Nikita Final

8/10/2019 Nikita Final

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PROJECT REPORT ON

STRESS MANAGEMENT IN NIZAM DECCAN SUGARS

LTD, BODHAN, DIST: NIZAMABAD

Project Report submitted to Jawaharlal Nehru Technological University,

Hyderabad,

In partial fulfillment of the requirements for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

Submitted by:

Mr./Ms._____________________________

H.T.No._____________________________

Under the esteemed guidance of

Mr./Ms._________________________

Associate/Assistant Professor

DEPARTMENT OF BUSINESS MANAGEMENT

VIJAY RURAL ENGINEERING COLLEGE, NIZAMABAD

(Approved by AICTE, New Delhi and Affiliated to JNTU Hyderabad)

2012-2014


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DECLARATION

I hereby declare that the work described in this project entitled --------------------------

---------------------------------------- carried out at -----------------------------------. whichis being submitted by me in partial fulfillment for the award of degree of Master of

Business Administration in the Dept. of Business Management ,Vijay Rural

Engineering College , Nizamabad to the Jawaharlal Nehru Technological University

Hyderabad, Kukatpally, Hyderabad (Telanagana.) -500 085, is the result of

investigations carried out by me under the Guidance of Mr./Ms. --------------------------

------------------.

The work is original and has not been submitted in full /partial for any

Degree/Diploma of this or any other university or institution.

Place: Signature

Date:

Name of the Candidate:Hall Ticket No.:

Email-Id:


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COMPANY CERTIFICATE


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CERTIFICATE

This is to certify that the project report entitled CUSTOMER RELTIONSHIP

MANAGEMENT BIG BAZARis being submitted by Mr./Ms.------------------------------- (H.T.No.

------------------) in partial fulfillment for the award of the Masters Degree in Business

Administration (MBA) during the academic year 2014 to the JNTUHis a recorded of bonafide

work carried out by him/her under the guidance and supervision.

The results embodies in this project have not been submitted to any other university

or institute for the award of any degree or diploma.

Signature of the Internal guide Signature of the HOD

( ) ( )

Signature of the External Examiner Signature of the Principal

(Dr.B.R.VIKRAM)


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ACKNOWLEDGEMENT

I take this opportunity to thank all who have rendered their full support to my

work. The pleasure, the achievement, the glory, the satisfaction, the reward, the

appreciation and the construction of our project cannot be thought without a few, how

apart from their regular schedule, spared a valuable time for us. This

acknowledgement is not just a position of words but also an account of the

indictment. They have been a guiding light and source of inspiration towards the

completion of the project.

I would like to express my hearted thanks to Mr. K.Narendhar Reddy Garu

Chairman, Mrs. Amrutha Latha Garu, Secretary and Dr. B.R.Vikram Garu,

Principal- Vijay Rural Engineering College for their kind consent to carry out this

project and also providing necessary infrastructure and resources to accomplish my

project work.

I express my profound sense of gratitude to Mr.---------------------------,

Associate Professor & Head of the Department of MBA, who has kindly permitted me

to do major project in any area of my choice and providing me all the facilities for the

project.

I am deeply indebted to my project guide Mr. ----------------------------,

Assistant Professor in Department of MBA for his valuable guidance, meticulous

supervision, support and sincere advice to complete the project successfully.

And I would like to express my sincere thanks to all the staff members of

MBA Department for their kind cooperation in completion of this project.

Finally, I thank to one and all those who have rendered help directly or

indirectly at various stages of the project and also my family members for their care

and moral support in finishing my project.

STUDENT NAME

H.T.NO


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ABSTRACT


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INDEX


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LIST OF TABLES


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INTRODUCTION

The term stress is derived from the Latin word stringere, which means to clutch,

compress or bind. The concept of stress was first introduced in the life sciences by

Hans Selye in 1936.during the eighteenth and nineteenth centuries, stress was equated

with force, pressureor strain exerted upon a material object or person which resists

these forces and attempts to maintain its original state.

Stress has become a major concern of the modern times as it can cause harm to

employees health and performance. Stress refers to pressures or tensions people feel

in life. As living human makes constant demands, so it produces pressure, i.e., stress.

Stress is, therefore, a natural and unavoidable feature of human life. However, stress

beyond a particular level can cause psychological and physiological problems which

in turn would affect the individuals performance in the organization. Thus,

management of stress has become a challenging job for the modern organization.

MEANING OF STRESS

Stress is a dynamic condition in which an individual is confronted with an

opportunity, constraint, or demand related to what he or she desires and for which the

outcome is perceived to be both uncertain and important

Stress is an experience that creates physiological and

psychological imbalance within a person. It is a body reaction to any demands or

changes in internal and external environment. Whenever there is a change in external

environment, such as temperature, pollution, humidity and working conditions, it

leads to stress. These changes usually come from feelings we have, like:

Happiness

Sadness

Scared

Madness


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THINGS THAT CAUSE STRESS ARE CALLED STRESSORS

FOR EXAMPLE

Going to a new school

Loss of a good friend

Divorce or separation of parents

Winning an award

Taking a test Death of a relative

Being sick

Moving to a new town

FOR EXAMPLE- An individual is undergoing an annual performance review.

Now in this situation the outcome is uncertain and important. This individual

can feel the stress because he is facing a situation where bad performance

review may lead to stopping of his promotion and good performance review

can lead to higher salary and promotion.

So two conditions are extremely important for stress to become actual stress:

Uncertainty over the outcome

Outcome must be important

NATURE OF STRESS

Stress affects all of us differently.

It can prove a threat or an opportunity.

Hormones are released in a stressful situation which changes our body language.

Research studies are conclusive, comprehensive and complete.

Stress can be positive and negative i.e. (eustress and distress).


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FOR EXAMPLE, suppose 'overwork' is causing stress, which is resulting

in headaches. If you only address the symptoms (e.g.: by taking pain killers to

reduce the headaches), the stress remains, and the headaches will return.

However, if you can restructure your work demands so that you are not

overworked, the headaches will then disappear without the need for pain

killers.

A further complication can arise in that some symptoms may be 'learned', and

therefore removal of the underlying causes may not relieve the symptoms. For

example, in the overwork example, the headaches might continue long after the

problem of overwork has been addressed.

TYPES OF STRESS

Stress affects us all. Physiologically, stress is a bodys reaction to a perceived threat which

requires either fight or flight in a stressful situation. The body is placed on a war footing

because of the hormones secreted by the body in a stressful situation. This stage is referred to

as alarm stage with increased heart beat, high blood pressure, increased respiration etc. This

could prove helpful as well as sometimes unhelpful depending upon the circumstances and

situation but prolonged stress can prove even fatal for individuals and it can also lead to stress

and its relationship with different factors like job etc. are not conclusive, comprehensive and

complete.


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TYPES:

1. EUSTRESS

2. DISTRESS

3. HYPERSTRESS

4. HYPOSTRESS

TYPES

OF STRESS

DISTRESS

HYPER

STRESSS

EUSTRESS

HYPO

STRESS


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1.EUSTRESS

Eustress is one of the helpful types of stress. It is the type of stress you experience

right before you have the need to exert physical force. Eustress prepares the muscles,

heart, and mind for the strength needed for whatever is about to occur.

Eustress can also apply to creative endeavors. When a person needs to have some

extra energy or creativity, eustress kicks in to bring them the inspiration they need. An

athlete will experience the strength that comes form eustress right before they play a

big game or enter a big competition. Because of the eustress, they immediately

receive the strength that they need to perform.

When the body enters the fight or flight response, it will experience eustress. The

eustress prepares the body to fight with or flee from an imposing danger. This type of

stress will cause the blood to pump to the major muscle groups, and will increase the

heart rate and blood pressure to increase. If the event or danger passes, the body will

eventually return to its normal state.

Stress need not be bad all the time. Sometimes, stress can be good too. Eustress, a

type of positive stress is actually good for your body. It is basically a desirable form

of stress which is healthful and gives a feeling of contentment. It keeps you excited

about life.

