A PROJECT REPORT ON

Study of “STRESS MANAGEMENT AT WIPRO”

SUBMITTED IN PARTIAL FULFILMENT OF THE REQUIREMENTS FOR PAPER
NO. ‘5.2’; B.A (VS)-HRM

SUBMITTED TO: COLLEGE OF VOCATIONAL STUDIES, UNIVERSITY OF DELHI

SUBMITTED BY: Name of Student(s): TANYA CHAUHAN
College Roll No. : 2K17/HRM/33

SUPERVISED BY :

ANUJ JATAV
ASSISTANT PROFESSOR
UNIVERSITY OF DELHI
COLLEGE OF VOCATIONAL STUDIES

1
 CERTIFICATE

This is to certify that the dissertation entitled “STRESS MANAGEMENT AT

WIPRO” is the project work carried out by Tanya Chauhan at College of Vocational
Studies for partial fulfilment of B.A Human Resource Management. This report has
not been submitted to any other College/Institute for the award of any Degree or
Diploma.

Supervised by:
Tanya Chauhan Mr. Anuj Jatav
2K17/HRM/33

2
 DECLARATION

This is to certify that the material embodied in this study entitled “STRESS

MANAGEMENT AT WIPRO” is based on my own research work and

my indebtedness to other work/ publications has been acknowledged at the
relevant places.

This study has not been submitted elsewhere either wholly or in part for award of
any degree.

This is to certify that the project titled “STRESS MANAGEMENT

AT WIPRO” done by Tanya Chauhan is a part of his/her academic

curriculum for the degree of B.A (VS) HRM. It has no commercial
implication and is done only for academicpurpose.

Mentor:
Mr. Anuj Jatav

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 Acknowledgement

The present work is an effort to throw some light on the ““STRESS

MANAGEMENT AT WIPRO”” the work would not have been possible

to come to the present shape without the able guidance, supervision and help
given by a number of people.

With the deepest sense of gratitude, I acknowledge the encouragement and guidance
received from my mentor Mr. Anuj Jatav

She has provided me with valuable guidance, sustained efforts and friendly
approach. It would have been difficult to achieve the results in such a short span of
time without her help.

I convey my heartfelt thanks to all those people who helped and supported me
during the course of completion of my project.

Tanya Chauhans

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 TABLE OF CONTENTS
Chapter- 1

Introduction

 Objective of study
 Scope of study
 Limitation of study

Chapter -2

Literature Review

Chapter -3

Company profile.

Chapter-4

Research Methodology

Chapter-5

Data Analysis & Interpretation

Chapter -6

Findings and recommendation

Chapter -7

Conclusion

Bibliography

Questionnare

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 CHAPTER -1
INTRODUCTION

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INTRODUCTION

Stress in individual is defined as any interference that disturbs a persons’ healthy mental and
physical well being. It occurs when the body is required to perform beyond its normal range
of capabilities. Stress is the way that you react physically,

mentally and emotionally to various conditions, changes and demands in your life. High
levels of stress can affect your physical and mental well being and performance.

With over 15,000 employees on its rolls, Wipro BPO is the second-largest participant in the
survey. In addition to some of the regular challenges in the industry, Wipro BPO (earlier
Spectra mind) has to cope with the additional challenge of size. Wipro BPO fares very well
on HR scores, but employee satisfaction pulls final rank down.

Focused initiatives to reduce stress levels at work have yielded the desired results with
employees expressing satisfaction. Says Richa & Tripathi, head of HR, Wipro BPO, "Being
a large organization, the typical challenges are around building a uniform culture and career
paths for a huge workforce, and managing employee touch time." Career Mosaic, a proactive
and periodic exercise aimed to create opportunities for employees to gain exposure in diverse
roles across Wipro was introduced to understand work-related issues and reduce monotony
through cross-functional exposure.

There are structured communication programs to effectively reach out to the 95% of the
employee base that is not connected by emails. Awareness has been created among current
and prospective employees about what Wipro BPO stands for: "Work Hard – Have Fun".

A grievance-handling mechanism based on the nature of queries and concerns raised has been
initiated. The process lays down categories of issues with guidelines on resolving any issue
around these grievance categories by approaching the concerned authority. It is meant to
provide an opportunity to review how services are delivered to the internal customers.

An element of fun has also been introduced into the work. Says Tripathi, "We believe that
fun is an important element to enhance mutual trust and build a dynamic mentoring
relationship. Fun reduces stress, eases tension, and improves energy. A good laugh revives
our spirits." Employees are rewarded for promoting and living up to the value of fun at their
workplace. Salary reviews of employees take the fun element into consideration. Each

7
supervisor is rated for his or her efforts to encourage team members to enjoy pursuing
individual as well as the company goals; encouraging team members in organizing and
participating in events and group activities

Change in working practices, such as the introduction of newtechnology or the alternation of

new technology or the alternative of targets, my cause stress, or stress may be built into an
organizations’ structure. Organizational stress can be measured by absenteeism and quality or
work.

STRESSORS OR LOADS

Work related symptoms Lack of concentration Affected clarity of thinking & decision –
making Frequent absenteeism Affected team work Aggressive behavior
Physiological symptoms Headache / Migraine Insomnia Lack of appetite Digestive disorders
Sexual disorders Temperamental changes. Pestonjee has also developed a model to explain
how we cope with stress reactions. It is called the BOUNCE model because the behavioral
decomposition taking place due to stress tense to get reflected ininterpersonal reactions. The r
eactions are received & analyzed by theenvironment, which in turn, bounce back signals to
the individuals to bring about a change either at the orgasmic level or at the response level.

BORNOUT STRESS SYNDROME (BOSS):-

Boss can lead to at least four types of stress related consequences such as, depletion of energy
reverses, lowered resistance to illness, increased dissatisfaction and pessimism and increased
absenteeism and inefficiency at work. Veningle and spradley have identified five distinct
stages of BOSS.

HONEYMOON STAGE:-

This stage can be describe as accounting for the euphoric feeling of encounter with the new
job such as excitement, enthusiasm, challenge and pride. Dysfunctional features emerge in
two ways first; the energy
reversesare gradually depleted in coping with the demands of a challengingenvironment.
Second, habits and strategies for coping with stress are formed in this stage which is often not
useful in coping with later challenges.

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FUEL SHORTAGE STAGE:-

This stage can be identified as composed of the value feelings of loss, fatigue and confusion
arising from the individual’s overdraws on reverses
of adaptation energy. Other symptoms are dissatisfaction, inefficiency, andfatigue and sleep

disturbances leading to escape activate such as increase deating, drinking & smoking.

CRISIS STAGE:-

When these feelings and physiological symptoms persist over period of time, the individual
enters the stage of crisis. At this stage he develops
“escape mentality” and feels oppressed. Heightened pessimism, self-doubling tendencies,
peptic ulcers, tension headaches, chronic backaches, blood pressure

HITTING THE WALL STAGE:-

This stage of BOSS is characterized by total exhaustion of one’s adaptation energy, which
may mark the end of one’s professional career. While recovery from this stage elude may be
resourceful to tide over the crises.

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TYPES OF STRESS:-

Physical Stress

A common type of stress is physical stress, which refers to actual physical activities and
events that wreak havoc on the human body. One good example is travel. Traveling
frequently can send you to different time zones, which makes sleeping and waking difficult.
Physical stress also includes stress brought on by sleeping too much, not getting enough
sleep, spending too many hours on your feet or working long hours. If you ever spent a day
chasing your kids around an amusement park or stuck in an airport and dealing with flight
delays, you have likely experienced physical stress.

