INTRODUCTION

1.1 A PROFILE OF INDIAN POWER SECTOR Electricity is an essential requirement for all facts of our life. It has been recognized as a basic human need. It is a critical infrastructure on which the social economic development of a country depends. Supply of electricity at a reasonable rate to the rural India is essential for its development. Therefore, it is appropriately called the Wheel of Development. The Achievements of Increasing Installed power Capacity from 1362 MW to over 100000 MW since Independence and Electrification of more than 500000 villages is impressive in absolute terms. However it is a matter of concern that the annual per capital Consumption of India at about 400 Kwh which is much below the worlds average consumption of 2400 Kwh/Yr. Further people in a large number or villages have no access to Electricity.

PRIVATE PARTICIPATION IN THE POWER SECTOR

With a small construction from private enterprises given the high Capital in India, development of the Electricity Sector has primarily been the responsibility of the government. Intensive nature of the Sector and the large Incremental Capacity additional requirements, the need for financial resources is immense power sector had been funded mainly through budgetary support limitations due to Growing demands from others Sectors Particularly Social Sector and the server borrowing Constraints a new financing Strategy was required. This was reflected in the policy Formulated by the Government in 1991 with the objective that encourage the greater investments by private enterprises in the power sector. As a response to the policy both domestic and foreign developers had shown interest in the Indian Power Sector.

Out of a total 58 private sector projects given technology economic clearance by Central Electricity Authority, 55 projects a total Capacity of around 28500 MW are presently in the pipeline at different stages of Implementation. The working group on power has assessed the feasible addition program of 46939 MW in the tenth plan out of which 10501 MW will be in the Private Sector. As a part of overall professional development programs. As a part of succession planning to help employee be eligible for planned charge. To Pilot or test the operation of a new performance management system. To train about a specific topic.

INDIAN POWER INDUSTRY

BEFORE INDEPENDENCE
The British controlled the Indian power industry firmly before Independence. The then legal and policy framework was conducive to private ownership, with not much regulation with regard to operational safety.

POST INDEPENDENCE
Immediately after independence, the country was faced with capacity restraint. India adopted a socialist structure for economic growth and all the major industries were controlled by public sector enterprises. By 1970's India had nationalized most of its energy assets, due to its commitment to social goals. By the late 1980's the Indian economy felt the strain of the socialist agenda followed since independence. Faced with a serious deterioration in public finance and balance of payment crisis, the union government as part of its policy of economic liberalization allowed greater investments by private sector in the power industry.

POWER
CONSTITUTIONAL POSITION
Power as a matter of legislative and executive competence falls in the concurrent list (List III of the seventh schedule to the constitution of India). Both the Parliament and state legislatures have the rights to pass laws on the matter and any law passed by the Parliament overrides the existing state laws unless The existing law is conserved or saved from such a repeal or A law passed by the state legislature receives acknowledgment from the President

of India.

POST LIBERALIZATION
Understanding the critical part played by the power industry, the Union government passed several laws and restructured the Power Industry to gear it up to meet the challenges posed to the Indian economy post Liberalization.

ELECTRICITY BILL 2001

Learning from the experience gained through various reform initiatives, the Indian government passed the Electricity Bill 2001.The Bill seeks to Consolidate and rationalize existing laws. To address the issues of developing industry including regulation, power trading, non discriminatory open access, choice of dispensing with vertically integrated state enterprises and encouraging private enterprise.

ENERGY CONSERVATION ACT 2001

The Act was enacted by the Indian government to facilitate stringent steps to ensure the efficient use of energy and its conservation. A Bureau of Energy Efficiency was set up to monitor and regulate the Power Industry according to the provisions of the act. Power sector or the power industry in India comprises of the various governmental bodies looking after the power systems in India, power generation industry and technologies in

India, power supplies, power industry report showing the analysis of the power scenario in India, the India power requirements and shortage, the various India power supply unit and the power infrastructure in India.