EUSTRESS IS NOT DAMAGING

Just because Eustress is a type of stress, it need not be damaging to our body.

Unlike chronic stress that is taxing on our body, eustress does not have any

unfavorable effects on our body. Instead, it lifts up our spirits and helps us stay

in a good mood. Eustress provides the desired balance by evening out the

negative stress.

EUSTRESS FORSTRESS MANAGEMENT
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If utilized in a proper manner, Eustress can actually help us get rid of stress. Since

eustress is a positive phenomenon, it can help change our mindset and attitude

towards things. It helps us consider the threats in our life as challenges. This changes

our mental attitude towards different situations in life and helps us steer clear of

stress.

Eustress is what they call good stress. The kind we feel when we get a raise, or buy a

new house, or go on a great first date. Good in the sense that it makes us feel good,

that the stress is enjoyable. Challenges and projects create eustress; overload and

problems create distress (bad stress).

However, eustress is not the same as serenity and blissfulness. Eustress is still stress.It still has many of the same symptoms of distress, including:

Raised adrenaline levels

Raise corticosterone levels (a steroid hormone)

Increased heart-rate

Increased respiration

Higher blood pressure

Good stress will also just as easily lead to physical problems such as heart disease,

high blood pressure, stroke, enlargement of the adrenal glands, and other illnesses.

2.DISTRESS

Distress is one of the negative types of stress. This is one of the types of stress that the

mind and body undergoes when the normal routine is constantly adjusted and altered.

The mind is not comfortable with this routine, and craves the familiarity of a common

routine.

There are actually two types of distress:

a) Acute stress

b) Chronic stress.


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Acute Stress

Acute stress is the type of stress that comes immediately with a change of routine. It is

an intense type of stress, but it passes quickly. Acute stress is the body's way ofgetting a person to stand up and take inventory of what is going on, to make sure that

everything is OK

Chronic Stress

Chronic stress will occur if there is a constant change of routine for week after week.

Chronic stress affects the body for a long period of time. This is the type of stress

experienced by someone who constantly faces moves or job changes.

3.HYPER STRESS

When a person is pushed beyond what he or she can handle, they will experience what

we called hyper stress.

Hyper stress results from being overloaded or overworked. Its like being stressed out.

When someone is hyper stressed, even little things can trigger a strong emotional

response. People who are most likely to suffer from hyper stress are:

-Working mothers who have to multi-task, juggling between work and family

commitments

- A Wall Street trader who are constantly under immerse tension

- People who are under constant financial strains.

- Generally people working in fast pace environment

Hyper stress is the type of negative stress that comes when a person is forced to

undertake or undergo more than he or she can take. A stressful job that overworks an

individual will cause that individual to face hyper stress.


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A person who is experiencing hyper stress will often respond to even little stressors

with huge emotional outbreaks. It is important for a person who thinks they might be

experiencing hyper stress to take measures to reduce the stress in their lives, because

hyper stress can lead to serious emotional and physical repercussions.

4.HYPOSTRESS

Hypo stress stands in direct opposite to hyper stress. That is because Hypo stress is

one of those types of stress experienced by a person who is constantly bored.

Someone in an unchallenging job, such as a factory worker performing the same taskover and over, will often experience hypo stress. The effect of hypo stress is feelings

of restlessness and a lack of inspiration.

Hypo stress is basically insufficient amount of stress. That is because hypo stress is the type

of stress experienced by a person who is constantly bored.

SOURCES OF STRESS

The factors which have the potential to cause stress may be grouped under two

headings:

Organizational stressors

Individual stressors

Group stressors

General stressors


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ORGANIZATIONAL STRESSORS

Organizational stressors are various factors in the workplace that can cause stress. The

general sets of organizational stressors are as follows:

1)Task demands

Task demands are stressors associated with the specific job a person performs. Some

occupations are by nature more stressful than others. The jobs of surgeons, air traffic

controllers, and professional football coaches are more stressful than those of general

practitioners, air plane baggage loaders, football team equipment managers.

Beyond specific task related pressures, other aspects of job may pose physical threats

to a persons health. Unhealthy conditions exits in occupations such as coal mining

and toxic waste handling. Security is another task demand that can cause stress.

Someone in a relatively secure job is not likely to worry unduly about losing that

position. Threats to job security can increase stress dramatically.

FOR EXAMPLE, stress generally increases throughout an organization

during a period of layoffs or immediately after a merger with another firm.

2) Role demands

The sources of stress in organizational role include role ambiguity, role conflict,

responsibility towards people and things and other stressors. Role ambiguity involves

lack of clarity about the work objectives, expectations of colleagues related to scope

and responsibilities of the job. Role conflict arises where the individual is exposed to

conflicting job demands or is required to do things which he does not want to do.

Responsibility towards people is more stress generating than responsibility towards

things (i.e. equipment, material, etc.)Other role stressors include lack of participation

in decision making, lack of managerial support and need for maintaining high

standards of performance.


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INDIVIDUAL STRESSORS

Some stressors at the level of an individual may arise in the context of organization

life or personal life.

These include: Career Development, Personality type, Life change and Life

trauma

1) Career development

There are twomajor clusters of stressors relating to career development:

i.

Lack of job security(fear of redundancy, obsolescence or early retirement)

ii. Status incongruity (under or over promotion and frustration stemming from

attainment of ones career ceiling).

2) Type A and type B profiles

Type A and Type B profiles were first observed by two cardiologists, Meyer

Friedman and Ray Rosen man. They first got the idea when a worker repairing the

upholstery on their waiting room chairs noted that many of the chairs were worn only

on the front. This suggested to the two cardiologists that many heart patients were

anxious and had a hard time sitting stillthey were literally sitting on the edges of

their seats.

The extreme Type A personality is characterized by feeling a chronic sense of time

urgency and by an excessive competitive drive. The Type an individual is

aggressively-involved in a chronic, incessant struggle to achieve more and more in

less and less time, and if required to do so, against the opposing efforts of other things

or other persons.


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The characteristics of Type A personality include the following:

I. Always moving, walking, talking and eating rapidly.

II. Feeling of impatience with the rate at which most events take place

III.

Striving to think or do two or more things simultaneously.

IV. Persistent inability to cope with leisure time.

V. Aggressive and competitive attitude.

In contrast to the Type A personality, there is the type b, who is exactlyopposite. Type Bs are rarely carried by the desire to obtain a wildly increasing

number of things or participate in an endless growing series of events in an ever

decreasing amount of time.

Type B personalities can be identified by the following characteristics:

I. Play for fun and relaxation, rather than to exhibit their superiority at any cost

II. Can relax without guilt.

III. Have no pressing deadlines

IV. Are mild mannered

V. Are never in a hurry

One should not draw the conclusion that Type A people are more successful thanType B people.

3) Life change

A life change is any meaningful change in a persons personal or work situation.

Holmes and Rahe reasoned that major changes in a persons life can lead to stress and


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eventually to disease. Several of these events relate directly (fired from work,

retirement) or indirectly (change in residence) to work.

4) Life trauma

A life trauma is any upheaval in an individuals life that alerts his or her attitudes,

emotions or behaviors. To illustrate, according to the life change view, a divorce adds

to a persons potential for health problems in the following year. At the same time, the

person will obviously also experience emotional turmoil during the actual divorce

process. This turmoil is a form of life trauma and will clearly cause stress, much of

which may spill over into the workplace.

GROUP STRESSORS

No social support

When an individual gets social support from group members, it satisfies his social

needs and he feels happy and relieved but if it is the other way round it is very

depressing and is bad for individual.

Lack of group cohesiveness

Absence of group cohesiveness causes stress. When group cohesiveness is less, there

is low morale, less communication, more conflict. Group cohesiveness means the

degree to which members are attracted to a group, are motivated to remain in the

group, and are mutually influenced by one another.

Conflict

When there are discussions and interactions amongst individuals, sometimes there are

conflicts, which become the source of stress for the individual.