Emotional Stress

Out of all the different kinds of stress, emotional stress is the most common. This can occur
after you go through an intense break up or divorce, lose a loved one, have a fight with your
spouse or experience any other problem that causes you to feel depressed or anxious.
Emotional stress often manifests in the same way that depression does. You may experience
weight changes, changes in how you fall asleep or how long you sleep, feelings of isolation
and mood swings. Emotional stress can also occur when you feel overwhelmed at home or at
work.

Traumatic Stress

When thinking about the types of stress, many people don’t think about traumatic stress.
Traumatic stress is a type of stress that occurs because of some type of trauma to the human
body and may lead to intense pain, coma or even death. It often relates to some kind of
physical change that occurs. If you went through an operation, your body may experience
stress until you recover from that surgery. A car accident, second or third degree burns or
even a case of pneumonia may all cause traumatic stress.

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Defining stress at work

Change in working practices, such as the introduction of newtechnology or the alternation of

new technology or the alternative of targets, my cause stress, or stress may be built into an
organizations’ structure. Organizational stress can be measured by absenteeism and quality or
work.

Organizational stress
Stress affects as well as the individual within them. An organization with a high
level of absenteeism, rapid staff turnover, deteriorating industrial and customer relations, a
worsening safety record, or poor quality control is suffering from organizational stress.

Following the path of stress in organization

The below chart shows one example of the structure of a department in an

organization, indicating typical causes of stress that may effect stress at certain levels in
the structure, and particular.

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Causes that are affecting individuals. Stress is contagious; anyone who is not performing
well due to increases the amount of pressure on their colleagues, superiors, and subordinates.
The cause may range from unclear or overlapping job descriptions, to lack of communication,
to poor working conditions, including “sick building syndrome”.

Potential sources of stress

There are three categories of potential stressors:

 Environmental factor

 Organization factor

 Individual factors

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Environmental factors:

Just as environmental uncertainty influences the design of anorganization. Changes

in business cycle create economic uncertainties.

 Political uncertainties

If the political system in a country is implemented in an orderly manner, there would not be
any type of stress.

 Technological uncertainties

New innovations can make an employee’s skills and experiencesobsolete in a very short
period of time. Technological uncertainty therefore is a third type of environmental factor
that can cause stress. Computers, robotics, automation and other forms of technological
innovations are threat to many people and cause them stress.

Organization factors:

There are no storages of factors within the organization that can cause stress; pressures to
avoid error or complete tasks in a limited time period, work overload are few examples. Task
demands are factors related to a person’s job. They include the design of the individual’s job
working conditions, and the physical work layout. Role demands relate to pressures placed on
a person as a function of the particular role he or she plays in the organization. Role overhead
is experienced when the employees is expected to do more than time
[Link] ambiguity is created when role expectations are not clearlyunderstood and
employee is not sure what he / she is to do. Interpersonal demands are pressures created by
other employees. Lack of social support from poor interpersonal relationships can cause
considerable stress, especially among employed with a high social
[Link] structure defines the level of differentiation in the organization, The
degree of rules and regulations, and where decisions are made. Excessive rules and lack of
participation in decision that affect an
employee are examples of structural variables that might be potential sources of stress
Organizational leadership represents the managerial style [Link] senior executive.
ome executive officers create a culturecharacterized by tension, fear, and anxiety. They establ
ish unrealistic pressures to perform in the short-run impose excessively tight

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controls and routinely fire employees who don’t measure up. This creates a fear
in their hearts, which lead to stress. Organizations go through a cycle. They are
established; they grow, become mature, and eventually decline. An organization’s life
stage - i.e. Where it is in four stage cycle-creates different problems and pressures
for employees. The establishment and decline stage are particularly stressful.

Individual factors:
The typical individual only works about 40 hrs a week. The experience and problems that
people encounter in those other 128 non-work hrs each week can spell over to the job.

 Family problems
National surveys consistently show that people hold family and discipline, troubles with
children are examples of relationship problems that create stress for employee and that aren’t
at the front door when they arrive at work.

 Economic problems

Economic problems created by individuals overextending their financial resources are

another set of personal troubles that can create stress for employees and distract their
attention from their work.

Macro-level organizational stressors

Policies

 Unfair, arbitrary performance reviews.

 Rotating works shifts.

 Inflexible rules.

 Unrealistic job descriptions.

Structures

 Centralization; Lack of participation in decision making.

 Little opportunity for advancement.

 A great amount of formalization.

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  Interdependence of departments.

 Line-Staff conflicts.

Physical conditions

 Crowding & lack of privacy.

 Air pollution.

 Safety hazards.

 Inadequate lighting.

 Excessive, heat or cold.

process

 Poor communication.

 Poor / inadequate feedback about performance.

 Inaccurate / ambiguous measurement of performance.

 Unfair control systems.

 Inadequate information.

Causes of Stress
Everyone has different stress triggers. Work stress tops the list, according to surveys. Forty
percent of U.S. workers admit to experiencing office stress, and one-quarter say work is the
biggest source of stress in their lives.

Causes of work stress include:

 Being unhappy in your job
 Having a heavy workload or too much responsibility
 Working long hours
 Having poor management, unclear expectations of your work, or no say in the decision-
making process
 Working under dangerous conditions
 Being insecure about your chance for advancement or risk of termination
 Having to give speeches in front of colleagues

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 Facing discrimination or harassment at work, especially if your company isn't supportive

Life stresses can also have a big impact. Examples of life stresses are:

 The death of a loved one

 Divorce
 Loss of a job
 Increase in financial obligations
 Getting married
 Moving to a new home
 Chronic illness or injury
 Emotional problems (depression, anxiety, anger, grief, guilt, low self-esteem)
 Taking care of an elderly or sick family member
 Traumatic event, such as a natural disaster, theft, rape, or violence against you or a loved one

ometimes the stress comes from inside, rather than outside. You can stress yourself
out just by worrying about things. All of these factors can lead to stress:

 Fear and uncertainty. When you regularly hear about the threat of terrorist attacks, global
warming, and toxic chemicals on the news, it can cause you to feel stressed, especially
because you feel like you have no control over those events. And even though disasters are
typically very rare events, their vivid coverage in the media may make them seem as if they
are more likely to occur than they really are. Fears can also hit closer to home, such as being
worried that you won't finish a project at work or won't have enough money to pay your bills
this month.
 Attitudes and perceptions. How you view the world or a particular situation can determine
whether it causes stress. For example, if your television set is stolen and you take the attitude,
"It's OK, my insurance company will pay for a new one," you'll be far less stressed than if
you think, "My TV is gone and I'll never get it back! What if the thieves come back to my
house to steal again?" Similarly, people who feel like they're doing a good job at work will be
less stressed out by a big upcoming project than those who worry that they are incompetent.
 Unrealistic expectations. No one is perfect. If you expect to do everything right all the time,
you're destined to feel stressed when things don't go as expected.

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 Change. Any major life change can be stressful -- even a happy event like a wedding or a job
promotion. More unpleasant events, such as a divorce, major financial setback, or death in the
family can be significant sources of stress.

Consequences of stress
The effect of stress is closely linked to individual personality. The same level of stress affects
different people in different ways & each person has different ways of coping. Recognizing
these personality types means that more focused help can be given. Stress shows itself
number of ways. For instance, individual who is experiencing high level of stress may
develop high blood pressure, ulcers, irritability, difficulty in making routine decisions, loss of
appetite, accident proneness, and the like. These can be subsumed under three categories:

 Individual consequences

 Organizational consequence

 Burnout

Individual consequences:

Individual consequences of stress are those, which affect theindividual directly. Due to this th
e organization may suffer directly or indirectly, but it is the individual who has to pays for it.
Individualconsequences of stress are broadly divided into behavioral, psychological and
medical.

