LOVELY PROFESSIONAL UNIVERSITY

DEPARTMENT OF MANAGEMENT

Report on Summer Training
TOPIC-STRESS MANAGEMENT AT NTPC ,KAHALGAON

Submitted to Lovely Professional University In partial fulfillment of the
Requirements for the award of Degree of
Master of Business Administration

Submitted by: SAMIDHA SINGH ROLL NO.RT1903A67
REGD NO-10907368 DEPARTMENT OF MANAGEMENT LOVELY PROFESSIONAL UNIVERSITY PHAGWARA

DECLARATION

I hereby declare that this project of STRESS MANAGEMENT done in NTPC KAHALGAON is original work by her for the award of partial fulfillment of the degree of MASTER OF
BUSINESS ADMINISTRATION in HUMAN RESOURCE MANAGEMENT from lovely professional university is record of bonified work carried out by me.
I also declare that this project is a result of my own effort and that not been submitted to any other University / Institution for the award of any degree.
SAMIDHA SINGH
RT1903A67

ACKNOWLEDGEMEN T

I am very thankful to management of the "National Thermal Power station, kahalgaon for extending their-cooperation in completion of project work.
I am thankful to MS SUKHVINDER, training head of LIM( LPU) , and my Lecturer ALKA SHARMA, who constant guidance had given very valuable suggestions in completing my project successfully.
It is my immense pleasure to thank Sri. RAJNISH RASTOGI ( DGM,HR ) NTPC, kahalgaon who gave me an opportunity do my project work in an esteemed organization.
I would like to express my deep sense of gratitude to MS PALLAVI , Officer (HR). My project guide who guide me precisely and without her timely instructions my report would not have seen light.
I am also grateful to all the Executives , staff and R.P SINGH(sr engineer) of the NTPC,kahalgaon, for having me an opportunity in their organization to carry on my project work & their support in bringing out this research study successfully.
SAMIDHA SINGH
RT1903A67
LOVELY INSTITUTE OF MANAGEMENT LOVELY PROFFESIONAL UNIVERSITY JALANDHAR (PUNJAB)

CONTENTS

1. ABSTRACT
2 INTRODUCTION OF NTPC(company profile)
3 NTPC ORGANISATION AND FUNCTIONS
4 STRESS
5 DEFINING STRESS AT WORK
6 SOURCES OF STRESS
7 CAUSES OF STRESS
8 CONSEQUENCES OF STRESS
9 REVIEW OF LITERATURE
10 RESEARCH METHODOLOGY
11 RESEARCH DESIGN
12 SOURCE OF DATA
13 QUESTIONNAIRE ADMINISDTRATION
14 SAMPLE DESIGN
15 PERIOD OF STUDY
16 STATISTICAL TOOL USED
17 SURVEY
18 FINDINGS
19 SUGGETIONS
20 CONCLUSION
21 GENERAL RECOMMODATIONS
22 LIMITATIONS OF THE STUDY
23 BIBLIOGRAPHY & REFERENCES

ABSTRACT
This is the report on the stress management in NTPC .here I have tried to find out the reasons behind the stress in NTPC.basically employees are found to have low stress as this is the psu sector .i have use the survey and taken a sample of 150 to come to the conclusion. the most important thing which I have found out is that 80% of the work is done by the 20% of employees .which means that at executives level stress is more .NTPC kahalgaon is very efficient psu sector .

