employment with AMANA that you

comply with this Policy.

SMOKING

Amana Toyota endeavors to provide a healthy environment, therefore prohibits any form of

tobacco consumption in company owned or leased buildings and additionally, no smoking is

allowed within ten (10) feet of exterior entranceways.


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DISCIPLINE

Discipline in all aspects is an added strength to an organization. Obviously, the management

expects all the employees to strictly adhere to the code of conduct detailed in the Employee

handbook.

Disciplinary action is taken as per below steps:

Statement of disciplinary problem taken from the parties

Collection of full information on the case

Choosing the penalty, based on the severity of indiscipline

Application of the penalty Follow up of the case

Types of penalties

Oral warning

Written Warning

Suspension

Demotion in rank

Withhold increments

Fines

Adverse remark in Personal file

Dismissal

The above actions are taken based on the significance and level of indiscipline

Team comprising Directors/General Manager/General Manager-CS /General Manager-Sales &

Manager-HR are entrusted to handle grievances that arise in the organization.

Steps to be taken by the members:

Define the nature of grievance

Collect the facts

Establish tentative solutions

Collect additional info to check validity of the solution


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Apply the solution

Follow-up to observe the result

3.14 KAIZEN PROMOTION & SUGGESTIONS SCHEME

Toyota believes in continuous improvement. They believe that it is the responsibility of every

member within the organization to generate as much ideas as possible to improve their standards

and performance. The Kaizen promotion scheme implemented envisages that all the employees

of the organization irrespective of the nature of job they are associated with, come up with

innovative and productive ideas towards the scheme.

The management believes in collective efforts and requests all of its employees to be a part of

the Amana team and generate as many ideas as they can and forward the same to their respective

HOD's. It is assured that such contributions will be rewarded and considered during appraisal of

the individual employee.

3.15 EMPOWERMENT

Everyone in the organization is valued and encouraged to make contributions for the sustained

growth of the organization.

Inputs based on three levels are sort:

General Suggestions

Job related

Strategic planning

Inputs can be given verbally or in writing to respective HOD's

3.16 RETIREMENT PLANS

Amana Toyota employees, after a long-standing and rewarding career, shall retire at the age of

55 years, with applicable benefits.


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Eg: An employee with DOB 01.04.1980 will retire on 31.03.2035.

Retirement benefits include, pension from PF, Full realization of PF contributions, Medical

allowances under ESI, Gratuity etc... as applicable.

Pension schemes and other medical allowances are covered under statutory grounds (ESI, PF

etc...) and Contributions accordingly are being made by the company along with the amount

contributed by the employee. Company contributions are not fully vested to the employee until

five year of service; excluding the PF contributions, and the employee contributions, if any, are

fully vested from the time of contribution. Employees are urged to seek advice from external

agencies to initiate any retirement plans.

The Management has the discretion to hire professionally qualified employees aged above 55

years on contract or on special assignments. However, their service is on contract basis and

subject to mutual agreement. They will not be eligible for employee welfare measures which

come under the legal purview.


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CHAPTER: 4

LITERATURE REVIEW

4.1 INTRODUCTION

Stress is a part of day-to-day living of every individual. The college students may experience

stress in meeting the academic demands, people on the job, business men may suffer stress to

reach office in time and to complete the projects on time and even the house hold ladies may

experience stress in managing the home affairs and to look for the maid servant. The reasons for

the stress differ from person to person. The stress people experience should not be necessarily

treated as harmful. An optimum amount of stress can always act as an energizer or motivator and

propel people to apply the efforts and complete the work. But a high level of Stress can be a

serious threat to the personality traits of the Individual and can cause physiological and social

problems.


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4.2 STRESS

We can define Stress as bodys non-specific response to any demand made on it. Stress is not

by definition synonymous with nervous tension or anxiety. On one side Stress provides the

means to express talents and energies and pursue happiness on the other side it can also cause

exhaustion and illness, either physical or psychological.