 Behavioral consequences of stress are responses that may harm the person under
stress or others. Behaviorally related stress symptoms include changes in productivity,
turnover, as well as changes in eating habits, increased smoking or consumption of
alcohol, paid speech, and sleep disorders.

 Psychological consequences of stress replace to an individual mental health and well-

being from or felling depressed. Job related stress could cause dissatisfaction, in fact
it has most psychological effect on the individual and lead to tension, anxiety
irritability, and boredom.

 Medical consequences of stress affect a person’s well [Link] to a research

conducted, it revealed that stress could create changes in metabolism, increase heart

17
 and breathing rates, increases blood pressure bring out headaches and induce heart
attacks.

Organizational consequences:

Organizational consequences of stress have direct affect on theorganizations. These include d

ecline in performance, withdrawal and negative changes in attitude.

 Decline in performance can translate into poor quality work or a

dropin productivity. Promotions and other organizational benefits get affected due to
this.

 Withdrawal behavior also can result from stress. Significant form of withdrawal
behavior is absenteeism.

 One main affect of employee stress is directly related to attitudes. Job

satisfaction, morale and organizational commitment can all suffer, along with
motivation to perform at higher levels.

Burnout:-

A final consequence of stress has implementation for both people and organizations. Burnout
is a general feeling of exhaustion that develops when an individual simultaneously
experiences too much pressure and few sources of satisfaction.

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 Warning Signs of Stress?

 Dizziness or a general feeling of "being out of it"

 General aches and pains

 Grinding teeth, clenched jaw

 Headaches

 Indigestion or acid reflux symptoms

 Increase in, or loss of, appetite

 Muscle tension in neck, face, or shoulders

 Problems sleeping

 Racing heart

 Cold and sweaty palms

 Tiredness, exhaustion

 Trembling or shaking

 Weight gain or loss

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 How to control stress

Use these tips to help keep stress at bay.

1. Ask yourself what you can do about the sources of your stress. Think through the pros and

cons. Take action where you can.

2. Keep a positive, realistic attitude. Accept that although you can't control certain things, you're

in charge of how you respond.

3. Stand up for yourself in a polite way. Share your feelings, opinions, or beliefs, instead of

becoming angry, defensive, or passive.

4. Learn and practice relaxation techniques. Try breathing exercises, meditation, prayer, yoga.

5. Exercise regularly. You'll feel better and be more prepared to handle problems.

6. Eat healthy. Avoid too much sugar. Focus on fruits, vegetables, whole grains, and lean

protein. When you're stressed, you'll probably want less-nutritious comfort foods, but if you

overdo them, they'll add to your problems.

7. Try to manage your time wisely.

8. Say no, where you can, to things that would add more stress to your life.

9. Make time for hobbies and interests.

10. Get enough rest and sleep. Your body needs time to recover from stressful events.

11. Don't rely on alcohol, drugs, or food to help against stress. Ease up on caffeine, too.

12. Spend time with people you love.

13. Talk with a counsel or take a stress management class for more help.

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Objective of the study

• To Learn the basic physiological responses of the human body to various environmental and
emotional stresses. Participants will have the ability to differentiate between normal, healthy
stress, environmental stressors and emotional stressors both endogenous and reactive.

• To Understand the autonomic responses to various stressors and cognitive reactions that
reinforce the occurrence of physical reaction without the benefit of thought processing.

• To Learn the ability to regulate the autonomic response to stressors with increased
awareness, modeling and practice of regulatory approaches to controlling stress responses.

• To Learn and practice various techniques of stress awareness regulation of stress responses
and the cognitive behavioral methodology of stress management.

• To Learn about the self-hypnotic method of stress reduction.

• To Practice skills in developing tailored methodologies to address their unique styles of

reacting to stress, mitigating its effects and avoiding the development of severe stress
responses.

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Scope of the study

The scope of the study is extended only to the employees working in the WIPRO, DELHI. It
does not cover employees in the other branches of WIPRO. To fulfill the objective of this
research, the study is undertaken to analyse the stress management at WIPRO.

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LIMITATIONS OF STUDY

 The study is confined to WIPRO, DELHI only.

 Some respondents might have biased during the survey.

 The main limitation is short period of time.

 Non-availability of employees during field work.

 Employees refuses to answer the question.

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 CHAPTER -2
LITERATURE REVIEW

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Literature Review

Amir Shani and Abraham Pizam in their article “Work-Related Depression among
Hotel Employees” conducted a study on the depression of work among hotel employees in
Central Florida. They have confirmed the incidence of depression among workers in the
hospitality industry by evaluating the relationship between the occupational stress and work
characteristics.

Viljoen, J.P., and Rothmann, S. aimed at studying and investigating the relationship
between “occupational stress, ill health and organizational commitment”(2009). The
results were that organizational stressors contributed significantly to ill health and low
organizational commitment. Stress about job security contributed to both physical and
psychological ill health. Low individual commitment to the organization was predicted by
five stressors, namely work-life balance, overload, control, job aspects and pay.

Schmidt, Denise Rodrigues Costa; Dantas, Rosana Aparecida Spadoti; Marziale,

Maria Helena Palucci and Laus, Ana Maria. In their work title on “Occupational
stress among nursing staff in surgical settings” This study aimed at evaluating the
presence of occupational stress among nursing professionals working in surgical settings
and investigating the relations between occupational stress and work characteristics.

Li-fang Zhang conducted a study titled “Occupational stress and teaching approaches
among Chinese academics” (2009). He suggested that controlling the self-rating abilities
of the participants, the conducive conceptual change in teaching approach and their role
insufficiency predicated that the conceptual change in teaching strategy is negative.

Perrewe and Zellars (1998, this issue) seem to ignore that one motivation to use objective
measures of stressors are methodological problems in measuring stressors and strains
independently and avoiding the problem of common method variance (Frese and Zapf, 1998;
Ganter and Schaubroeck, 1991; Spector, 1992). This does, of course, not question the theory
outlined by Perrewe and Zellars. But it suggests to be careful when assessing the strengths
of effects such as primary or secondary appraisal, attribution or coping. These effects
corrected for method effects are typically not that much stronger than the effects of objective
stressors.

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 CHAPTER -3
COMPANY PROFILE

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Company Profile

WIPRO

Wipro Limited (formerly Western India Products Limited) is an Indian global IT services
and consulting company headquartered in Bangalore, India. As of 2012, Wipro is the second
largest IT services company by turnover in India. It provides outsourced research and
development, infrastructure outsourcing, business process outsourcing (BPO) and business
consulting services. The company operates in three segments: IT Services, IT Products,
Consumer Care and Lighting. It is 9th most valuable brand in India according to an annual
survey conducted by Brand Finance and The Economic Times in 2010. Wipro has other
business interest particularly consumer goods, health care and engineering. Wipro
Technology has announced the launch of its first iPhone corporate app "Wipro Buzz"

Wipro BPO

Founded in 2002, Wipro BPO has operations in Delhi (sarita vihar and jasola), Pune, Kolkata,
Chennai, Mumbai, Hyderabad, Navi-Mumbai (Belapur and Airoli) Greater Noida, Mysore
and Kochi in India. It also has offices in Bucharest and Timisoara in Romania (Europe),
Shanghai and Cebu in Asia and Curitiba in Brazil and Warsaw and Katowice in Poland.
Wipro BPO employs over 22,000, of whom 3,150 are at its Hyderabad campus. The majority
of Wipro BPO’s business comes from the United States, followed by Europe]. The rest of the
world contributes only marginally to its top line. The company posted a turnover of $290
million in FY08. It has 44 clients in segments such as banking & capital markets, insurance,
travel & hospitality, hi-tech manufacturing, telecom and healthcare.