GENERAL CAUSES

There are some causes also which generate stress like:

Threat

Fear Uncertainty


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STAGES OF STRESS

THE ALARM PHASE

The Alarm phase is characterized by the triggering on the Stress Alert System (the

fight or flight response). There is thus an over activity of the sympathetic nervous

system, and the simultaneous inhibition of the parasympathetic nervous system.

Alarm is generated in the body and the whole body starts preparing for a fight or takes

a flight. There is a flush of energy, and all activities are speeded up. The pressure is

evident and could be seen in his excitement or fear.

Look at a student's face just before he is going to give an exam. Isn't the fear and tension

clearly evident? When something has just started stressing you and you feel a fight or flight

kind of attitude, then you are in the alarm stage ofstress.It is the start up stage which defines

the first reaction to the stressor.

This stage experiences an over acting of the sympatheticnervous systemwherein adrenaline

and cortical increase andblood flowsaway from the brain to themuscles
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As a result, dendrites shrink back in the brain to moderate the flow of information,

slowing or closing down the nonessential body functions. The whole body starts

preparing itself to fight against the reason of stress. The fear, excitement or pressure is

evident on the sufferer's face.

THE RESISTANCE PHASE

In the Resistance phase because of the continuity of the stressful conditions there is

depletion of energy, the person feels run down. As the pressure mounts he struggles to

meet the various demands expected of him. He starts getting bouts of irritation, there

is over-reaction to minor issues, sleep pattern starts getting altered and he starts

getting weaker both mentally & physically. Very clear physical, psychological and

behavioral changes are observed by others.

When a child is sitting in the examination hall and writing his exam, he is bothered

about completing it in time. He is making full efforts to cope with the situation and

his whole body is engaged in fighting against the condition. This is the resistance

stage. In this stage, the body keeps making continuous efforts to cope with stress andtherefore feels run down and exhausted. The person starts feeling irritated, over reacts

to minor situations and gets mentally and physically weak. Psychological, physical

and behavioral changes are also clearly visible.

THE EXHAUSTION PHASE

When the stressful condition prolongs, and even after observing distinct symptoms of

resistance phase, appropriate measures are not resorted to, then the Exhaustion phase

takes over. As the very name suggests the person feels fully exhausted & tired. This

may go even to the extent of absence of all enthusiasm to work or even to live.

Psychosomatic diseases take roots. There is emotional breakdown, insomnia, heart &

BP complications, and host of other very painful symptoms associated with burnout.

FOR EXAMPLE-If a student is preparing for his exam and despite of every

possible effort, he is not able to relate to his studies, he is bound to get


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stressed. The stress could reach a height where he/she may feel completely

exhausted and helpless to the extent of committing suicide. This is the

exhaustion stage.

THIS STAGE IS FURTHER DIVIDED INTO TWO PHASES:

Initial phase

The stress persists and due to lack of appropriate measures the person is not able to

concentrate and work efficiently.

Burnout

The person is completely exhausted and drained of all energy reserves. There is a

complete physical, psychological and emotional breakdown. This requires immediate

attention.

There are certain medications that can help you crawl out of the situation. But, you

need to identify your stressor first. You also need to practice some self help tips

depending on the type of stress you are suffering from.

Burnout is the most dangerous stage which the stressed people come to. Any signs of

burnout show the urgency of the situation and have to be handled at the earliest with

highest priori


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A PSYCHOLOGICAL MODEL

SYMPTOMS OF STRESS

Stress symptoms: Effects on your body, feelings and behavior

Stress symptoms may be affecting ones health, even though he might not realize it. A

person may think illness is to blame for that nagging headache, or frequent

forgetfulness or decreased productivity at work. But sometimes stress is to blame.

Indeed, stress symptoms can affect your body, your thoughts and feelings, and your

behavior. When a person recognizes common stress symptoms, he can take steps to

manage them.
http://wikieducator.org/images/2/25/Human_Performance_Curve.jpg


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SOME SIGNS OF STRESS

PHYSICAL(BODY) MENTAL(MIND) EMOTIONAL(FEELINGS)

Headaches

Nervousness

Rashes

Stomachaches

Fast heartbeat

Perspiration

Dry mouth

Diarrhea

Cold hands and feet

Lack of concentration

Forgetfulness

Drop in school

performance

Unable to study

Carelessness

Bored

Anger outburst

Night mares

Sad/depressed

Withdrawn

Fighting


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If you do have stress symptoms, taking steps to manage your stress can have

numerous health benefits. Stress management can include:

Physical activity

Relaxation techniques

Meditation

Yoga

STRESS WARNING SIGNS AND SYMPTOMS

Cognitive Symptoms Emotional Symptoms

Memory problems

Inability to concentrate

Poor judgment

Seeing only the negative

Anxious or racing thoughts

Constant worrying

Moodiness

Irritability or short temper

Agitation, inability to relax

Feeling overwhelmed

Sense of loneliness and isolation

Physical Symptoms Behavioral Symptoms

Aches and pains

Diarrhea or constipation

Nausea, dizziness

Chest pain, rapid heartbeat

Loss of sex drive

Frequent colds

Eating more or less

Sleeping too much or too little

Isolating yourself from others

Procrastinating or neglecting

responsibilities

Using alcohol, cigarettes, or drugs to

relax


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Symptoms of stress can be classified as follows:

Short-term Physical Symptoms

Short-term Performance Effects

Long-term Physical Symptoms

Internal Symptoms

Behavioral Symptoms

CONSEQUENCES OF STRESS

Stress is the spice of life. Complete freedom from stress comes only in death. Stress

becomes distress when we begin to sense a loss of our feelings of security andadequacy. It may produce physical, behavior and psychological consequences as

discussed below:


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a) PHYSICAL CONSEQUENCES

The physical or medical consequences of stress affect a persons physical well -being.

Heart disease and smoke, among other illness, have been linked to stress. Other

common medical problems resulting from too much stress include headaches,

backaches, ulcers and related stomach and intestinal disorders, and skin conditions

such acne and hives.

b) BEHAVIOURAL CONSEQUENCES

The behavioral consequences of stress may harm the person under stress or others.

One such behavior is smoking. Research has clearly documented that people whosmoke tend to smoke more when they experience stress. There is also evidence that

alcohol and drug abuse are linked to stress, although this relationship is less well

documented. Other possible behavioral consequences are accident proneness, violence

and appetite disorders.

c) PSYCHOLOGICAL CONSEQUENCES

The psychological consequences of stress relate to a persons mental health and well-

being. When people experience too much stress at work, they may become depressed

or find themselves sleeping too much or not enough. Stress may also lead to family

problems.

BURNOUT

Burnout is a general feeling of exhaustion that develops when an individual

simultaneously experiences too much pressure and has too few sources of satisfaction.

Burnout is the most severe stage of distress. Depression, frustration and a loss of

productivity are often symptoms of burnout. It can be due to a lack of personal

fulfillment in the job, or a lack of positive feedback. Thus, both supervisors and

managers have a crucial role to play in identifying jobs likely to result in employee

distress or burnout.


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Consequences for the organization

The consequences of stress on individual may have both direct and indirect impact on

the organization. Specifically, the organization is affected in terms of the following

parameters:

Low performance and productivity- Too much stress might lead to decline

in performance of the individuals. Thus, overall productivity and quality will

suffer leading to reduced margin of profit.

High labor turnover- The individual under stress may withdraw from the

scene. There may be increased rates of absenteeism and labor turnover. An

employee may withdraw psychologically ceasing to care about the

organization.

Job dissatisfaction among employees- Another direct organizational

consequence of employee stress relates to attitudes. Job satisfaction, morale

and organizational commitment can all suffer, along with motivation to

perform at high levels. As a result, people may become more prone to

complain about unimportant things, do only enough work to get by, and so

forth. Delays in decision making- Decision-making might be delayed or even poor

decision might be taken if the decision-makers are under excessive stress.

Poor communication in organization- If stress is common among the

employees, it will hamper communication and human relations in the

organization.