We generally believe that the stress is caused by the external events and the dynamics of the

environment. But we need to emphasis the fact that the Stress is caused by our reaction to the

external environment. The manner in which we perceive and understand the changes or the

particular event creates same event can bring happiness and cause Stress in two different people

depending upon how they react to it. When students are asked to prepare a presentation, some

may take it to be an opportunity to reveal their talents and to improve upon their weakness while

the other students may be perturbed by it for the fear of his weakness. So, Stress is our reaction

to external events and it can be positive or negative depending upon how we react. It is the

general wear and tear of the body machine that takes place due to extra demands put on it.

4.3 WORKPLACE STRESS

All of us, whether in our business lives or personal lives, are under stress to produce, abide by

rules and to exist compatibly on the job and with others. It is expected of us to interact with co-

workers, supervisors, friends and relatives. We are to do this without causing hardship to

ourselves or others. Each day brings new, stressful situations we must deal with in our business

lives and our personal lives.

Stress is not confined to upper management and the people that make the major decisions. Stress

is found at all levels of life. The anxiety of stress shows in our lives as a negative situation.

What we need to do is teach ourselves how to stay positive about job and personal life

situations. We need to learn philosophies in critical situations to prevent burn-out, depression,

and anger. Because of the managers position, it becomes pivotal for them to identify the


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warning signs of stress. In order to do that, the manager must first be able to identify stress of

their own.

Management of Stress

Stress from a point of view of safety, productivity, and health and cost containment is a

challenge to us all. Managers, line supervisors and employees need to be aware of the danger

signs of stress. Stress affects each of us in different ways.

For some, stress manifests itself as occasional nervousness, while chronic stress may be

associated with heart problems and high blood pressure.

Management of simple stress may require nothing more than additional training and increased

communication. Sometimes just the ability to talk to someone who is neutral to a given situation

or problem allows the troubled person a release. That release often is enough to naturalize the

feelings of stress.

Communication is the most important element in preventing stress from festering, getting out of

control and costing your business time and money in a workers compensation stress claim.

The High Cost of Stress

Stress overload not only causes health problems, it affect our budgets as well as our mind.

Stress claims are becoming the single most costly claim in the workers compensation system.

Stress in the workplace can be reduced by understanding why stress exists and working on the

negative stress factors.

Stress impairs immune systems functioning, lowering the bodys resistance to disease and

reducing a persons ability to be fully functional on the job.

A survey of medical tests estimate that as much as 50-80% of all disease is stress-related in

origin. Doctors Holmes and Rahe, pioneering researchers in the field of stress, provedconclusively that the greater the number of life-change events people experienced in a two-year

period, the more frequently they became physically ill. With health care costs skyrocketing, the

financial impact of stress-induced illness and lowered work productivity are major drains on the

economy, as well as on our personal pocketbooks.


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The price of stress in the workplace in the form of lowered productivity, excessive absenteeism,

increased insurance costs, and premature loss of key people is staggering.

American industry spends more than $26 billion every year in disability payments and medical

bills. Executives alone cost American industry more than $10 billion annually through lost

workdays, hospitalization and early death caused by stress.

General stress is increasing. There are many factors outside the workplace which contribute to

the normal pressures of doing any job. In workers compensation areas, stress claims are on the

rise, in some cases dramatically. Many companies are ill-prepared to deal with stress claims, or

to prevent stress from becoming debilitating.

4.5 Types of Stress

Consider such factors as:

The General Economic Climate

Many employees have family members and/or friends who have lost their jobs, lost their homes

or seen reduced revenues in their businesses. Those working may be afraid of losing their job,

spending valuable energy worrying instead of being productive. As companies are forced to trim

down, there is more work for everyone and less money to go around. For single parents or

families with only one working adult, the pressure and worry increases.

World-Wide Disasters

Massive catastrophes add to the general stress felt by the population. Concern about friends,

relatives and about "what if..." a disaster happens increases general stress, even if no disaster

strikes. Our media constantly exposes us to the gory details of every negative event in the world,

often to the point of total overload.