COMPANY PROFILE
Energy is important parameter in the overall economic development activity of any country. It has become synonymous with progress in all fields of activities. Its standard of living in the words of DAGLI is as follows it is said that the difference between a starving Indian peasant and a prosperous American farmer is that behind his elbow the India farmer has almost nothing while his American counterpart has thousands of hours power. This, it is energy, which is the dividing line between any substance economy and a highly developed economy. India is poor and American is rich because America consumes nearly 50 times as much energy as is consumed by India.
Energy is at the heart of the modern industrial society. It could also be effective weapon in the battle against object poverty.
There is a close correlation between energy consumption and level of economic development. Energy means “capacity of doing work”. There are various sources of energy but in India the important sources are coal, hydroelectricity. Oil and natural gas, nuclear fuels fire wood and animal wastes. Despites the development of various sources in the energy sector, the fact still remains that low last energy sources like fire wood, cattle drug and vegetable wastes account for as much at 45 percent of energy consumption in the country.
Power development in India began in 1897 when a 200KW hydro station was first commissioned at Darjeeling, in 1899 a first steam station was set up in Calcutta with a total of 100kw. Thereafter, a series of hydro and steam power station were commissioned. But the power development was not in a systematic and planned manner in the country. Therefore, in order to achieve the objective of promoting the co-ordination development and rationalization of generation, transmission and distribution of electricity on a regional basis throughout the country in the most efficient and economic way the state electricity board (SEBs) was constituted in the various states of the country under the provisions of the electricity (supply) act 1948. These SEBs, were to enjoy the monopoly in respect of generation, transmission and distribution of electricity in the country. After constitution of SEBs, there was phenomenal improvement in the development of installed capacity and power generation. The efficiency of working of power plant and their maintenance have been unsatisfactory as a result of which the power generating capacity already created could not have been fully utilized.
Power is the single factor, which changed the way of living. The National Thermal Power Corporation Limited, established on November 7th in 1975, has become the most important infrastructure input for improving the standard of living to meet the growing demand and to fulfill the needs of the country. Just in 29 years this company has grown to be the largest producer of power in the country. NTPC the NAVARATNA power giant today generates one fourth of the total power in the country and it is ranked 9th largest thermal power generating utility in the world.
Keeping the significance of power supply in sight, NTPC has been chosen for the purpose of the study as it has many units under its control. KAHALGAON national Thermal Power Corporation (NTPC) has been selected for the study.
BRIEF HISTORY OF NTPC:
“Power” The single factor which changed the way in which man lived for millions of years, has become the most important infrastructure input for improving the standard of living both directly as well as indirectly by way of contributing in the economic development to make available to the nation reliable & quality power in increasingly large quantities. NTPC LTD was formed in 1975; NTPC KAHALGAON unit with approved capacity of 2340MW
NTPC a front runner in the Indian Power sector in one of the largest & the best power utilities of the world, there by contributing of India's emergence as one of the world's leading economies. The World Bank, in its performance audit report on NTPC's projects observed that.
"NTPC record in plant construction, cost containment & operating efficiency has been exceptional, while as an institution it has broken new ground in Organization & Management, successfully navigated the transition from constructions to operating company & generally coped quite well with the problems of rapid expansion".
Two corporations The National Hydro Electric Power Corporation (NHPC) & National thermal Power Corporation (NTPC) were set in 1975 -76 in the center sector as a step to achieve the objectives. The company started functioning in March 1976 with the appointment of a chairman & Managing Director.
LOCATION:
The 2304 MW kahalgaon NTPC is located in Bhagalpur District of Bihar near the banks of ganga nadi . The project is linked to the LALMATIA Coal field or the Collieries.
NTPC ACTIVITI ES:
1. Planning & Investigation of new sites, preparation of feasibility prospect report & the designing as well as engineering of power station.
2. NTPC also manages the 720 MW Badarpur Thermal Power Station in Delhi & 270 MW BALCO Captive power plant (M.P)
3. Operation & Maintenance of Power Stations.
4. Research & development in area related to power generation
5. NTPC also bagged a turnkey contract for the construction of21 Sub - stations from Nepal electricity authority.
6. The R &D using of NT PC has been instrumental in enhancing the reliability of plant & equipment.
OBJ ECTIVES OF NTPC:
• To add generating capacity with in prescribed time & cost. To operate & maintain power stations at high availability ensuring minimum cost of generation. It has planned massive growth to make itself a 40,000 MW company.
• To maintain the financial soundness of the company by managing the financial operations in accordance with good commercial utility practices.
• To function as a responsible corporate citizen & discharge social responsibility, in respect of environment protection and rehabilitation. The corporation will strive to utilize the ash produced at its stations to the maximum extent possible through production of ash bricks, building materials etc.
• To adopt appropriate human resources development policy leading to creation of team of motivated and competent power professionals. To introduce, assimilate & attain self sufficiency in technology, acquire expertise in utility mgt. Practices to disseminate knowledge essentially as a contribution to other constituents of the power sector in the country.
• To develop R&D for achieving improved plant reliability To expand the consultancy operations & to participate in ventures abroad.
CORPORATE OBJECTIVES:
 To add generating capacity with in prescribed time & cost.

 To expand the constancy operations & to participate ventures aboard.