SOME COMMON SIGNS AND SYMPTOMS OF EXCESS STRESS

Regularly walking, eating or working in a rushed way.

Regularly thinking and worrying about the past or future.

Frequent tension in the body (esp. neck, face, shoulders, back and chest, and

stomach) which often goes unnoticed until one slows down, breaths deep and

carefully surveys the body.

Feeling of the "weight of the world" on your shoulders.


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Emotionally "on edge."

Regular tiredness during the day.

Significant need for outside stimulation to feel good (coffee, sweeteners, food, TV,

alcohol, money, accomplishments, etc.)

STRESS AND JOB PERFORMANCE

Stress can either be helpful or harmful to job performance of an employee depending

upon the amount of stress on them.

The following graph can be used to study stress and performance relationship

FIG

Stress is considered as a friend when optimum amount of stress is present.

When there is no stress, job performance is very low as challenges are very

low in the job. As stress increases, it helps an employee to face and meet the

challenges that increases the performance level of the employee.

PERFORMANCE-STRESS RELATIONSHIP CURVE


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Optimum stress is the amount of stress that refers to a persons best

performance.

Stress becomes foe if it increases beyond the level of optimum stress as there

is no improvement in the persons performance after this level of stress. And if stress becomes too heavy, performance declines sharply and if further

stress increases, it comes to a breaking point where the breakdown occurs and

performance comes down to zero finally.

FOR EXAMPLE: If an employee in an office has no stress and pressure to

complete the work assigned to him, then his performance will be very bad as

he has no challenges to face in the job. This makes an employee dull and

affects his performance further.

But if he faces optimum level of stress, his performance will be at the peak according

to the graph and he will prosper in life. In this case stress proves to be a friend.

Whereas when stress grows badly and there is very large pressure on an employee

from his boss to complete a certain task in a certain time, his performance will decline

slowly as the pressure on his mind will lead to distress situation and finally a situation

will arise when the increasing stress will lead to zero performance condition. In such a

condition, the employee will not deliver anything beneficial to the employer and the

company and will be depressed. In such situations, where stress exceeds beyond a

limit, stress presents to a foe to a person.

Stress pushes us to grow, to change, to fight, and to adapt. All life events, even

positive ones, cause a certain degree of stress. For example getting a new job is a

positive change, getting married, falling in love, getting a raise, winning a tennismatch?


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TWO IMPORTANT FACTORS IN STRESS AND PRODUCTIVITY

PERFORMANCE ARE

1) KIND OF JOB

Various studies have proved that stress is more in such kind of jobs which have major

responsibility for financial and human resources. Managers fall in this category.

Stress is of little degree in jobs which are less responsible like maids, domestic

servants, etc.

2) PERSONALITY AND STRESS

Stress is what one feels when the personality of an individual has a set of beliefs that

adds rigidity to the personality structure. Such rigid personalities face lot of problems

and feel stressed. All is needed to release the stress is to bring flexibility into the

personality and recondition the old belief and have a broader outlook regarding

different issues and incorporate the charges taking place in the environment. Research

indicates that those who seem to effectively handle a high level of stress, possess one

or more of the favorable personality features of internal focus of control, self esteem

and high level of tolerance. They feel less stressed and less pained in contrast to those

persons who have less tolerance and who work in uncertain environment. Those with

positive attitude, high self-esteem can handle stress in an excellent way in bad and

stressful conditions and they are more confident, successful in life. By raising ones

capacity to handle stress we can feel good.

JOB STRESSERS AT THE WORKPLACE

In the workplace, stress can be the result of any number of situations.


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Some examples include:

Categories of Job

Stressors

Examples

FACTORS

UNIQUE TO

THE JOB

workload (overload and under load)

pace / variety / meaningfulness of work

autonomy (e.g., the ability to make your own decisions about our own job or

about specific tasks)

shift work / hours of work

physical environment (noise, air quality, etc)

isolation at the workplace (emotional or working alone)

ROLE IN THE

ORGANISATION

role conflict (conflicting job demands, multiple supervisors/managers)

role ambiguity (lack of clarity about responsibilities, expectations, etc)

level of responsibility

STRESS AND ORGANIZATIONAL IMPACT

Stress, both work and non-work can have a profound effect on an organizational

climate and morale. For most people, a moderate amount of stress can be beneficial

(positive stress).but when pressure and stress reach a level where an individual

struggles to cope, both mental and physical changes can occur. There are numerous

negative stressors impacting todays workforce. Things like job security fears,

increased workloads and extended work hours can all result in negative stress. Some


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of the outcomes of stress on an organization can include employee job dissatisfaction,

employee turnover, absenteeism, reduced performance and lack of productivity and

efficiency.

For most organizations, great attention is paid to employee morale and workforce

engagement levels. If the majority of employees are experiencing negative level of

stress, things like teamwork and effective communications suffer. Many companies

conduct yearly employee opinion surveys to measure engagement. There is usually

significant correlation between the current climate in an organization and survey

scoring. During times of uncertainty (business optimization initiatives resulting in lay-

offs), not surprisingly, scores in areas like motivation and company commitment are

very low. Conversely, during positive times (company reaches financial targets

resulting in incentive payments for staff); survey scores are considerably more

favorable.

Overall, manageable levels of stress in an organization will translate into higher

employee morale and job satisfaction. Regarding stress and employee absenteeism

from a disability management stand point, the duration of absences due to stress is

often much greater than absences from other causes. employees often return to work

four weeks after breaking a bone while employees on stress levels can be absent for

months. Stress can also manifest itself in suppressed immune function resulting in

susceptibility to viral and bacterial infections. The negative impacts resulting from

worker absenteeism are far-reaching. in the customer service industry their seems to

be a vicious circle when it comes to individual stress impacting team stress, which in

turn impacts stress on the customer. Employees working short staffed due to

employee absenteeism are under pressure. Being short staffed can cause employee

irritability and conflict and increased delays in customer service for customer. This in

turn results in lower customer satisfaction levels which ultimately negatively affect

the companys bottom line. Stress can therefore significantly impact the profitability

of an organization.

Management representatives routinely observe lowered individual performance due to

stress which subsequently negatively affects the overall team performance. Stresscauses memory impairment, less effective decision making and from a health and


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safety standpoint, increased accidents in the workplace. Employee situations requiring

discipline to improve performance can cause stress resulting in the opposite effect. If

an employee is facing a suspension or termination due to repeated offences, you often

see even poorer performance as employees feel the impending discipline looming

over their head. Many companies have identified that as an organization, they need to

focus on coaching and positive reinforcement to give employees every opportunity to

be successful. Stress management is essential to improve overall organizational

performance.

Another impact of stress on an organization is reduced productivity and efficiency.

Although the effect of absenteeism is obvious, reduced productivity and efficiency

can also result when a workforce is experiencing negative stress and pressure.

Employees under stress are much less inclined to channel energy into continuous

improvement initiatives or creative problem solving pursuits. While in self-

preservation mode when dealing with stress, individuals tend to spend their time and

energy doing the bare minimum to keep up. As well, an over-stressed team will have

less energy to begin with as studies have shown that stress depletes energy stores and

a persons physical and mental capabilities. Often greater demands are placed on

workers in todays competitive market place. For example, in the customer serviceand entertainment industry, there is no shortage of options for people to spend their

disposable income. And in todays economic climate, companies are expected to try

to do more with less. Although profitability is the focus, this pursuit can not be to the

detriment of the workforce. Putting too much pressure and stress on staff to perform

will u8ltimately have the opposite effect (i.e. burn out, conflict and incidents of

workplace aggression?)

Stress and stress management is a reality in todays organizations. Successful

organizations today realize the importance of not only monitoring workplace stress,

but implementing vehicles to reduce stress for all employees. Time and money can be

spent by a company creating programs and initiatives to address stress related issues

or a company can spend their money battling absenteeism, employee turnover and

rising benefit costs.


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MANAGEMENT OF STRESS

Stress is inevitable in human life. There is, therefore, no way out but to cope with

stress or fight it out. There are two strategies that can help the employees to cope with

stress. These are the coping strategies at the organizational level, at individual level

and others.