Workplace Diversity

As our employee population continues to reflect changing ethnic patterns, pressures to deal with

different cultural styles and communication patterns increases stress. Many companies must

institute multiple language training programs and re-train their managers to be sensitive to many


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different cultures, while the existing work continues to grow. A concern about offending the

many segments of the population creates great frustration (and occasional anger) from those who

feel their space is being invaded by "outsiders." On the other side, "minority" populations feeldiscriminated against and may be defensive in their attitudes in the workplace. A growing

challenge for all of us.

Changing Male/Female Dynamics

Women entering the workforce contribute to the challenge of male/female communication,

which has existed since Adam and Eve tried to live in Paradise. Women competing with men try

to take on "male" attributes, which is often confusing to them and confusing to the men around

them. Men try to understand the new roles theyre expected to play, yet may not really

understand what is being asked of them.

Men and women have differing work motivations often creating confusion and conflict in

communications. Men are cultured to be "in control" and active, yet workplace changes are

forcing them to deal with situations that seem to be out of their control. Little of their training

has prepared them for this event.

Women find more satisfaction in being true to themselves, something men havent always been

taught to understand. Men may need to ask for help yet resist feeling this is a sign of

failure. Women tend to ask for help more readily, yet men see them as weak when they do. Is it

any wonder we have communication problems?

Dealing With Great Change

Many people feel the world (as they knew it) has ended. The trauma of change and the

attendant changes it forces on each of us, contributes to the level of pressure felt on each

individual. We must do things differently, react differently and feel differently in order to

survive in the new world. Fear of the unknown and fear of change touch into our basic sense of

security and sense of self our most vital human needs.


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How To Reduce Stress In The Workplace

Management can provide invaluable assistance to employees (and themselves) by setting

effective stress management techniques. Some of the vital ways to do this are:

1. Set realistic goals and priorities: encourage employees to be part of the priority-setting

process. When they feel they are part of the decision, they are more likely to take responsibility, rather

than grumble about "my nasty boss" and "this terrible place".

2. Encourage good time-management techniques: planning for important activities, scheduling

them in advance, following up with others, and keeping good records help people get things

accomplished on time and realize their value. Take time to make note of successes and projects

accomplished.

3. Take short breaks after a particularly stressful event, encourage employees to take a 5 minute

walk around the block or a few minutes of quiet meditation to re-balance their energies. Several short

breaks throughout the day can keep employees working at peak performance.

4. Rehearse and prepare: being prepared reduces stress. Be prepared in advance of stressful

situations for all possible outcomes.

5. Dont procrastinate: procrastination and delay breeds stress! Eliminate items which wont/cant

get done and do those that are important first.

6. Know your limits: be realistic about what you can accomplish.

7. Change your attitudes. Think of stressful situations as a challenge to your creative thinking.

Know that eventually everything will either get done or it wont - worrying wont make it better.

8. Learn to say "no": when your schedule is full, say "no" to activities you dont enjoy, to

unrealistic demands, to responsibilities that arent yours. Doing this with tact and diplomacy takes some

practice and may require special training.

9. Schedule your stress: stagger known stressful activities and prepare for known stress in advance.

10. Encourage employees to treat their body right: eat a balanced diet, get enough sleep, exercise

regularly. Companies that encourage employees to take a "fruit break" or 5-minute walk find the

employees will work more effectively than if they are "hyped" by cigarette/coffee breaks and little

physical exercise in their jobs.


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11. Encourage positive self-talk: use positive self-reinforcement affirmations, like "I can handle this

one step at a time" and "Somehow the whole team will work this out".

12. Give positive reinforcement: make sure that all managers and supervisors tell people when they

do a good job, complement them on their neat offices or conscientious work habits.

13. Set up employee recognition programs: "Employee of the Month" or "Creative Suggestion"

systems encourage people to do a good job. Everyone needs a pat on the back and a sense of being a

valuable person. Constant criticism is counter-productive and causes hard feelings. A daily positive

comment goes a long way, at no cost!

14. Take responsibility: encourage employees to take responsibility for their own job and for their

contribution to the success of the company as a whole. This encourages a feeling of control over their

life. Let them know how important their efforts are to the overall plan.