MINISTRY OF POWER
Indian power sector comes under the Ministry of Power India. Earlier known as Ministry of Energy, it comprised of separate departments for power, coal and non-conventional sources of energy. In 1992, the Ministry of Power started working independently with work areas covering planning and strategizing the Indian power projects and policies. The power management and implementation of the various power projects undertaken, formulation and amendments of the power laws in India, management of the power supply in India, monitoring of the power plants in India, power companies in India, power generation in India and other power shortage problems etc. The Ministry of Power (MOP) is coordinated by Central Electricity Authority (CEA) in all technical and economic aspects. Along with the CEA, other subsidiary organizations of the Mop are: National Thermal Power Corporation (NTPC) National Hydro Electric Corporation (NHEC) Power Finance Corporation of India (PFCI) Nuclear Power Corporation of India Limited North Eastern Electric Power Corporation (NEEPC) Rural Electrification Corporation (REC) Damodar Valley Corporation (DVC) Bhakra Beas Management Board (BBMB) Tehri Hydro Development Corporation (THDC) Satluj Jal Vidyut Nigam (SJVN) Power Grid Corporation of India Ltd (Power Grid India) Power Trading Corporation (PTC)

POWER INFRASTRUCTURE IN INDIA

The power industry in India derives its funds and financing from the government, some private players that have entered the market recently, World Bank, public issues and other global funds. The Power Ministry India has set up Power Finance Corporation of India that looks after the financing of the power sector in India. The Power Finance Corporation Limited provides finance to major power projects in India for power generation and conversion, distribution and supply of power in India. Power Finance Corporation (PFC) Ltd India also looks after the installation of any new power projects as well as renovation of an existing power project India. The PFC in association with central electricity authority and the ministry of power facilitates the development in infrastructure of the power sector India. They have taken up construction of mega power projects that will answer to the power shortage in various states through power transmission through regional and national power grids.

POWER SUPPLY UNITS INDIA

Power is derived from various sources in India. These include thermal power, hydropower or hydroelectricity, solar power, biogas energy, wind power etc. the distribution of the power generated is undertaken by Rural Electrification Corporation for electricity power supply to the rural areas, North Eastern Electric Power Corporation for electricity supply to the North East India regions and the Power Grid Corporation of India Limited for an all India supply of electrical power in India. Thermal Power in India is mainly generated through coal, gas and oil. India coal power forms a majority share of the source of power supply in India. The electric power in India is generated at various thermal power stations in India. The power generated at these thermal power plants is then distributed all over India through a network of power grid at regional and national levels. The power ministry organization responsible for the thermal power management in India is the NTPC. Hydropower is India is one of the mega power generators in India. Various hydropower projects and hydro power plants have been set up by the ministry of 5

power for generation of hydro power in India. Various dams and reservoirs are constructed on major rivers and the kinetic energy of the flowing water is utilized to generate hydroelectricity. The power generator here is the running water. The hydroelectric power plants and the hydro power generation companies are managed by the National Hydro Electric Power Corporation. Wind Power in India is available in plenty as India witnesses high intensity winds in various regions due to the topographical diversity in India. Efforts have been made to utilize this natural source of energy available free of cost for wind power generation. Huge wind energy farms have been set up by the government for tapping the wind energy by using gigantic windmills and them converting the kinetic energy of the wind into electricity by the use of power converters. The wind power advantages start with the very fact that a wind energy power plant does not require much infrastructure input and the raw material i.e. wind itself is available free of cost. Solar Power in India is being utilized to generate electricity on smaller scale by setting up massive solar panels and capturing the solar power. Solar power India is also being utilized by the power companies in India to generate solar energy for domestic and small industrial uses. Nuclear Power in India is generated at huge nuclear power plants and nuclear power stations in India. A nuclear power plant generates the electricity using nuclear energy. All the nuclear power plants in India are managed by the Nuclear Power Corp of India Ltd (NPCL). The electricity from all India nuclear plants is distributed by the NPCL as per the nuclear power project scheme. Biogas Production in India is still in its infancy stage. Also the number of biogas plants in India is still very low. India being the largest domestic cattle producer has plenty of biogas fuel and thus utilization of the fuel for mass biogas production by setting up more biogas plants in India would solve the power shortage problem to some extend.

POWER COMPANIES IN INDIA

Many government as well as private organizations have taken up the task of power generation in India. The major Indian power companies under power generation are:

Bhakra Beas Management Board Enercon Systems India Essar Group GMR Group Gujarat State Petroleum Corporation Ltd Jindal Steel & Power Limited Karnataka Power Transmission Corporation Limited (KPTCL) Karnataka Renewable Energy Development Limited Konarka Magnum Power Generation Limited Nippo Batteries Reliance Energy Ltd. Shri Shakti Durgapur Projects Limited Satluj Jal Vidyut Nigam Ltd.