Wipro divisions

The group companies of Wipro Limited.

 Wipro Consumer Care & Lighting (WCCLG):- It has a profitable presence in the
branded retail market of toilet soaps, hair care soaps, baby care products and lighting
products. WCCLG is also a lead] in institutional lighting in specified segments like
software, pharma and retail.

27
 Wipro Infrastructure Engineering:- It is generally known for manufactures precision-
engineered hydraulic cylinders and truck hydraulic solution for the infrastructure and
related industries. It the second largest independent Hydraulic Cylinder manufacturer in
the world.

 Wipro GE Medical Systems Limited:- It is a Joint venture between Wipro Limited

and General Electric basically delivering what it calls "quality solutions that effectively
meet the needs of customers and patients". Its products and services range from
diagnostics to IT, helping healthcare professionals combat cancer, heart disease and other
ailments

Overview

Wipro started as a vegetable oil company in 1947 from an old mill

founded by Azim Premji's father. When his father died in 1966, Azim, agraduate in Electrical
Engineering from Stanford University, took on theleadership of the company at the age 21.
He repositioned it and transformed Wipro (Western India Vegetable Products Ltd)
soap, wax and tin containers and later set up Wipro Fluid Power to manufacture hydraulic
and pneumatic cylinders in 1975. At that time, it was valued at $2
[Link] 1977, when IBM was asked to leave India, Wipro entered the. information
technolgy sector. In 1979, Wipro began developing its own computers and in 1981, started
selling the finished product. This was the first in a string of products that would make Wipro
one of India's first computer makers. The company licensed technology from Sentinel
Computers in the United States and began building India's first mini-computers. Wipro hired
managers who were computer savvy, and strong on business experience. In 1980 Wipro
moved in software development and started developing customized software packages for
their hardware customers. This expanded
their IT business and subsequently invented the first Indian 8086 chip.

Since 1992, Wipro began to grow its roots off shore in United States and by 2000 Wipro Ltd
ADRs were listed on the New York Stock
[Link] over 25 years in the Information Technology business, Wipro Technologies
is the largest outsourced R & D Services provider and one of the pioneers in the remote
delivery of IT services. Being a global provider
of consulting, IT Services, outsourced R&D, infrastructure outsourcing and business process

28
services, we deliver technology-driven business solutions that meet the strategic objectives of
our Global 2000 customers. Wipro today employs 96,000 people
in over 50 countries. A career at Wipro means to learn and grow continuously, opportunities
to work on the latest technologies alongside the finest minds in the industry, competitive
salaries, stock options and excellent benefits.

Wipro’s Chairman Azim H Premji, senior executives of Wipro andexternal members who are
global leaders & visionaries form the Wipro Board which provides direction & guidance to
the organization.

Human Resource Planning

(HRP)

Human resources planning is an important component of securing future operations.

For sustainability, plans must be made to ensure that adequate resources are available and
trained for all levels of an organization. Although police organizations are stretched to meet
current service requirements, it is important that they also spend time to create plans to ensure
there will be officers to fill future positions. These plans must be prepared well in advance,
with targets set for the short, mid and long term. Not only must adequate resourcing be
considered for the bulk of the workforce but special consideration must be given for the
leadership of each organization. This requires developing specialized succession plans for
identifying and grooming potential future leaders. The leader candidates must receive
management, leadership, and all relevant knowledge and skills training. Plans should also be
created to leverage the knowledge of those leaving today leadership roles so that future
leaders are fully informed. Securing future policing operations requires careful planning and
a clear implementation strategy.

When I look at where we have come, what gives me tremendous satisfaction is not so much
the success, but the fact that we achieved this success without compromising on the value we
defined for ourselves. Values combined with a powerful vision can turbo-charge a company
to scale new heights and make it succeed beyond one wildest expectations.´

The basic purpose of having a manpower plan is to have accurate estimate of required
manpower with matching skills requirements.

29
The main objectives are:

 Forecast manpower requirements.

 Cope with changes ± environment, economic, organizational.
 Use existing manpower productively.
 Promote employees in a systematic way.

Wipro is the first People Capability Maturity Model (PCMM) Level 5, SEI Capability
Maturity Model (CMM) Level 5 and version 1.1 of CMMi certified IT Services Company
globally. Wipro people processes are based on the current best practices in human resources,
knowledge management and organization development, giving a great focus to match
changing business needs with development of employee competencies.

Wipro has expertise in Six-Sigma methodologies, which have been put in use to streamline
and enhance existing people processes in organizations, enabling decision making based on
metrics and measurements.

 The central idea behind Six Sigma is that if you can measure how many ³defects´
you have in a process, you can systematically figure out how to eliminate them and
get as close to ³zero defects´ as possible.
 Six Sigma starts with the application of statistical methods for translating
information from customers into specifications for products or services being
developed or produced. Six Sigma is the business strategy and a philosophy of one
working smarter not harder.

30
Wipro is the first Indian company to adopt Six Sigma. Today, Wipro has one of the most
mature Six Sigma programs in the industry ensuring that 91% of the projects are
completed on schedule, mush above the industry average of 55%. As the pioneers of Six
Sigma in India, Wipro has already put around ten years into process improvement
through Six Sigma. Along the way, it has scaled Six Sigma ladder, while helping to roll out
over 1000projects. The Six Sigma program spreads right across verticals and impacts
multiple areas such as project management, market development and resource utilization.

Wipro is the first Indian company to adopt Six Sigma. Today, Wipro has one of the most
mature Six Sigma programs in the industry ensuring that 91% of the projects are
completed on schedule, mush above the industry average of 55%. As the pioneers of Six
Sigma in India, Wipro has already put around ten years into process improvement
through Six Sigma. Along the way, it has scaled Six Sigma ladder, while helping to roll out
over 1000projects. The Six Sigma program spreads right across verticals and impacts
multiple areas such as project management, market development and resource
utilization.

Evolution of Six Sigma at Wipro:- Six Sigma at Wipro simply means a measure of quality
that strives for near perfection. It is an umbrella initiative covering all business units
and divisions so that it could transform itself in a world class organization. At Wipro, it
means:
31
(i) Have products and services meet global benchmarks
(ii) Ensure robust processes within the organization
(iii) Consistently meet and exceed customer expectations
(iv) Make Quality a culture within.

As timely reviews play a very crucial role to judge the success of a project. Wipro had to
develop a team of experts for this purpose. The task assigned was to see the timeliness, find
out gap, week areas and to check the outcome as per the plan.

Build the Culture:

Implementation of Six Sigma required support from the higher level managers. It meant
restructuring of the organization to provide the infrastructure, training and the confidence in
the process. Wipro had to build this culture and that took time in implementation.

Project selection:

The first year of deployment was extremely difficult for Six Sigma success. They decided to
select the project on the basis of high probability of their success and targeted to
complete them in a short period to assess the success. These projects were treated as pilot
projects with a focus to learn. For the selection of the right project the field data was
collected, process map was developed and the importance of the project was judged from the
eyes of customers.

Training:

After the set up, the first step of implementation was to build a team of professionals
and train them for various stages of Six sigma. The training was spread in five phases:
Defining, measuring, analyzing, improving and controlling the process and lastly increasing
customer satisfaction. These phases consisted of statistics, bench marking and design of
experiments. To find the right kind of people and train them was a difficult job. This
motivated Wipro to start their own consultancy to train the people.