COPING STRATEGIES AT THE ORGANIZATIONAL LEVEL

ORGANIZATIONAL ROLE CLARITY

People experience stress when they are not clear about what they are expected to do in

the organization. This may happen because either there is ambiguity in the role or

there is role conflict. Such a situation can be overcome by defining each role more

clearly. Role analysis technique helps to analyze what the job entails and what the

expectations are. Breaking down the job to its various components will clarify the role

of job incumbent for the entire system. This will help to eliminate imposing

unrealistic expectations on the individual leading to reduced stress.

JOB REDESIGN

Job may be a source of stress to many individuals. Properly designed jobs and work

schedules can help ease stress in the individuals and the organization.

STRESS REDUCTION AND STRESS MANAGEMENT

PROGRAMMES

Stress reduction programmers aims to identify relevant organizational stressors and

thus to reduce their effects by redesigning, reallocating workloads, improving

supervisory skills, providing more autonomy or job variety, etc. Stress management

schemes usually focus on training individual employees or their work groups, to

manage their stress symptoms in more effective ways.

SUPPORTIVE ORGANIZATION CLIMATE

Many organizational stressors emerge because of faulty organizational policies and

practice. To a great extent, these can be controlled by creating supportive

organizational climate. Supportive organizational climate depends upon managerial

leadership rather than the use of power and money to control behaviour. The focus is


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primarily on participation and involvement of employees in decision-making process.

Such a climate develops belongingness among the employees which helps them

reduce their stress.

COUNSELLING

Counseling is discussion of a problem by a counselor with an employee with a view

to help the employee cope with it better. Counseling seeks to improve employees

mental health by the release of emotional tension which is also known as emotional

catharsis. People get an emotional release from their frustrations and other problems

whenever they have an opportunity to tell someone about them.

COPING STRATEGIES BY INDIVIDUALS


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Individuals can use the following techniques to overcome stress:

1. Relaxation: Coping with stress requires adaptation. Proper relaxation is an

effective way to adapt. Relaxation can take many forms. One way to relax is to

take regular vacations. It has been observed that peoples attitudes toward a

variety of workplace characteristics improve significantly following a

vacation. People can also relax while on the job..

2. Time management: Time management is often recommended for managing

stress. The idea is that many daily pressures can be eased if a person does a

better job of managing time. One popular approach to time management is to

make a list every morning of the things to be done that day. The things to be

done may be arranged in the list according to their importance. This strategy

helps people get more of the important things everyday. It also encourages

delegation of less important activities to others.

3. Role management: Under this, the individual works to avoid role overload,

role ambiguity and role conflict. For instance, if a worker does not know what

is expected of him, he should ask for clarification from his boss. A worker

should accept extra work if he feels that he would be able to do that.

4. Support group: It is a group of friends or family with whom a person can share

his feelings. Supportive family and friends can help people cope with routine

types of stress on an ongoing basis.

THE BENEFITS OF STRESS MANAGEMENT

Stress is something that happens in our daily lives and is usually associated with a

particular event such as work, family or other responsibilities. There are many

situations that we can not control, but there are ways to control how we deal with

certain situations. Effective Stress management is something that our lives can go a

little more smoothly.
http://www.articlesbase.com/health-articles/the-benefits-of-stress-management-411130.htmlhttp://www.articlesbase.com/health-articles/the-benefits-of-stress-management-411130.htmlhttp://www.articlesbase.com/health-articles/the-benefits-of-stress-management-411130.htmlhttp://www.articlesbase.com/health-articles/the-benefits-of-stress-management-411130.html


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We have little control over family deaths, emergencies or accidents, but we can see

some of the circumstances under which our daily life. One of the biggest stress factors

in our lives is often work. Since most of us can not afford to quit, some stress

management can go a long way.

Stress management can help you control your emotions and the way you deal with the

stress cannot be avoided. It can help you relax and reduce the fear occurs to you. It

can also help you stay healthy. Continued periods of extreme stress will eventually

take its toll on your health.

STRESS MANAGEMENT PROGRAMS

Stress management programs are programs developed to help a person cope up with

stress and its short and long term effects. Each and every stress management program

is tailored to the needs of the individual.

Stress management programs are program packages developed to help a person cope

up with stress and its short and long term effects. Each and every stress management

program is tailored to the needs of the individual. The evaluation and the intervention

should be specific to the individual. Stress management program materials are

available online, in CDs, in textbooks. The program is also conducted in various

institutes. They are not only beneficial to the participants, but also to those who

conduct them. They are turning out to be lucrative businesses especially in the west.

Moreover the US Public Health Services had stress reduction by the end of 2005 as

one of its health promotion goals.

OBJECTIVES

To identify the person with stress

To assess his problems

To assess his qualities including the vulnerability to stress

To provide all details about stress

To teach him stress reduction techniques suitable to him

The tool for staying calm and in focus despite uncertainty

Mastering the choice and change challenge

Reduced stress through improved organization


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Avoiding the "As Soon As Trap"

STRESS MANAGEMENTTRAINING

BENEFITS TO THE

ORGANIZATION

STRESS MANAGEMENT TRAINING

BENEFITS TO THE INDIVIDUAL

Reduced negative organizational

stress

Increased individual productivity

and responsibility

Better team communications and

morale

Retention of valued employees

Improved customer satisfaction

Reduced personal stress

Improved decision making

Increased productivity

Connecting better to family & friends

More value, balance & happiness every day

RESEARCH METHODOLOGY

Research Design:

A research design is a logical & systematic plan prepared for directing a research

study. It constitutes the blue print for the collection, measurement, analysis andinterpretation of observations.

Descriptive Study:

Descriptive study will be carried out to know the actual stress level among the

employees atHPL India Ltd.The knowledge of actual training and development

process is needed to document the process and suggest improvements in the current

system to make it more effective.

Sample Selection:


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A sample of 100 employees was selected randomly consisting of employees of

various departments like accounts, marketing, IT, global sales & marketing, order,

dispatch etc.

DATA SOURCES

In this stage, there is need to gather Primary as well as Secondary data.

PRIMARY DATA

Primary data is collected directly from the data source. It is the first hand Information

gathered to solve the research need. It is collected using research instruments like

mailers, questionnaires, telephonic interviews, observation etc.

In this study, the primary data is collected by surveying employees of variousdepartments of the company randomly with the help of questionnaires.

SECONDARY DATA

Secondary data is collected from already available sources such as published papers,

journals, magazines, reports, etc. Compared to primary data, collection of secondary

data is cheaper and less time consuming.

However, reliability of secondary data is an aspect that should be considered while

collecting secondary data.

Secondary data is collected from companys external and internal sources. The

internal sources include the companys literature, annual reports, sales reports,

etc.

The external sources cold be independent magazines, journals, survey reports

etc.

SAMPLE DESIGN FOR THE STUDY

RESEARCH TYPE : DESCRIPTIVE STUDY

SAMPLE SIZE : 100(Consists of HRD, Marketing,

Import-Export, Accounts, International

Business, Global Sales & Marketing,

Communication, IT, etc.at Head Office

only)


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SAMPLE UNIT : Employees of NDSLltd.