PROBLEMS OF THE INDUSTRY

The Power Sector in India is beset with a number of problems. They Relate to delays in the Formulating and Implementation of various Projects, Poor Utilization of capacity, Bottlenecks in the supply of coal to Thermal Station, and its Poor Quality, faulty distribution and transmission arrangements and bad Planning leading to an Injudicious hydel Thermal mix. Ecological Problems are also vexing this sector. Hurdles in Environment Clearances tend to slow down Completion of Power projects Compensatory Afforestation and lands Acquisition have proved to be major bottlenecks in the clearance of power projects. The main problem faced in the case of Environmental Clearances is the shortage of land for Compensatory Afforestation.

STRATEGIES TO COPE WITH ENERGY SHORTAGES SHORT TERM STRATEGY

The increased number of short gestation gas based projects to add capacity and stabilize power supply. Permitting the use of gas and oil fuels at selected power plants either to supplement or to substitute coal with view to increase power production. Undertaking renovation and modernization programs at the various thermal and hydro power plants to improve availability and performance and minimize power generation. It is hoped that power Finance Corporation would play a significant role in this regard. Improving the quality and ensuring consistency of coal supplies to power plants. Reduction in Transmission & Distribution losses. Effective inter connected Operation of power systems in the various regions to enable transfer of power from surplus to deficit systems and also ensuring delivery of power from central sector power plants to be beneficiary states.

LONG TERM STRATEGY

Acceleration of Hydro development by focusing on removing the various inadequacies in Organization. Management funding etc, it would be desirable and necessary to make provision of adequate funds especially earmarks for Hydro Development. T long I a larger T & D programmed to remove the present inadequacies, strengthening of the regional grids and bringing about a over all improvement in the T & D losses. Coal Benefaction by adopting more Sophisticated Techniques to ensure better and Consistent quality of Coal to the Power plants. Diversification of fuels and modes of Transipiration of coal to Thermal Power Plants to ensure adequate supply of fuel of appropriate quality.

 Strengthening the Organization responsible for erection and commissioning of power plants.

NON RENEWABLE ENERGY

FOSSIL FUELS
The Industrial Revolution in Europe in the 19th century forced human's to seek alternative sources of fuel to cater to the increasing demand. Focus was shifted to fossil fuels as an alternate source of energy. Fossil fuels were formed millions of years ago. They are nothing but fossilized organic remains that after millions of years has been converted into oil, gas and coal. Because this process takes a long time, they are known as non renewable.

COAL
It is the most easily available fossil fuel in the world. It is mostly carbon and is used as a combustion fuel, especially after the Industrial Revolution. Coal can further be divided into lignite, bituminous and anthracite. Lignite and Bituminous have lesser percentage of carbon and therefore burn faster. They are not environmentally friendly, Whereas Anthracite has about 98% carbon and therefore burns slowly and is more environmentally friendly. Coal can be found in both underground mines and open mines. Though Petroleum gained prominence through the 20th century, coal still continues to be the most used raw material for power generation.

OIL AND GAS

Oil and Gas is mostly found in underground rocks. Millions of years ago when plants and animals died, they got buried in layers of mud and sand. The earth's crust changed its shape and put immense pressure and heat on the dead plants and animals. Over a period of time, the energy in those plants and animals changed into hydrocarbon liquids and gases. They then turned into chemicals called hydrocarbons .Most of the hydrocarbons is found under the sea bed. Oil has a disastrous effect on the environment and many scientists believe the main reason for global warming Natural gas is usually found near a source of oil. It is a mixture of light hydrocarbons. It 9

is lighter than air and is odorless. It is therefore mixed with a chemical that gives it a strong odour and thereby easy to detect in case of a leak. It is the cleanest burning fossil fuel.

RENEWABLE ENERGY
Because of the environmentally disastrous effect of non renewable energy, an alternate source of energy which would not pollute the environment and which can also be renewed was tapped. They are known as renewable energy.

SOLAR ENERGY
It is the most easily available renewable resource. After the oil shock in 1970's many countries conducted research work to tap solar energy. It is believed in the next few years millions of consumers across the world would switch to solar energy. In India the Indian Renewable Energy Development Agency and the Ministry of Non Conventional Energy Sources are devising strategies to encourage the usage of solar energy. Solar energy can be used for cooking, heating, drying, distillation, electricity, cooling, refrigeration, cold storage etc.