Resources:

32
It was difficult to identify resources that required for short-term basis and long-term basis as
it varied from project to project. Wipro did it on the basis of seriousness and importance
of the project.
Process of human resource planning at Wipro is done by the top management executives
of HRD. They formulate the different polices in reference to the Human Resource Planning.

Human Resource Policies :-

 Manpower Planning
 Recruitment & Selection
 Training & Development
 Performance Appraisal
 Promotion, Transfer, & Demotion
 Administration Section
 Grievance Handling
 Kaizen suggestion
 Welfare Activities

Recruitment

Recruitment refers to the process of screening, and selecting qualified people for a job at an
organization or firm, or for a vacancy in a volunteer-based organization or community group.
While generalist managers or administrators can undertake some components of the
recruitment process, mid- and large-size organizations and companies often retain
professional recruiters or outsource some of the process to recruitment agencies. External
recruitment is the process of attracting and selecting employees from outside
the organization.

A. Internal Sources :-
 Promotions and Transfer
 Job postings
 Employee Referrals

B. External Sources :-
 Advertisement

33
  Employment Agencies
 On campus Recruitment
 Employment exchanges
 Education and training institute

The exciting world of Wipro Technologies, India is looking at hiring candidates with
expertise in areas like ±

-Human Resource / Recruitment /Training- Finance/ Accounts / Auditing-Marketing /Sales

/Business Development-Microsoft, Mainframe & InternetTechnologies-
Functional & Domain Consultant- CRM / SCM/ ERP / JDE- Enterprise Security

- Testing Services- Legal / Law-Wireless Services / Switching Systems-Independent

Verification &Validation-Enterprise Application Integration (EAI)- Banking / Finance /
Securities /Insurance- TISP Solutions ± OSS /BSS

WIPRO recruitment process:- WIPRO recruitment process consists of three rounds.

Round 1 : Written test

1. Verbal: This section will have 15 questions related to synonyms, antonyms,

Analogies, SC, Prepositions and reading comprehension.
2. Aptitude: This section will have 15 questions related to aptitude topics like Time
&Work, Time & Distance, Blood Relations, Series Completion, Puzzles, Calendars,
Clocks, Percentages, Ratio proportions, Ages, Pipes and Cisterns etc..
3. Technical: This section will have 20 questions related to basic technical concepts
from C, C++, Java, Linux, UNIX, DBMS, SQL, Programming fundamentals,
Hardware, Software Engineering, Micro Processors etc. Candidates are informed to
brush up their technical skills which were covered in their regular academic
curriculum.

Round 2: Technical Interview

34
This is a major elimination round. Candidates should be thorough with their basictechnical
skills to clear this round. Candidates are here by informed to be prepared with their core
subjects.

Round 3: HR Interview

Candidates can expect basic HR interview questions like Tell me about your self, Whyshould
I hire you, Why only WIPRO, What is SIX sigma level. Candidates will be tested in
their communication and vocabulary during technical and HR interviews.

Round 4: Placement

Upon Joining, the incumbent shall be given an employee code number by Manager(HR)and
he shall fill up the joining forms and shall submit the same to the Manager(HR) for
further course of action.

Wipro recruit 40% employees from campus recruitment. Another popular source for Wipro
Recruitment is the Online Placement through NSR (National Skill Registry).

Training

The term training refers to the acquisition of knowledge, skills, and competencies as a result
of the teaching of vocational or practical skills and knowledge that relate to specific useful
competencies.

 Training & Development of individuals is a key focus area at Wipro. Our Talent
Transformation Division handles this. For those with less than one year of experience
a well-structured induction training program is conducted. This will cover all aspects
of software development skills that are required.
 As a PCMM Level 5 organization, there is also high focus on Competency
Development. Talent Transformation has a mandate to provide technical & business
skill training based on the departmental and divisional need. All employees are
eligible to take training based on the competency gap identified or Project need.
 In addition to class room training one can take e-Learning without waiting for class
room training.
 Compliance and Regulatory training is an important aspect in today regulated
environment and is often implemented as part of corporate initiatives. All large

35
 companies have mandatory trainings be it in the field of Environment, Health &
Safety, Ethics, Risk-Management, Finance, Law, etc.

Wipro Training ModeL

I. Rapid Learning :-

At Wipro, we know how critical time is for fulfilling training needs and hence we have
developed competency in the area of Rapid Learning. An emerging form of content
development, Rapid Learning helps to develop content in a short span of time using various
tools; the content delivery can be both synchronous as well as asynchronous. Wipro has
strategic partnerships with leading technology providers to help you choose the tool that suits
your requirement best. Based on research conducted in this area, Rapid Content Development
can be used for any of the following content areas:

 Critical Training ± when the training requirement is critical and must bead dressed
immediately
 Minor change ± when the difference between what is known and what isnew is
minimal
 Short shelf life ± when the content in question has a very short shelf life
 Frequent updates ± when the content needs to be updated frequently.

36
 II. Process Training:- Large enterprises keep updating their processes to improve the
efficacies of their systems. Business process training is typically a part of any
organization overall change management plan. Wipro provides Process Training in
several fields including HR, Quality, Operation, Payroll, Recruitment, and more. For
a meaningful transition of the process, quality training is extremely critical.
Understanding the complexities involved in rolling out these process trainings, we
bring you quick solutions that help deliver effective training for your organization.

The components of process training are:

1. Analyze
2. Inform
3. Involve
4. Support

Development

Wipro Leaders¶ Qualities Survey, which started in 1992, is one of our oldest leadership
development initiatives. It has successfully contributed in our endeavor to nurture top class
business leaders in Wipro. We have 8 Wipro Leadership Qualities, which are based on Wipro
vision, values and business strategy. In order to identify and help leaders develop these
competencies we adopt a 360-degree survey process. This is an end-to-end program, which
starts with the obtaining of feedback from relevant respondents and ends with each leader
drawing up a Personal Development Plan (PDP) based on the feedback received. The PDP is
developed through “Winds of Change” which is a seven-step program that helps in
identifying strengths and improvement areas, and determining the action steps.

37
 The Leadership Development Framework

Leadership Lifecycle Programs Wipro has developed an approach for Life Cycle Stage
Development Plan. Training and development programs at various stages have been designed
by mapping the competencies to specific roles. Competencies specify the specific success
behaviours at every role.

 Entry-level program (ELP) - The program covers the junior management employees
with the objective of developing managerial qualities in the employee. The target
group is campus hires and lateral hires at junior level.
 New Leaders¶ Program (NLP) - It is popularly known as NLP and aims at developing
potential people managers, who have taken such roles or are likely to get into those
roles in the near future.
 Wipro Leaders¶ Program (WLP) - This program is for middle level leader with
people, process, business development and project management responsibilities.
These leaders are like the flag bearers of Wipro values and Wipro way of doing
business.
 Business Leaders¶ Program (BLP) - This is for senior leaders with business
responsibility. At this level, people are trained up for revenue generation; and Profit
&Loss responsibilities. The program covers commercial orientation, client
relationship development, and team building and performance management
responsibilities among other things.

38
Custom Content Development

As a part of the Custom Content Development Service, Wipro provides innovative and
affordable learning content solutions. This service is customized specially to meet
your requirements and help you get a competitive edge. Wipro Custom Content Development
Service goes through a rigorous development cycle to ensure Quality and Timely Delivery of
the solution. Custom Content Development Service includes:

 Application Training
 Process Training
 Compliance and Regulatory Training
 Product Training
 Rapid Training Solutions

Performance Appraisal

Performance appraisal is a method by which the job performance of an employee is evaluated

in terms of quality, quantity, cost and time. Performance appraisals are regular reviews
of employee performance within organizations.