TIME PERIOD :

Technique used : Questionnaire For collecting Data

QUESTIONNAIRE

Name-----------------------------------------

Designation---------------------------------

Department---------------------------------

Q.1 Howwould you describe your professional life in general?

a) Interesting

b) Challenging

c) Miserable

Q.2 How do you handle excessive workload?

a) Prioritize your tasks

b) Get frustrated

c) Do work step by step

Q.3 Do you have time for your family every week?

a) Yes

b) No


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Q.4 Do you think you have excessive work load?

a) Yes

b) Sometimes

c) No

Q.5 Do you think you are not clear about the scope and responsibilities of your job?

a) Agree

b) Neutral

c) Disagree

Q.6 Do you think you are not able to meet the demand of your seniors?

a) Yes

b) Cant say

c) No

Q.7 Do you think you are not able to take care of your health due to work pressure?

a) Agree

b) Neutral

c) Disagree

Q.8 Do you think the amount of work you have to do interfere with the quality of

work you want to maintain?

a) Agree

b) Neutral

c) Disagree

Q.9 Do you face conflicts at work?

a) Very Frequently


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b) Sometimes

c) Never

Q.10 Do you get any benefit or extra pay for doing overtime?

a) Yes

b) No

Q.11 Do you think your expectations from the job are being satisfied?

a) Yes

b) No

c) Only few are being satisfied

Q.12 How are your relations with your peers and seniors?

a) Very Good

b) Satisfactory

c) Bad

Suggestions:

____________________________________________________________________-


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PROFILE OF INDUSTRY AND COMPANY


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History

Sugar is made from sugarcane, and was discovered thousands of years ago in New

Guinea. And then the route was traced to India and Southeast Asia. India was the first

to begin with the production of sugar following the process of pressing sugarcane to

extract juice and boil it to get crystals. The government of India in 1950-51 made

serious industrial development plans and has set many targets for production and

consumption of sugar. These plans by the government projected the license and

installment capacity for the sugar industry in its Five Year Plans. India is well known

as the original home of sugar and sugarcane.

Indian mythology supports the fact it contains legends showing the origin of

sugarcane. Today India is the second largest producer of sugarcane next to Brazil.


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Currently there are about 4 million hectares of land under sugarcane with an average

yield of 70 tonnes per hectare.

India is the largest producer of sugar including traditional cane sugar sweeteners,

khandsari and Gur equivalent to 26 million tonnes raw value followed by Brazil in the

second place at 18.5 million tonnes. Even in respect of white crystal sugar, India has

ranked No.1 position in 7 out of last 10 years.

The traditional sweeteners of India like Gur & Khandsari are consumed mostly by the

rural population in the country. In the early 1930's nearly 2/3rd of sugarcane

production was used for the production of alternate sweeteners like Gur & Khandsari.

As accordingly because of the better standard of living and higher incomes, thesweetener demand has shifted to white sugar. Currently 1/3rd of sugarcane production

is used by the Gur & Khandsari sectors.

In the year 1930 there was an advent of modern sugar processing industry in India

which was started with grant of tariff protection to the sugar industry. In the year

1930-31 the number of sugar mills increased from 30 to 135 and in the year 1935-36

production was increased from 1.20 lakh tonnes to 9.34 lakh tonnes under the

dynamic leadership of the private sector. In the year 1950-51 the era of planning for

industrial development began and Government laid down targets of sugar production

and consumption, licensed and installed capacity, sugarcane production during each

of the Five Year Plan periods.

Brief introduction

India is the largest sugar consumer and second largest producer of sugar in the world

according to the USDA Foreign Agricultural Service. Indian Sugar Industry has total

turnover of Rs. 500 billion per annum and contributes almost Rs. 22.5 billion to

central and state exchequer as tax, cess, and excise duty every year according to the

sources of Ministry of Food & Government of India.

Sugar Industry is regarded second after the Textile Industry in India as per the agro-

processing industry in the country. The industry currently has 453 operating sugarmills in different parts of the country. Indian sugar industry has always been a focal


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point for socio-economic development in the rural areas. Today nearly 50 million

sugarcane farmers and a large number of agricultural laborers are involved in

sugarcane cultivation and ancillary activities contributing to 7.5% of the rural

population.

Indian Sugar Industry generates power for its own requirement and even gets surplus

power for export to the grid based on byproduct bagasse. There is even production of

ethanol, an ecology friendly and renewable energy for blending with petrol. Sugar

Companies have been established in large sugarcane growing states like Uttar

Pradesh, Maharashtra, Karnataka, Gujarat, Tamil Nadu, and Andhra Pradesh and are

the six states contributing more than 85% of total sugar production in the India. And

57% of total production is together contributed by Uttar Pradesh and Maharashtra.

Indian sugar industry has been growing horizontally with large number of small sized

sugar plants set up throughout India as opposed to the consolidation of capacity in the

rest of the important sugar producing countries and sellers of sugar, where there is

greater concentration on larger capacity of sugar plants.

Types of Sugar Industries in India

The Sugar industry In India has two sectors including organized and unorganized

sector. The Sugar factories usually belong to the organized sector and those

producers who produce traditional sweeteners fall into unorganized sector. Gur and

khandsari are the traditional forms of sweeteners.

Manufacturing Process followed by the Sugar Industry:

Extracting juice by pressing sugarcane

Boiling the juice to obtain crystals

Creating raw sugar by spinning crystals in extractors

Taking raw sugar to a refinery for the process of filtering and washing to

discard remaining non-sugar elements and hue

Crystallizing and drying sugar

Packaging the ready sugar


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Size of the industry

Today India has 453 sugar mills, those constituting 252 mills from the Co-operative

sector and 134 Mills from the private sector. And there are boosting 67 mills in the

Public sector. As according to the statistics there is total number of 571 sugar

factories in India as on March 31, 2005 compared to 138 during 1950-51. These 571

sugar mills have a production of total quantity of 19.2 million tonnes (MT). There is

an increase in the Sugar production in India from 15.5 MT in 1998-99 to 20.1 MT in

2002-03.

Total contribution to the economy/ sales

Growth of India's sugar industry

YearNo. of factories in

operation

Installed Capacity

(Lakh tonne)

Actual Sugar

Production

(In Lakh tonne)

1950-51 139 16.7 11.0

1955-56 143 17.8 18.9

1960-61 174 24.5 30.2

1965-66 200 32.3 35.4

1973-74 229 43.1 39.5

1978-79 229 59.1 58.4

1985-86 339 72.7 70.2

1990-91 337 98.5 120.5

1995-96 415 127.6 164.3

1999-2000 423 161.8 182.0

2000-01 437 168.2 186.0


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2001-02 433 176.8 185.3

2002-03 453 180.0 201.0

2003-04(Estimated) 461 185.0 170.0

Source:Indian Sugar Mills Association

Top leading Companies

Balrampur Chini Mills Ltd.

Bajaj Hindustan Ltd.

Andhra Sugars Ltd.

Thiru Arooran Sugars Ltd.

Dhampur Sugar Ltd.

Employment opportuni ties

Jobs in Indian Sugar Industry has created ample employment opportunities in rural

India. Today the Indian Sugar Industry has absorbed about 5 lakh rural people. The

cultivation of sugarcane employs about 4.5 core farmers which is the first phase of the

sugar production. Indian Sugar mills may be cooperatives, public or private

enterprises. The industry today provides employment to about 2 million skilled/semi

skilled workers and others mostly from the rural areas.

People interested for Jobs in Sugar Industry should be a diploma holder in Mechanical

or electrical engineering along with the diploma in the sugar technology. At the entry

level one can expect a remuneration of Rs 6000-7000 per month and as with

experience increases the pay may go up to Rs 6-15 lakh per annum. Sugar

technologists are usually employed in sugar factories, alcoholic or non- alcoholic

production plants or sugar research labs. The major recruiters in the sugar Industry are

IFFCO and National Federation of Co-Operative Sugar Factories.


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Pollution

The Indian Sugar Industry comes under the classification of "Red" which represents

highly polluting industries.

Latest developments

ISEC is successful in capturing new markets with strategic advantage like Srilanka,

Pakistan, Russia, Indonesia etc. There is marvelous achievement for the first time,

Indian white sugar was marketed by ISEC for direct consumption in Europe while in

the past Indian sugar shipped to Europe was diverted to other destinations. In the year

2000, 10,000 MT was exported in containers for direct consumption in the European

countries.

The following policy initiatives are taken to boost the Sugar industry:

Government declared the new policy on August 20,1998 with regards to

licenses for new factories, which shows that there will be no other sugar

factory in a radius of 15 km.

Setting up of Indian Institute of Sugar Technology at Kanpur is meant for

improving efficiency in the industry.