HYDEL ENERGY
Energy available in fast flowing water can be used to generate electricity. Waves occur due to the interface of the wind with surface of sea and represent a transfer of energy. This energy can be tapped for commercial purpose.

HYDRO POWER
It is the one of the best, cheapest and cleanest source of power, though large dams could have environmental and social repercussions. In view of these problems associated with larger dams, experts have advocated the construction of smaller dams. New environmental laws to safeguard the planet from the effects of global warming have made smaller hydropower projects more viable.

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WIND ENERGY
It is the kinetic energy used for many centuries in water sports like sailing and for irrigation. It converts kinetic energy into more usable forms of power. Wind turbines help to convert the energy in the wind into mechanical energy which can be used for generating power. Since the late 1980's the viability of wind energy has gained in prominence across the globe. In India the states of Tamil Nadu and Gujarat lead in the field of wind energy.

BIOMASS
It is sourced from the carbonaceous waste of animals and is also the by products from timber industry, agricultural crops, raw material from forest, household waste and wood. It can be used to generate power with the same power plant that are burning fossil fuels and is very much environmentally friendly. It is being used in the western countries for applications such as combined heat and power generation. In India, 90% of the rural households and 15% of the urban households use bio mass fuel.

NUCLEAR ENERGY
Nuclear energy can be created in nuclear reactors under strict human control. The nuclear power can be generated by the fission of uranium, plutonium or thorium or the fusion of hydrogen into helium. Nowadays mostly Uranium is used for generating nuclear power. With a view to increase India's dependence on nuclear energy to offset the energy crisis in the country, the Indian government entered into an agreement with the government of USA called the 123 agreement. This agreement aims to assuage greater cooperation between the two countries in the field of nuclear technology.

GEOTHERMAL ENERGY
Geothermal energy is energy obtained by tapping the heat of the earth itself, both from kilometers deep into the Earth's crust in some places of the globe or from some meters in geothermal heat pump in all the places of the planet. It is expensive to build a power station but operating costs are low resulting in low energy costs for suitable sites. Ultimately, this energy derives from heat in the Earth's core. Three types of power plants 11

are used to generate power from geothermal energy: dry steam, flash, and binary. Dry steam plants take steam out of fractures in the ground and use it to directly drive a turbine that spins a generator. Flash plants take hot water, usually at temperatures over 200 C, out of the ground, and allows it to boil as it rises to the surface then separates the steam phase in steam/water separators and then runs the steam through a turbine. In binary plants, the hot water flows through heat exchangers, boiling an organic fluid that spins the turbine. The condensed steam and remaining geothermal fluid from all three types of plants are injected back into the hot rock to pick up more heat.

FUTURE TRENDS
According to experts the private sector would play a greater role in power generation and foreign investments would increase considerable in his sector. The government of Indias Hydrocarbon vision 2025 gives in details the guidelines for the policies in India for the next 25 years to attract investment in exploration, production, refining and distribution of petroleum products.

ROOM TO GROW
Per capita Consumption, Kwh

16000

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1.2 REVIEW ON STRESS MANAGEMENT

Stress has been called the invisible. It is a disease that may affect you, your organization, and any of the people in it, so you cannot afford to ignore it. 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. The results of stress are harmful to individuals, families, society and organizations, which can suffer from organization stress. Ivancevich and Matteson define stress as individual with the environment. Behr and Newman define job stress as a condition arising from the interaction of people and their jobs and characterized by changes within people that force them to deviate from their normal functioning. Stress is a dynamic condition, 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 associated with constraints and demands. The former prevent you from doing what you desire, the latter refers to the loss of something desired.Stress is highest for those individuals who perceive that they are uncertain as to whether they will win or lose and lowest for those individuals who think that winning or losing is certainty.

EVALUATION OF STRESS
The Garden of Eden began as a tranquil stress environment. However when Adam was given the tantalizing chance to eat the forbidden fruit, he was trust into mankinds first stressful situation. Adam was offered a choice and, as we know, decision-making is the breeding ground for conflict, frustration and distress.