Aims of a performance appraisal :-

 Give feedback on performance to employees.

 Identify employee training needs.
 Document criteria used to allocate organizational rewards.
 Form a basis for personnel decisions: salary increases, promotions, disciplinary
actions, etc.
 Provide the opportunity for organizational diagnosis and development.
 Facilitate communication between employee and administrator.
 Validate selection techniques and human resource policies to meet federal Equal
Employment Opportunity requirements. Wipro solution aims at strategic value
delivery in the least possible time incorporating rich functional features, aided by
smooth workflow, notification, authorization, etc.
 Align employee objectives to the business goals. Enable strategic Performance
Management through Management by Objectives (MBO)

39
  Measure and Assess employee performance periodically and provide feedback and
support to achieve quantitative, qualitative and process targets
 Evaluate and track Hi-Performance and achievers based on Competency driven
practices.
 Enable online Reward and Recognition.

Promotion

“Higher you go. Heavier you get”

A promotion is the advancement of an employee's rank or position in an organizational

hierarchy system. Promotion may be an employee's reward for good performance i.e. positive
appraisal. Before a company promotes an employee to a particular position it ensures that the
person is able to handle the added responsibilities by screening the employee with interviews
and tests and giving them training or on-the-job experience. As per Guidelines for
supervisory employees¶ promotion/up gradation, applicable to the present year, Manager
(HR) prepares the list of eligible employees. Simultaneously, V P (HR)also asks for
recommendations from HODs. A comprehensive list is then prepared by Manager (HR) and
submitted to the EPPP which is announced by the Site President, for Executive and Manager
family, and by the Group President (MSD), for Leader Family.

 Bases Of Promotion :-

1. Seniority: - Seniority simply depends upon how long the employees is doing job with the
company. The length of service and talent are both interrelated with each other. It is based on
the tradition of respect for older people. It creates a sense of security among employees and
avoids conflict arising from promotion decision.

2. Merit: - Merit implies the knowledge, skill and performance records of an employee. It
helps to motivate competent employee to work hard and acquire new skills. It helps to attract
and retain young and promising employees in the organization.

On the above basis, promotion of employees is done in Wipro. Wipro also prompt employee
by conducting different case studies on different aspects of Information Technology.
Working at Wipro is very comparative & to get promotion required smart work and
projection.

40
Transfers

Transfers are generally effected to build up a more satisfactory work team and To meet the
Organizational requirement / Employees request the employees has been transfer from one
assigned job to another or one location to another location.

“A transfer is a horizontal or lateral movement of an employee from one job, section,

department, shift, plant or position to another at the same or another place where his salary,
status and responsibility are the same or may be vary. Generally does not involve a
promotion, demotion or a change in job status other than movement from one job or place to
another.”
Purposes of Transfers :-
 To satisfy needs of an organization
 To met employees own needs
 To utilize workforce
 To increase the versatility of employees
 To provide relief
 Transfers for the maintenance of a tenure system

Every organization should have a just and impartial policy which should be known to each
employee. The responsibility for effecting transfers is usually entrusted to an executive with
power to prescribe the conditions under requests for transfers are to be approved. For
successful transfer policies, it is necessary to have a proper job description and job analysis.

A good transfer policy should contain following.

1) Specifically clarify the type of transfers and the conditions under which these will be
made;

2) Deciding the authorised person who may initiate and implement transfers

3) Indicate the basis of transfer.

4) Decide the rate of pay to be given to the transferee.

5) Intimate the fact of transfer to the person concerned well in advance.

6) Be in writing and duly communicated to all concerned.

41
Compensation

Compensation is a systematic approach to providing monetary value to employees in

exchange for work performed. Compensation may achieve several purposes assisting in
recruitment, job performance, and job satisfaction. Wages and salaries structure is very vital
for the retention of the employees as due to stiff competition, if proper salary is not given
then the employees will go to those organization offering higher salaries. Jivraj Tea Ltd is
actively involved in retaining good manpower in the organization by providing proper salary
and incentive methods. Wipro runs 50 offices in India. It has a branch office in USA, Canada,
Europe, Middle east, Africa etc.

Information System

In the present day scenario, in the corporate sector the companies have adopted hire and fire
policy whereby any employees who creates trouble in the working of the organization is
removed immediately from the job. The management in the Jivraj Tea is quite friendly with
the employees and they always try to satisfy the demands of the employees. The relationship
between the management and the workers are quite cordial and if any dispute is there it is
sorted out mutually.

Human Resources Information Systems (HRIS) is an integration of HRM and Information

Systems (IS). HRIS or Human resource Information system helps HR managers perform HR
functions in a more effective and systematic way using technology. It is the system used to
acquire, store, manipulate, analyze, retrieve, and distribute pertinent information regarding an
organization's human resources. A human resource information system (HRIS) is a system
used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information
about an organization's human resources.

Employee Welfare

According to the Oxford dictionary, employee welfare or labour welfare means ³theefforts to
make life worth living for workmen.´ Labour Welfare means anything done for the comfort
and improvement, intellectual or social, of the employees over and governmental, which is
not a necessity of the industry.

42
Welfare Activities : -

 Education- Wipro has its own institute, where the education is given to the
employees¶ children absolutely free. The school has classes from JR. kg to class-XII
in English medium. Free transportation facility is also provided to them.
 Medical- Company philosophy is ³Nobody should die without fund´. Company
believes its responsibility towards health services to provide to the employees go
beyond the statutory provision. Being the petrochemical industry and some of their
process are considered ³Hazardous´. Company recognizes the importance of good
occupational health services. Therefore, at the manufacturing sites, they have well
equipped, full fledged medical centre, which are manned round the clock.
 Housing- Company has it own township at different location in Bangalore. If house
is available, the new employees are allotted the house otherwise the company can also
hire house. All the maintenance in houses provided to employees by company is done
by the company.
 Canteen- The Company gives canteen facility under which food is provided to the
employees but it is not compulsory for them. They get the allowance in their salary.
The Contract Cell at Wipro invites tenders and the Contract cell signs detailed
agreement with the contractor. The operation of the canteen is given on the contract.
 Sports- To motivate the employees of the company organizes different sports
tournaments i.e. Cricket, Volleyball, Table Tennis, Badminton Etc.
 Recreation activities - For the recreation of the employee, company organized gets to
gather once in a year with their family. And also arranged short distance picnic. For
picnic they get Rs.100/- and free transportation once in a year.
 Club membership- The purpose of the club membership is to meet the other
members of the industrial community and interact with them for relation personnel
leisure. This facility is provided only to the SMC and above.
 Insurance Policy- Wipro provides personal accident insurance policy of Rs 100000
for employees. Premium of the company is half pay by employee and other will pay
by Wipro.

43
 SWOT Analysis

1. Low cost advantage and High quality standards

2. Broad range of research and development Services
3. Wipro has impressive list of clientele and mega partnership with – Cisco, Oracle, EMC,
Microsoft and SAP
Strengths [Link] of the top IT Companies in India employing over 130,000 employees

1. Low operating margin of other group of companies

Weaknesses 2. Free floating stock is very less for the investor

1. Company has good opportunity since the sector is growing

2. Can diversify in brand product category and consulting services
Opportunities 3. Huge potential in domestic market

1. Slowdown in US economy as major client base is from US

2. Attrition and Employee loyalty
Threats 3. Increasing cost of Human capital

44
 CHAPTER -4
RESEARCH
METHODOLOGY

45
 RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the research problem. It may be

understood as a science how research is done scientifically. Research methodology refers to
the tools and the methods used for obtaining information for the purpose of the research
study. Research not only need to know how to develop certain indices or tests, how to
calculate the mean, the mode, median, how to apply particular research techniques but also
need to know which of these methods or techniques are relevant and which are not and what
would they mean and indicate and why. All this means that it is necessary for the researcher
to design his methodology for his problem as the same way differ from problem to problem.