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About Us

NDSL Sugars Limited, a public limited company listed on Bombay Stock Exchange

(BSE) is a part of the old highly diversified Group. NDSL Sugars Limited is in the

field of Manufacturing across integrated fields such as Sugar, Distillery, and Power.

NDSL Sugars Limited with its Registered and Corporate Office in Hyderabad has twostate-of-the-art sugarcane based integrated units

BODHAN Unit- situated at BODHAN Mandal, Nizamabad District

The company which has pioneered manufacturing of sugar, co-generation of green

power, Rectified Spirit and Extra Neutral Alcohol was started in the year 1997 with a

capacity of 2500 TCD (Tonnes of Cane Crushed Per Day)and later upgraded to 3500

TCD moved forward in a strategic way to merge M/s NDSL Sugars Pvt. Ltd(capacity

of 2500 TCD) with itself in the year 2011as a result, achieving a total capacity of

6000 TCD. In its sugar plants. The total power being co-generated at the two units of

NDSL Sugars limited have reached 25.25 MW over a short span of time while, the

bodhan unit, which also houses a distillery plant, has a capacity of 45 KLPD giving

the company a sound product mix and establishing the growth and sustainability of

the company.

Our Initiatives

The company purchased 2 Harvesting Machines to encourage the farmers.

Initiated Solar Fencing to the farmers on Loan basis.

The company is encouraging Drip Irrigation in Sugarcane. Seminars & Workshops

are conducted to farmers to implement Drip in Wider spacing.


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Products

At NDSL Sugars Limited special care is taken to ensure quality par excellence in it

every product that adds value to its brand image.

Sugar

The sugar plants of ndsl Sugars Limited are equipped with state-of-the-art technology

and equipment to produce two different grades of high quality commercial sugar

graded according to their color and grain size namely

S 30

M 30

Green Power

At a time when the world is witnessing a global power shortage, eco-sensitive NDSL

Sugar embarked upon the idea of co-generation of power which is an internal process.

Over the years, NDSL Sugars Ltd has been tapping power from Bagasse- an

important byproduct of the sugar industry. With the move to co-generate power, we

have aimed at achieving three advantages namely-

Additional revenue generation

Partly protecting ourselves from the cyclic nature of business/product life cycle

namely Sugar, alcohol, molasses and bagasse.

The duration of crushing has been extended on the economics of co-generation

even after sugar recovery falls to low and un-economic levels at the end of the

season.

Distillery Products

Rectified Spirit

Extra Neutral Alcohol

Process

The Sugar is produced in Double Sulphitation Process involving passing through 5

main stations namely-


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Mill House

Boiler House

Power House

Clarification and evaporation House

Boiling and curimeny

Raw Materials

Product Name Unit Quantity Value (Rs.cr) Cost(Rs.) / Unit

Sugarcane MT 495,727.00 124.05 2,502.39

Others NA 0 0.03 -

Raw Materials Consumed NA 0.00 0.00 -

Teak Wood CFT 0 0.00 -

Inter Division Transfers NA 0.00 0.00 -

Charge Chrome-purchase MT 0 0.00 -

Other - Purchases NA 0.00 0.00 -

Other Items NA 0 0.00 -

Sugarcane-Purchased MT 0.00 0.00 -

Raw Sugar NA 0 0.00 -

Molasses-Distillery MT 0.00 0.00 -

Iron Ore MT 0 0.00 -

Chrome Ore MT 0.00 0.00 -

Coal MT 0 0.00 -

Anthracite Coal/Cathode Block MT 0.00 0.00 -

Coke MT 0 0.00 -

Coke-Purchased MT 0.00 0.00 -

Ferro Chrome MT 0 0.00 -

Steel & Allied Prods.-Purch. MT 0.00 0.00 -


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A. INTRODUCTION & BACK GROUND

The Company firmly believes that Corporate Governance is very closely linked to

the core values of the Company and is associated with best practices, a fine blend of

law, regulation and voluntary practices with the overall objective of maximizing

return for its stakeholders. Your Company believes in imbibing Best International

Practices in the area of Corporate Governance with specific emphasis on ensuring

accountability.

The Company is committed to transparency, accountability and fairness and

contributing towards the social and environmental growth of the surroundings in

which it operates. The Company acknowledges that the Corporate Governance is nota substitute for good performance and rather good corporate governance is for good

performance together with good values. Accordingly, the Company has sought to

institutionalize best corporate governance practices mandated by Regulatory

Authorities.

NDSL Sugars Limited has adopted this code of conduct in order to describe the

standards its

Directors and Senior Management must meet the Standards are based on:

Professionalism and good business practices

Ethical and legal behavior

Fair and appropriate consideration of the interests of all stakeholders

(Investors, customers, suppliers, employees, other commercial partners, government

Authorities and the public and environment)

Fair and respectful treatment of fellow employees

Loyalty toNDSL Sugars Limited


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B. PURPOSE OF CODE

The code seeks to serve the following purposes:-

i) To articulate the high standards of honesty, integrity, ethical and law abiding

behavior Expected of Directors and Senior Management Members.

ii) To encourage the observance of those standards to protect and promote the

interests of Shareholders and other stakeholders (including investors, employees,

customers, suppliers and creditors)

iii). To guide Directors and Senior Management Members as to the Practices

thought necessary to maintain confidence in the Companys integrity; and

iv) To set out the responsibility and accountability of Directors and Senior

Executives to report and investigate any reported violations of this code or unethical

or unlawful behavior.

The code seeks to address:-

Personal obligations

Discrimination

Conflict of Interest

Bribes, Kick-backs, Business Entertainment, Gifts,

Insider Trading

Compliance with Law

C. APPLICABILITY OF CODE

This code of conduct describes NDSL Sugars commitment to lawful and ethical

conduct in all of its affairs. This code of conduct shall apply to all operations of the

Company and supplements the present or future policies, guidelines and rules


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implemented by the Company. The spirit of this Code of Conduct shall govern the

interpretation of all policies, guidelines and rules adopted by the Company.

This Code of Conduct is applicable to all Directors of the Company

This Code of Conduct is applicable to all Senior Management Members of the

Company, from the rank of General Manager and above.

This Code of Conduct is applicable to any other employee or officer of the

Company who has a direct functional reporting to the Board and also to any

employee or officer of the Company, who has the opportunity to materially

influence the strategy and operation of the business and Financial performance of

the company

D. CODE OF CONDUCT

a) Honesty, Integrity, Ethical Conduct and Dignity :

The Companys Directors and Senior Management Members shall;

i) Observe highest standard of honesty, integrity and ethical and law abiding

behavior in

a) Performing their duties and

b) Dealing with any Officer, Agent, Employee, Shareholder, Customer, Supplier,

Auditor, Lawyer and Advisor of the Company.

ii) Foster a culture of honesty, integrity and ethical and law abiding behavior amongother Officers and Employees.

iii) Exercise the care, diligence and skill of a reasonably prudent person under

comparable circumstances.

iv) Ensure to enhance and maintain the reputation of the company

v) Strive to contribute toward the growth, stability and service that the companyseeks to provide to its consumers, members, stakeholders and society in general.


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vi) Conduct themselves in a professional, courteous, and respectful manner at all

times. Directors and Senior Management Members shall deal on behalf of the

Company with professionalism, honesty, integrity as well as high moral and ethical

standards. Such conduct shall be fair, ethical and transparent enough to be perceived

as such by others.