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Canadian physician Hans Selye (1907-1982) in his book The Stress of life 1956 popularized the idea of stress. According to Selye, the General Adaptation Syndrome consists of three phases. Alarm Reaction: The first is the alarm phases. Here the individual mobilizes to meet the threat. The alarm reaction has two phases. The first phases includes in initial stock shock phase in which defensive mechanism become active. Alarm reaction is characterized by autonomous excitability; adrenaline discharges; increase heart rate, ulceration. Depending on the nature & intensity of the threat and the condition of the organization the period of resistance varies and the severity of symptoms may differ from mild invigoration to disease of adaptation. Resistance: The second is the phase of resistance. The individual attempts to resist or cope with the threat. Maximum adaptation occurs during this stage. The bodily signs characteristic of the alarm reaction disappear. If the stress persist, or the defensive reaction proves ineffective, it may overwhelm the body resources. Depleted of energy, the body enters the phase of third. Exhaustion: Adaptation energy is exhausted. Signs of the alarm reaction reappear, and the resistance level begins to define irreversibly. The organism collapses.

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Pestonjee has attempted / identified three important sectors of life in which Stress originates. These are Job and the organization The social sector Intrapsychic sector Job and organization, refers to the totality of the work environment (task, atmosphere, colleagues, compensation, policies, etc.). The social sector refers to the other such factors. The Intrapsychic sector encompasses those things, which are intimate, and persona, like temperament, values, abilities and health. It is contended that stress can originate in any of these sectors or in combinations thereof. In the figure below it can be seen that the magnitude of stress emanating from the stress to learner limit of the individual to handle these stress. This indicates a balanced state.

ORGANIZATION-INDIVIDUAL INTERACTION PATTERN

In the figure we find that job and organization loads have increased and have made a dent in the personality. In this stage, we find minor surface changes taking place, which are quite manageable.

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MINIOR SURFACE CHANGES

Adaptation attempt Extra effort Excessive concern of task Worries Anxiety In the stage three and the figure below, we find that job and organizational loads have become unmanageable and interact with intrapsychic loads. This is the stage at which the negative consequences of the stress become apparent. Most of the stress related diseases emerge at this point. When the situation persists we move into the next stage in which we start operating beyond the stress tolerance limit.

MAJOR SURFACE DISFIGURATION

Frantic copying Extra ordinary effort Worry and anxiety about the self Onset of physiological symptoms Aggressive tendencies Several types of breakdowns and cracks are observable in this stage i.e., fourth stage. If unchecked the situation may culminate into the last and most intense phase wherein complete disintegration of personality takes place. At this stage, the individual requires proper psychological and medical care. The figure below depicts the fourth and fifth stage. 16

STRESSORS OR LOADS

BREAKDOWNS AND CRACKS: FAILURE IN COPING A. Work related symptoms Lack of concentration Affected clarity of thinking & decision making Frequent absenteeism Affected team work Aggressive behavior B. 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 in interpersonal reactions. The reactions are received & analyzed by the environment, which in turn, bounce back signals to the individuals to bring about a change either at the orgasmic level or at the response level.

THE BOUNCE MODEL STRESSORS

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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 reverses are gradually depleted in coping with the demands of a challenging environment. Second, habits and strategies for coping with stress are formed in this stage which is often not useful in coping with later challenges. FUEL SHORTAGE STAGE: This stage can be identified as composed of the value feelings of loss, fatigue and confusion arising from the individuals overdraws on reverses of adaptation energy. Other symptoms are dissatisfaction, inefficiency, and fatigue and sleep disturbances leading to escape activate such as increased eating, 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. 18

 HITTING THE WALL STAGE: This stage of BOSS is characterized by total exhaustion of ones adaptation energy, which may mark the end of ones professional career. While recovery from this stage elude may be resourceful to tide over the crises.

TYPES OF STRESS
If the stress for the day to day adaptability of man to his environment and results in the maintenance of internal steady state (homeostasis) it is know as neustress. For example, one produces neustress in order to breath, work. Stress is through of in negative terms. It is thought to be caused by something bad (for example the boss gives a formal reprimand for poor performance). It the stress response is unfavorable and potentially disease producing, this is known as distress. Constant worry in a susceptible individual can lead to ulcers. If the stress response is favorable and results in improvement of physical and / or mental functioning, it is called estruses. This is the positive, pleasant side of stress caused by good things.