15. Provide a sympathetic ear: often stressful situations can be managed, if there is someone who is

willing to listen to the employees concerns and provide positive encouragement that they will get

through the problem. For many people, 15 minutes of a sympathetic listener can cancel out many days of

otherwise unproductive worry.

16. Most important, MAINTAIN A SENSE OF HUMOR. As a wise philosopher said, "Dont

take life so seriously, its only a hobby". Try to remember what was stressful in your life six months ago

or a year ago. Chances are, you cant. Know that this day will be just another day in history and

whatever seems traumatic now will fade into oblivion as time passes.

Laughter is the medicine of the gods and great medicine for humans, too!

More Stress-Reducing Tips

1. Breathe diaphragmatically. It will help you calm down, think more clearly, improve your

memory, relieve the knotted feeling inside, improve your heart function, circulation and

digestion.

2. Handle change skillfully and gracefully.

3. Do one thing at a time.

4. Do it right, not over.

5. Cultivate being a friend. Not merely to have friendships.


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6. Laugh.

7. Want what you have.

8. Do Desktop Yoga

9. Forgive.

10. Be around positive people. Avoid whiners.

11. If you really don't like your work or work environment, change it.

12. Eat nourishing food.

13. Drink water.

14. Avoid too much caffeine, soda pop, alcohol, and junk. Better yet, stop using them. Don't

smoke.

15. Get involved in your workplace wellness program.

16. Enjoy nature.

17. Move around. Use the stairs. Walk.

18. Smile and have fun.

19. Breathe fresh air.

20. Notice life now. All of it.

21. Believe in miracles.

22. Play with pets.

23. Balance work with an active home and play life.

24. Focus on the moment. Don't get caught up in the past or future.

25. Don't get caught up in gossip or negative thinking.

26. It's all a game. Be a team player and play well with others.

27. If you're in a hole, quit digging.

28. Go for results, not activity.

29. Schedule time for yourself.


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30. Find your own voice.

31. Take a relaxation break.

32. Remember that whatever is happening is only temporary. That goes for the little picture

and the big picture.

33. Count your blessings.

34. The best things in life aren't things.

35. Focus. Leave work at work and home life at home.

36. Have faith.

37. Say "yes" when you can, and "no" when you can't.

38. Take naps. Rest.

39. Prevent problems.

40. Let go of attachments and desire.

41. Get over it.

42. Strive to be, rather than to become.

43. Simplify.

44. Get to know yourself. Be yourself.

45. Love more. Fear less.

46. Hum. Sing. Dance. Whistle.

47. Wear comfortable shoes.

48. Listen to your real self. Be.

49. Enjoy the journey and let the destination take care of itself

SOURCES:

http://directory.google.com/Top/Health/Support_Groups/Mental_Health/Stress/

http://stress.about.com/cs/workplacestress/


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4.6 Reducing Workplace Stress

We all live in a fast pace world, fast food, Internet, etc. Our days are getting shorter while our

stress levels are rapidly rising. Over the years, I have found some basic programs a company can

implement in order to reduce the stress level of its employees. These proven programs are as

follows:

1. Prepare Job Descriptions for employees.

Employees are less stressed out when they know what is expected of them in their day to day

jobs.

2. Conduct Quarterly performance reviews.

Employees worry about their job performance. They want to know where they stand with their

boss. A lot of employees think the worst even when they are doing a good job. Tell the employee

how they are doing. Be sure to point out weaknesses that they can correct. Don't wait till it's too

late and you have to fire them. This will reduce a significant amount of stress for your

employees.

3. Provide Seminars on Organization of Time and Priorities.

Employees have to be trained on how to work smarter

4. Provide your employees with a clean and pleasant place to eat lunch.

Some companies provide ponds and benches outside, allowing employees to eat outdoors during

the summer.

5. Exercise rooms are becoming the norm instead of the exception in many companies today.

6. Employee Assistance Programs help the employee overcome stress encountered at home due

to alcohol, drugs or marriage problems. Counseling is provided to the employee at no charge and

is totally confidential.

7. Provide your employees with Day Care subsidy,One way to reduce stress is insuring the

employees that their children are being well taken care of.