Research Design
A research design is the arrangement of conditions for collection and analysis of data in a
manner that aims to combine relevance to the research purpose with economy in procedure.

a) Descriptive Research Design

Descriptive Research studies are those which are concerned with describing the
characteristics of a particular individual, or for a group. The studies concerns whether with
the specific predictions with narration of facts and characteristics concerning individual,
group or situation are all example of Descriptive Research Studies. From the point of view of
research design, the descriptive as well as diagnostic studies share common requirements and
as such we may group together these two types of research studies.

b) Exploratory research Design

Exploratory research studies are also termed as formulative research studies. The main
purpose of such studies that of formulating a problem for more precise investigation or of
developing the working hypotheses from an operational point of view. The major emphasis in
such studies is on the discovery of ideas and insights. As such the research design appropriate
for such studies must be flexible enough to provide opportunity for considering different
aspects of a problem under study.

c) Experimental Research Design

In it, casual relationships between the variables are tested. It is also known as Hypothesis
Testing Research Design. The present project is descriptive in nature. The major purpose of

46
descriptive research is the description of state of affairs, as it exists at present. The main
characteristic of this method is that the researcher has no control over the variables; he can
only report what has happened or what is happening.

TYPOLOGY OF RESEARCH

Research can be classified in many different ways on the basis of the methodology of
research , the knowledge it creates, the user group, the research problem it investigates etc.

BASIC RESEARCH

The research which is done for knowledge enhancement, the research which does not have
immediate commercial potential. The research which is done for human welfare, animal
welfare and plant kingdom welfare. It is called basic,pure,fundamental research. The main
motivation is to expand man's knowledge, not to create or invent something.

APPLIED RESEARCH

Applied research is designed to solve practical problem of the modern world, rather than to
acquire knowledge for knowledges sake. The goal of applied research is to improve the
human condition. It focus on analysis and solving social and real life problems. This research
is generally conducted on large scale basis, it is expensive. As such, it often conducted with
the support of some financing agency like government , public corporation , world bank,
UNICEF, UGC,Etc,. According to hunt, “applied research is an investigation for ways of
using scientific knowledge to solve practical problems” for example:- improve agriculture
crop production, treat or cure a specific disease, improve the energy efficiency homes,
offices, how can communication among workers in large companies be improved? Applied
research can be further classified as problem oriented and problem solving research.

QUANTITATIVE RESEARCH

This research is based on numeric figures or numbers. Quantitative research aim to measure
the quantity or amount and compares it with past records and tries to project for future period.
In social sciences, “quantitative research refers to the systematic empirical investigation of
quantitative properties and phenomena and their relationships”. The objective of quantitative

47
research is to develop and employ mathematical models, theories or hypothesis pertaining to
phenomena.

The process of measurement is central to quantitative research because it provides

fundamental connection between empirical observation and mathematical expression of
quantitative relationships. Statistics is the most widely used branch of mathematics in
quantitative research. Statistical methods are used extensively with in fields such as
economics and commerce.

Quantitative research involving the use of structured questions, where the response options
have been Pre-determined and large number of respondents is involved. eg:-total sales of
soap industry in terms of rupees cores and or quantity in terms of lakhs tones for particular
year, say 2008,could be researched, compared with past 5 years and then projection for 2009
could be made.

QUALITATIVE RESEARCH

Qualitative research presents non-quantitative type of analysis. Qualitative research is

collecting, analyzing and interpreting data by observing what people do and say. Qualitative
research refers to the meanings, definitions, characteristics, symbols, metaphors, and
description of things. Qualitative research is much more subjective and uses very different
methods of collecting information,mainly individual, in-depth interviews and focus groups.

The nature of this type of research is exploratory and open ended. Small number of people
are interviewed in depth and or a relatively small number of focus groups are conducted.
Qualitative research can be further classified in the following type.

I. Phenomenology:-a form of research in which the researcher attempts to understand how

one or more individuals experience a phenomenon. Eg:-we might interview 20 victims of
bhopal tragedy.

II. Ethnography:- this type of research focuses on describing the culture of a group of
people. A culture is the shared attributes, values, norms, practices, language, and material
things of a group of people. Eg:-the researcher might decide to go and live with the tribal in
Andaman island and study the culture and the educational practices.

48
III. Case study:-is a form of qualitative research that is focused on providing a detailed
account of one or more cases. Eg:-we may study a classroom that was given a new
curriculum for technology use.

IV. Grounded theory:- it is an inductive type of research,based or grounded in the

observations of data from which it was developed; it uses a variety of data sources, including
quantitative data, review of records, interviews, observation and surveys

V. Historical research:-it allows one to discuss past and present events in the context of the
present condition, and allows one to reflect and provide possible answers to current issues
and problems. Eg:-the lending pattern of business in the 19th century.

Data collection

Data collection is most important part of research because the research is based on it. There
are several ways of collecting data which differs considerably in terms of cost, time and other
resources at the disposal of the researchers.

The data collection method for this research work is from primary source as well as
secondary. The survey is carried out through a non probability convenience sampling in Delhi
through a structured questionnaire.

4.2 TYPE OF DATA

There are two types of Data:

1) Primary

2) Secondary

Primary Source: Source from where first hand information gathered directly are called
primary source and thus information collected is called Primary data.
In case of above study the primary source was consumer.
Primary Data: - The techniques available for collecting primary data are:

 Interview method

 Observation method

 Questionnaire method

49
Secondary Source: The source of information already gathered for some other purpose are
available is called secondary data, with regard to my study secondary sources of my study
where records of the company, magazines and papers.
The Secondary data was collected on the basis of requirement, conveniences and reliability of
the data.
Out of these I have chosen questionnaire method to collect the data because of low cost, free
from the bias of other interviewer and respondent.

COLLECTION OF DATA THROUGH QUESTIONNAIRE

This method of data collection is quite popular particularly in case of big enquires, private
individuals, research workers, private and public organizations and even is adopting it by
governments. In this method I want to the retailers, personally and asked them to fill the
questionnaire.

MERITS OF THIS METHOD

1. Low Cost

2. It is free from the bias of the interviewer because answers are in respondent’s own words.

3. Respondent have adequate time to give answers

DEMERITS OF THIS METHOD

1. This method is likely to be slowest of all.

2. It is difficult to know whether willing respondents are truly representative.

3. There is also possibility of ambiguous reply.

50
BRIEF REVIEW OF RESEARCH METHODOLOGY

SAMPLING PLAN

Research design : exploratory &descriptive

Target Segment : Employees

Sample Size : 100

Area covered : Old Delhi

TECHNIQUES OF DATA COLLECTION:

Data Collection Method : Primary (Interview through Questionnaire)

Method : personal Interaction

Type of Questionnaire : multiple choice questions

Research Approaches : Employees Survey.