DEFINING STRESS AT WORK

Change in working practices, such as the introduction of new technology 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
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. 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,

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and particular 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

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 Organization factor Individual factors

ENVIRONMENTAL FACTORS
Just as environmental uncertainty influences the design of an organization. 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 employees skills and experiences obsolete 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.

ORGANIZATIONAL 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 persons job. They include the design of the individuals 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 permits. Role ambiguity is created when role expectations are not clearly understood and employee is not sure what he / she is to do. Interpersonal demands are pressures created by other employees. Lack of social support from colleagues and poor.

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 Interpersonal relationships can cause considerable stress, especially among employed with a high social need. Organizational 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.

Potential sources

Consequences

INDIVIDUAL FACTORS
The typical individual only works about 40 hrs a week. The experience and problems that people encounter in other 128 non-working hrs each week can spell over to the job. Family problems 22

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 arent 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.

CAUSES OF STRESS
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Society the working world and daily life have changed almost beyond recognition in the past 50 years. These changes have contributed to a major increase in stress.Stress is caused from both outside & inside the organization & from groups that employees are influenced by & from employees themselves.

STRESSORS
The agents or demands that evoke the potential response are referred to as stressors. According to Syele a stressors is Whatever produces stress with or without functioning hormonal or nervous systems.

EXTRA ORGANIZATIONAL STRESSORS

Extra organizational stressors have a tremendous impact on job stress. Taking an open system perspective of an organization, it is clear that job stress is not just limited to things that happen inside the organization, during working hours. Extra organizational stressors include things such as social / technological change, the family, relocation, economic & financial conditions, race & class, residential or community conditions.

ORGANIZATIONAL STRESSORS
Besides the potential stressors that occur outside the organization, there are also those associated with the organization itself. Although the organization is made up of groups & individuals, there are also more macro-level dimensions unique to the organization that contains potential stressors.

MACRO-LEVEL ORGANIZATIONAL STRESSORS

POLICIES Unfair, arbitrary performance reviews. Rotating works shifts.

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 Inflexible rules. Unrealistic job descriptions. STRUCTURES Centralization; Lack of participation in decision making. Little opportunity for advancement. A great amount of formalization. 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.

GROUP STRESSORS
The group can also be a potential source of stress. Group stressors can be categorized into three areas Lack of groups cohesiveness

Cohesiveness or togetherness is a very important to employees, especially at

the lower levels of the organizations. If the employee is denied the opportunity for this cohesiveness because of the task design, because the supervisor does things to

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prohibit or limit it, or because the other members of the group shut the person out, this can be very stress producing. Lack of social support Employees are greatly affected by the support of one or more member of a cohesive group. By sharing their problems & joys with others, they are much better off. It this type of social support is lacking for an individual, it can be very stressful. Intra-Individual, interpersonal & inter-group conflict Conflict is very closely conceptually or hostile acts between associated with in compatible or hostile acts between intra-individual dimensions, such as personal goals or motivational needs / values, between individuals within a group, & between groups.

INDIVIDUAL STRESSORS
In a sense, the other stressors (Extra organizational, organizational, & Group stressors) all eventually get down to the individual level. For example, role conflict, ambiguity, selfefficacy & psychological hardiness may all affect the level of stress someone experience

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

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INDIVIDUAL CONSEQUENCES Individual consequences of stress are those, which affect the individual directly. Due to this the organization may suffer directly or indirectly, but it is the individual who has to pays for it. Individual consequences 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, infact it has most psychological effect on the individual and lead to tension, anxiety irritability, and boredom. Medical consequences of stress affect a persons well being. According to a research conducted, it revealed that stress could create changes in metabolism, increase heart and breathing rates, increases blood pressure bring out headaches and induce heart attacks. OGANIZATIONAL CONSEQUENCES Organizational consequences of stress have direct affect on the organizations. These include decline in performance, withdrawal and negative changes in attitude. Decline in performance can translate into poor quality work or a drop in 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

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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.

MANAGING STRESS IN THE WORKPLACE

Everyone responds to stress in a different way, it is only by understanding the nature of individual responses that you can start fighting stress yourself and others.Reduction or elimination of stress is necessary for psychological and physical well being of an individual. Efficiency in stress management enables the individual to deal or cope with the stressful situations instead of avoidance. Strategies like tie management, body-mind and mind-body relaxation exercise, seeking social support help individual improve their physical and mental resources to deal with stress successfully. Apart from helping employees adopt certain coping strategies to deal with stress providing them with the service of counselor is also useful. Many strategies have been developed to help manage stress in the work place. Some are strategies for individuals, and other is geared toward organizations.