The Directors and Senior Management Members shall not conduct themselves in

such a manner as would be construed to be an incident of sexual harassment at the

workplace. They shall not use abusive or offensive language at the workplace or any

such location connected to official business and shall extend full cooperation and

valuable assistance to other employees of the Company in accomplishing their goals

in alignment with the goals and objectives set by the Company.

b. Conflict of Interest

The Companys Directors and Senior Management Members must be

Aware of potential conflicts between (directly or indirectly):-

a) On the one hand

i) The interest of the Company; or

ii) Their duties to the Company and

b) On the other hand

i) Their personal or external business interests; or

ii) Their duties to any third party

herself in a position that may lead to an actual or a potential conflict of interest or

duty or a reasonable perception of an actual or potential conflict of interest or duty.

the Board of any personal or external business interest that may lead to and actual or


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potential conflict of interest or duty or a reasonable perception of an actual or a

potential. conflict of interest of duty and obtain and follow independent legal advice

to avoid or resolve any actual, potential or perceived conflict of interest or duty.

accept(directly or

indirectly) compensation (in any form) for services performed for the Company

from any source otherthan the Company.

interferes with their performance or responsibilities to the Company, or is otherwise

in conflict with or prejudicial to the Company.

c. Financial Reporting

The Directors and the Senior Management Members shall manage the affairs of the

Companywith better accountability to shareholders and achieve transparency of

operations with disclosure of both financial and non-financial data through annual

and other periodical report

The Directors and Senior Management Members shall ensure that the company

prepares andmaintains its accounts fairly and accurately in accordance with the

accounting and financial reporting standards which represent the generally accepted

guidelines, principles, standards,laws and regulations of the country in which the

company conducts its business affairs.

Internal accounting and audit procedures shall fairly and accurately reflect all of the

companys business transactions and disposition of assets. All required information

shall be accessible to company auditors and other authorized parties and government

agencies.

d. Related Party Transactions

Director or Senior Management Members or any of their relatives/associates should

not derive any undue personal benefit or advantage by virtue of his position or

relationship with theCompany. As a general rule, Directors and Senior Management

Members should void conducting Company business with a relative, or with a


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business in which a relative is associated in any significant role. Any dealings with a

related party must be conducted in such a way that no preferential treatment is given

and adequate disclosures are made as required by law and as per the applicable

policies of the Company.

Directors/Senior Management Members having inside Information about the

Company shall not sell, purchase or otherwise trade in stock, derivatives or other

securities of the Company or disclose such information to another person. Director

and Senior Management Members and their immediate families shall not derive any

benefit or assist others to derive any benefit from the access to and possession of

information about the company, which is not in the public domain and thus

constitutes insider information.Directors and Senior Management Members are

required to comply with the Companys Code of Conduct on prevention of Insider

trading.

f. Emphasizing Diligence

Independent Directors should ensure that they have the requisite time, training and

facilities to adequately discharge their duties and responsibilities. Further, they

would have to disclose theirother significant commitments, if any, which are likely

to affect or interfere with the proper functioning of themselves and the Board.

g.Equal Opportunity And Employment

The Company is committed to a policy of equal employment opportunity so as to

assure that there shall be no discrimination or harassment against an employee or

applicant on the grounds of race, color, religion, sex, age, marital status, disability,

national origin, or any other factor made unlawful by applicable laws and

regulations. This policy relates to all phases of employment including recruitment,

hiring, placement, promotion, transfer, compensation,benefits, training, educational,

social and recreational programs and the use of Company facilities. Sexual

harassment is specifically prohibited. Directors and Senior Management Members

shall ensure due compliance. The Directors/Senior Management Members shall

practice a conduct that promotes equality of gender, class, caste and opportunity and


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should promote the same values and also exercise their duties in a manner that

encourages healthy, personal and career growth of the employees of the Company

h. Protection of Environment

The Company is committed to conduct its business in a manner that values the

environment and helps to ensure the safety and health of its Directors or Employees.

It is the Companys policy tocomply with or applicable environmental safety and

health laws and regulations; to apply reasonable standards where such laws or

regulations do not exist; and to seek ways to achieve excellence in these critically

important areas. The Company will strive to implement industry recognized best

Practices wherever possible.

The Directors/ Senior Management Members shall, in their decision asking process,

respect the necessity of protecting the environment around them, of the Country and

of the global environment as a whole and in doing so, shall ensure compliance of the

applicable laws, rules and regulations.

i. Sharing of Information

The Director/Senior Management Members shall not give any

statement/information to the press or any other form of media without due

authorization from the Board or its Chairman or the Managing Director. All public

disclosures, including forecasts, press releases, speeches, and other communications,

will be honest, accurate, timely and representative of the facts.

CSR Acti viti es

The company believes in adding value by understanding, accepting and delivering on

its social responsibilities in its cultural and geographic area of business and has a

dedicated itself to development of the region in terms of enhancing the economic,

health and skill levels and empowering women. The company in its effort to facilitate

a better and healthier living for the society comes up with strategic initiatives from

time to time.


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Following are the activities currently being undertaken by the company with reference

to its social responsibility

Facilitating loans/microfinance for the women involved in dairy farming for their

livelihood.

Commissioned and successfully running 3 R.O Plants and providing subsidised

drinking water to Different Villages in Bodhan.

Aerial application of chemical insecticides also known as fogging is done very

often to get rid of mosquito borne diseases like malaria.The Fogging is done in all

the surrounding villages of the factory.

A health camp is held annually for all the nearby villages where they can get free

check-ups and free medication and consultation.

This year the company wants to take up Rain Water Harvesting programmes to

increase the ground water level in the telangana villages.


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DATA ANALYSIS & INTERPRETATION

Do you think you have excessive workload?

How do you describe your professional life in general?

Yes

50%

Sometimes

20%

No

30%

Interesting

60%

challenging

40%

Miserable

0%


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How do you handle excessive workload?

Do you have time for your family every week?

Prioritize

your tasks

45%

Get

frustrated

Do work step

by step

55%

Yes

60%

No40%


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Do you think you are not clear about the scope and responsibilities of

your job?

Do you think you are not able to meet the demand of your seniors?

Agree

10%

Neutral

20%

Disagree

70%

Yes

0%

Can't say

20%

No

80%


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Do you think you are not able to take care of your health due

to work pressure?

Do you think the amount of work you have to do interfere with the

quality of work you want to maintain?

Agree

60%

Neutral

20%

Disagree

20%

Agree

45%

Neutral

10%

Disagree

45%


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Do you face conflicts at work?

Do you get any benefit or extra pay for doing overtime?

Yes0%

No

100%

Very Frequently

40%

Sometimes

40%

Never

20%


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Do you think your expectations from your job are being satisfied?

How are your relations with your peers and seniors?

Yes

55%

No

10%

Only Few Are

Being satisfied

35%

Very Good

60%

Satisfactory

40%

Bad

0%


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CONCLUSION

Stress has become a major concern of the modern times as it can cause harm to

employeeshealth and performance.

Stress is a natural and unavoidable feature of human life. However stress beyond a

particular level can cause psychological and physiological problems which in turn

would affect the individuals performance in the organization.

Thus, management of stress has become a challenging job for modern organizations.

An optimum amount of stress should always be present to motivate the employees to

improve their performance.

At HPL, most of the employees are having either optimum amount of stress or less

amount of stress.

But still there are certain loopholes which can be rectified by giving attention towards

work place stress and its remedies.

During the survey, it was found that employees find their job interesting as well as

challenging. This positively indicates that the employees are not over stressed.

It was also found that there are certain job stressors which are increasing employeedissatisfaction such as:

Work overload

Conflicts at workplace

Partial fulfillment of expectations from the job


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RECOMMENDATIONS

Although stress is an inevitable phenomenon, but due to increasing complexities of

jobs , its management has become a necessary activity in organizations.

Following are certain recommendations which are made after surveying the

employees:

a) Proper stress management programs should be conducted at regular intervals to

rejuvenate the employees and inculcate optimism in them. Family get togetherand recreational activities can be arranged occasionally which can make the

employees feel that their personal wellness is important for the organization.

b) Job rotation and job enrichment should be encouraged wherever possible sothat the employees can develop versatile skills and their aspirations from their

profession can be fulfilled .

Job enlargement can also be an effective tool. These terms are explained in

detail as below:

Job enrichment: It implies increasing the contents of a job or the deliberate

upgrading of responsibilities, scope and challenges in work.

It involves vertical loading of functions and responsibilities which require

higher level of skills and competence. In order to enrich the job, management

should take following measures:

Give sufficient freedom to employ

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