51
 CHAPTER -5
DATA ANALYSIS AND
INTERPRETATION

52
 DATA ANALYSIS & INTERPRETATION

Q1 Do you face difficulty in sleeping?

particulars Frequency

Not at all 24
Rarely 24

Sometimes 21
Often 15

Very often 16

Total 100

Sales

Not at all
Rarely
Sometimes
Often
Very often

INTERPRETATION: From the above table, it is understood that 24 employees rarely have
any trouble in sleeping, 21 find it difficult sometimes, 1 face the problem very often and 16
of the employees find extreme difficulty in sleeping. Therefore, it is observed that for most
parts, the employees do not have any problems with sleeping.

53
Q2. Do you find it difficult to concentrate?

particulars Frequency

Not at all 15

Rarely 20

Sometimes 40

Often 25

Total 100

Series 1

Not at all
Rarely
Sometimes
Often

INTERPRETATION: It is clear that 15 of the employees have absolutely no difficulty in

concentrating, 20 of them rarely have a problem, 40 sometimes and only a small group of 25
find it difficult to concentrate at work. Therefore, it can be said that mostly the employees
have no trouble in concentrating at work.

54
Q3. Do you get angry quickly?

particulars Frequency

Not at all 20

Sometimes 70

Very often 10

Total 100

Sales

Not at all
Sometimes
Very often

INTERPRETATION: 20 of the employees claim that they sometimes get angry often while
70 feel that they do not get angry very often. Also 10 of them say that they get very angry
most of the time. Therefore, it is inferred that most of the employees are relatively calm and
get angry only sometimes.

55
Q4. Do you find you are prone to negative thinking about your job?

particulars Frequency

Not at all 35

Rarely 60

Sometimes 5

Total 100

Sales

Not at all
Rarely
Sometimes

INTERPRETATION: The table clearly shows that the employees have no negative
thoughts about their job since 35 feel that it happens only rarely and 60 say that it never
happens. Therefore, the rate of job pessimism or negative thinking about one’s job is very
low.

56
Q5. Do you feel out of control and as if you're not in the driving seat of their life and
health?

particulars Frequency

Rarely 45

Sometimes 45

often 10

Total 100

Sales

Rarely
Sometimes
often

INTERPRETATION: This table shows that most of the employees have control of their
lives and are in the driving seat of their own lives while only 10 felt that they are being
controlled by others and not themselves.

57
Q6. Do you feel that there is more work to do than you realistically have the capacity to
do?

particulars Frequency

Rarely 5

Sometimes 20

often 55

Very often 20

Total 100

Sales

Rarely
Sometimes
often
Very often

INTERPRETATION: The table shows that most of the employees feel that their job
demands and requires more than what they are actually capable of doing. In most cases, their
workload exceeds their capacity. Only a small group (5) felt that it was not so.

58
Q7. Do you feel caught between the pressures of responsibility for family and work life?

particulars Frequency

Not at all 5
Rarely 10

Sometimes 50
Often 15

Very often 20

Total 100

Sales

Not at all
Rarely
Sometimes
Often
Very often

INTERPRETATION: From the table it is seen that 50 employees feel that sometimes they
are trapped between the pressures of home and work, 20% feel caught often and 20 felt that it
happened very rarely.

59
Q8. Do you claim you have no time for hobbies and interests?

particulars Frequency

Not at all 10
Rarely 10

Sometimes 60
Often 15

Very often 5

Total 100

Sales

Not at all
Rarely
Sometimes
Often
Very often

INTERPRETATION: The pie chart and table values clearly indicate that most of the
employees are so busy and caught up with work pressure that they barely have any time for
themselves. They have almost no time for their hobbies and self interests

60
Q9. Do you feel you are isolated, with no-one to talk to?

particulars Frequency

Not at all 50

Rarely 30

Sometimes 10

Total 100

Sales

Not at all
Rarely
Sometimes

INTERPRETATION: This table shows that majority of the people do not feel isolated or
lonely. 50 do not feel any isolation while 30 say it happens rarely. Therefore, it is seen that
most of the employees have someone to talk to and relate with and are not isolated or alone.

61
Q10. Do you find yourself 'self-medicating' with additional alcohol, nicotine or other
substances?

particulars Frequency

Not at all 5
Rarely 5

Sometimes 60
Often 20

Very often 10

Total 100

Sales

Not at all
Rarely
Sometimes
Often
Very often

INTERPRETATION: This table indicates that 5 employees ‘‘self medicate’’ quite often, 5
resort to alcoholism etc very frequently to relieve stress while 10 of them do not resort to
substance abuse at all . It shows that most employees give into excessive alcoholism or some
other forms of self medication most times to reduce stress.

62
 CHAPTER -6
FINDINGS AND
RECOMMENDATIONS

63
FINDINGS AND RECOMMENDATIONS

1. Most of the respondents have many years of long association with the organization.

2. Most of the employees feel that they have no time for themselves and their personal lives
because of work overload.

3. The respondents are sociable and have no problems interacting with their colleagues.

4. Employees’ are satisfied with the working conditions.

5. Role overload is the major cause of stress.

6. The respondents face a moderate level of stress

7. Adopt the work to home transition strategy. It means instead of carrying the pressures of
the work to home, the suggestion is to start the unwinding process during the work day
and enter the home in a relaxed and peaceful mind.

64
CHAPTER -7
CONCLUSION

65
 CONCLUSION
Stress in the work place has become the black plague of the present century. Much of the
stress at work is caused not only by work overload and time pressure but also by lack
of rewards and praise, and more importantly, by not providing individuals with the autonomy
to do their work as they would like. Organization must begin to manage people at work
differently,
improve physicalwork environment, treat them with respect and value their contribution. If w
e enhance the psychological well being and health of the employees, the organizational
revenue increases and there is employee retention as well.. Because it is said that,

“A Healthy Employee is a Productive Employee”

66
BIBLIOGRAPHY

67
 BIBLIOGRAPHY

BOOKS:-

1. Maheshwari, S.N., Banking Law and [Link] Publishers, New Delhi,1996,

pp157-171.

2. Mithani, D.M., Banking and financial systems.6th Ed. Himalaya Publishing House,
Mumbai, 2004, pp165-181.

3. Rao, V.S.P., Human Resource Management.2nd Ed. Excel Books. New Delhi, 2006, pp
631-633.

The journal referred:

 Company Profile
 Annual reports of the company

Related Websites

[Link]

[Link]

68
QUESTIONNARE

69
QUESTIONNARE

Dear Respondent,

I am the student of BBA; you are requested to kindly fill this questionnaire for my major
project.

Thank you for your time.

NAME: ________________________

AGE: ________________________

Q1. Do You Face Difficulty In Sleeping?

Not at all

Rarely

Sometimes

Often

Very often

Q2. Do You Find It Difficult To Concentrate?

Not at all

Rarely

Sometimes

Often

Q3. Do You Get Angry Quickly?

Not at all

Rarely

Sometimes

70
Q4. Do you find you are prone to negative thinking about your job?

Not at all

Rarely

Sometimes

Q5. Do you feel out of control and as if you're not in the driving seat of their life and
health?

Not at all

Rarely

Sometimes

Q6. Do you feel that there is more work to do than you realistically have the capacity to
do?

Not at all

Rarely

Sometimes

Often

Q7. Do you feel caught between the pressures of responsibility for family and work life?

Not at all

Rarely

Sometimes

Often

Very often

71
Q8. Do you claim you have no time for hobbies and interests?

Not at all

Rarely

Sometimes

Often

Very often

Q9. Do you feel you are isolated, with no-one to talk to?

Not at all

Rarely

Sometimes

Q10. Do you find yourself 'self-medicating' with additional alcohol, nicotine or other
substances?

Not at all

Rarely

Sometimes

Often

72