INDIVIDUAL COPING STRATEGIES

Many strategies for helping individuals manage stress have been proposed. Individual coping strategies are used when an employee under stress exhibits undesirable behavior on the jobs such as performance, strained relationship with co-workers, absenteeism alcoholism and the like. Employees under stress require help in overcoming its negative effects. The strategies used are:

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EXERCISE One method by which individual can manage their stress is through exercise. People who exercise regularly are known to less likely to have heart attacks than inactive people are. Research also has suggested that people who exercise regularly feel less tension and stress are more conflict and slow greater optimism. RELAXATION A related method individual can manage stress is relaxation. Copying with stress require adaptation. Proper relaxation is an effective way to adopt. Relaxation can take many forms. One way to relax is to take regular vacations; people can also relax while on the job (i.e. take regular breaks during their normal workday). A popular way of resting is to sit quietly with closed eyes for ten minutes every afternoon. TIME MANAGEMENT Time management is an often recommended method for managing stress, the idea is that many daily pressures can be eased or eliminated if a person does a better job of managing time. One popular approach to time management is to make a list, every morning or the thins to be done that day. Then you group the items on the list into three categories: critical activities that must be performed, important activities that should be performed, and optimal or trivial things that can be delegated or postponed, then of more of the important things done every day.

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ROLE MANAGEMENT Some what related to time management in which the individual actively works to avoid overload, ambiguity and conflict. SUPPORT GROUPS This method of managing stress is to develop and maintain support group. A support group is simply a group of family member or friends with whom a person can spend time. Supportive family and friends can help people deal with normal stress on an ongoing basis. Support groups can be particularly useful during times of crisis. BEHAVIORAL SELF-CONTROL In ultimate analysis, effective management if stress presupposes exercise of self-control on the part of an employee. By consciously analyzing the cause and consequences of their own behavior, the employees can achieve self-control. They can further develop awareness of their own limits of tolerance and learn to anticipate their own responses to various stressful situations. The strategy involves increasing an individuals control over the situations rather than being solely controlled by them. COGNITIVE THERAPY The cognitive therapy techniques such as Ellis rational emotive model and Meichenbaums cognitive strategy fir modification have been used as an individual strategy for reducing job stress. COUNSELING Personal counseling help employees understand and appreciate a diverse workforce, the holistic approach adopted by the counselor gives him a comprehensive view of the employee as client and enable him to deal the issues of work related problems in a larger context with his awareness of the inter-relationship among problems in adjustment with self, other and environment and that a work concern will effect personal life and viceversa, the employee would receive help regarding the problem in all life. One of the advantage of the individual interventions is the individual can use these skills to improve the quality of life in offer domains like family, social support and self, thus 30

reducing the negative carry of experiences in these domains into the work life which might effect his occupation mental health.

ORGANIZATIONAL STRATEGIES
The most effective way of managing stress calls for adopting stressors and prevent occurrence of potential stressors. Two basic organizational strategies for helping employees manage stress are institutional programs and collateral programs.

Work Design Work schedules Culture INSTITUTIONAL PROGRAMS

Stress Management programs Health promotions programs Other programs

Institutional programs for managing stress are undertaken to established organizational mechanism for example, a properly designed job and word schedules can help ease stress. Shift work in particular can constantly have to adjust their sleep and relaxation patterns. Thus, the design of work schedules should be a focused of organizational efforts to reduce stress. The organizations culture can also used to help to manage stress. The organization should strive to foster a culture that reinforces a healthy mix of work and nonworking activities. Finally, supervision can play an important institutional role in overload. In managing stress. A supervisor is a potential manager source of overload. If made aware of their potential for assigning stressful amounts of work, supervisors can do a better job keeping workloads reasonable. COLLATERAL PROGRAMS

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In addition to their institutional efforts aimed at reducing stress, many organizations are turning to collateral programs. A collateral stress program in an organizational program specifically created to help employees deal with stress. The organizations have adopted stress management programs, health promotion programs and other kinds of programs for this purpose.

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