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8. Manage stress with laughter, have some fun on the job. Laughter helps team building,

improves productivity and team spirit and most of all improves the personal well being of a

company's employees. Bosses that smile a lot and have a sense of humor reduce stress.

SOURCE:

Thomas E. Kennedypublished in the Daily Herald

4.7 JOB STRESS

According to the National Institute for Occupational Safety and Health, job stress can be

defined as the harmful physical and emotional responses that occur when the

requirements of the job do not match the capabilities, resources, or needs of the worker.

Job stress is often linked or equated with challenge, but the two are very different.

Challenge motivates and energizes us psychologically and physically to learn new skills

and master given tasks. When a challenge is met, we feel a great sense ofaccomplishment. We feel relaxed and satisfied. Challenge is beneficial in the work

environment as it helps increase productivity. This is what people are referring to

when they say - "a little bit of stress is good for you." It might be more accurate to

say - "a little challenge is good for you."

CAUSES OF JOB STRESS

Quite simply, job stress results from the interaction of the worker and the conditions of

the work. Views differ on the importance of worker characteristics versus working conditions as

the primary cause of job stress.

Some view differences in individual characteristics, such as personality and coping style,

are most important in predicting whether certain job conditions will result in stress. What may

be stressful for one person may not be a problem for someone else. This viewpoint leads to


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4. Throw it away. Don't let things accumulate! Sort mail and toss what you don't

need. Sort e-mails and delete what you don't need to read. Sort files and toss

what's out-of-date.

5. Organize your work space. Organize papers, files, or items so that you know

where everything is, and things can be found quickly.

6. Don't procrastinate. Don't wait. Do it now. You'll be happy you got it done!

7. Think in steps. Take a large project and break it down into small steps. Then do

the project one small step at a time.

8. Take breaks. Avoid working around the clock. Go get a cup a coffee. Eat lunch

away from your desk or work area. Try to go home on time.

9. Share a problem. If you encounter an unusually challenging work problem, talk

with co-workers. They may not have a solution, but it helps to talk through issues.

Sometimes just by talking through a problem, you can recognize a solution.

10. Sleep. Make sure you get enough sleep. Lack of sleep impairs concentration

which can add pressure and anxiety.

11. Target ideas. Each time you feel stress, write down a list of targeted things you

need to do to reduce the stress for that event.

12. Take a real vacation. When you take time off, avoid thinking about work. Focus

on things you enjoy. This applies to your time off on weekends as well.

13. Transition. Between work and home, do something to get your mind off work.

Listen to the car radio, stop for a coffee, drop by the library, stop at the store.

14. Leave work at work. Take home as little work as possible.

15. Practice relaxation techniques. During times of stress

4.8 MANAGEMENT STANDRDS FOR WORK RELATED STRESS

Work-related stress is a major cause of occupational ill health. That means sickness absence, high staff

turnover and poor performance in your organization. HSEs Management Standards will help you; your


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employees and their representatives manage the issue sensibly and minimize the impact of work-related

stress on your business. In fact, it might help you improve organizational performance.

The Management Standards represent a set of conditions that reflect high levels of health, well being and

organizational performance. Following the advice on this site will enable you to identify the gap between

your current performance and these conditions. It will also help you to develop your own solutions to

close this gap.

Who should use this advice?

This advice is aimed at anyone with responsibility for tackling work-related stress in your organization.

That might be the person who has responsibility for coordinating your stress risk assessment, human

resources managers, health and safety officers, trade union representatives or line managers.

The process outlined here is not law. This advice does not replace HSEs existing stress guidance pack

Real Solutions, Real People. It provides further practical information, advice and tools on how to assess

the risks from work-related stress in your organization.

What can you do about stress?

The good news is that you can learn ways to manage stress. To get stress under control:

Find out what is causing stress in your life. ook for ways to reduce the amount of stress in your life.

Learn healthy ways to relieve stress.

How do you figure out your stress level?

Sometimes it is clear where stress is coming from. You can count on stress during a major life change

such as the death of a loved one, getting married, or having a baby. But other times it may not be so clear

why you feel stressed.

Manz Final

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