 To maintain the financial soundness of the company by m aging the financial operations in accordance with good commercial utility.
 To operate and maintain power stations at high availability ensuring minimum Cost of generation.
 To develop (R&D) for achieving improved plant reliability.
 To develop appropriate commercial policy leading to remunerative tariffs & minimum receivables.
 Implement strategic diversification in the areas of R&M. Hydro. LNG and Non conventional and eco-friendly fuels and explore new areas like transmission information technology etc.
 Promote consultancy.
 Make prudent acquisitions. Continuously develop competent human resources to match world standards.
 Be a responsible corporate citizen with thrust on environment protection rehabilitation and ash utilization.
VISION OF NTPC: ‘‘TO BE ONE OF THE WORLD'S LARGEST AND BEST POWER UTILITIES. POWER INDIA'S GROWTH’’ CO RE VALUES ( BCOMIT) Business ethics Customer focus Organizational pride. Mutual Respect and Trust
Initiative and speed total quality
MISSION OF NTPC:
Make available reliable, quality power in increasingly large quantities at appropriate tariffs, and ensure timely realization of revenues. Speedily plan and implement power projects, with contemporary technologies.

Coal based projects:
Sl.No. Coal Based State Commissioned Capacity
1. Singrauli Uttar Pradesh 2,000
2. Kobra Chhattisgarh 2,100
3. Ramagundam Andhra Pradesh 2,600
4. Farakka West Bengal 1,600
5. Vidhyachal Madhya Pradesh 1,600
6. Rihand Uttar Pradesh 2,200
7. Kahalgoan Bihar 2,000
8. Dadri Uttar Pradesh 840
9. Tacher Kaniha Orissa 840
10. Unchahar Uttar Pradesh 3,000
11. Tacher Thermal Orissa 840
12. Simhadri Andhra Pradesh 3,000
13. Tanda Uttar Pradesh 440
Total 19,980
@ Capacity presently under implementation.
Vindyachal 1000 MW
Unchahar 210 MW
Kahalgoan State 2340MW
Gas Based Projects:
14. Anta Rajasthan 413
15. Auralya Uttar Pradesh 652
16. Kawas Gujarat 645
17. Dadri Uttar Pradesh 817
18. Jahanor-Gandhar Gujarat 648
19. Kayamkulam Kerala 350
20. Faridabad Haryana 430
Total 24,249
Grand total (Coal + Gas + JV)
Capacity Power station managed State Installed
By NTPC (MW)
21. Badarpur Delhi 705
Sterling Performance of 2005-06:-
1. The company takes a new name “NTPC Limited” aligned to its new business plans.
2. The company market capitalization J11 crosses Rs. One trillion (Rs.1,00,000 crore) and is one of the top three largest Indian companies in terms of market cap.
3. A highest ever generation of 170.88 BVs during 2005-06 registering an increase 017.40% over the generation of 159.11 BVs during 2004-05.
4. With 19.51% [including capacity of joint venture companies] share of the total installed capacity of the nation, NTPC contributed 27.68% electricity generated in the country during 2005-06.
5. Coal stations of NTPC achieved an operating availability of 89.95%.
6. Coal stations of NTPC recorded a PLF of 87.54%, which is the highest for any financial year since inception; Tilt PLF during previous year was 87.51%.
7. 100% realization for the third year in succession.
8. Provisional and un audited net sales of Rs. 2,59,928 million during the year 2005-06 as against Rs. 2,25,316 million for the year 2004-05. however, provisional and unaudited Gross Revenue is Rs. 2,86,473 million during 2005-06 as against Rs. 2,55,460 million for the year 2004-05.
9. Provisional and un audited net profit after tax for the year 2005-06is Rs. 57,076 million a compared to Rs. 58, 070 million during the year 2004-05.
10. Total capacity added during the year four years of 10th plan period (2002-2006) increases to 4000 MW with another 500 MW getting added during the far company to 24,249 MW (including capacity of Joint venture companies).
11. Construction works on 9470 MW in progress.
12. Further projects with capacity of 3720 MW under bidding process.
13. Ratnagiri Gas and power supply Pvt Ltd formed \\ith NTPC having a stake of 28.33% for taking over and operating the Dabhol power project.
14. The Government allots 7 mort’ coal mining blocks to NTPC for capacity use taking the total mines allotted to 8 with an expected output of 50 MT per annum.
15. A consortium comprising of NTPC and two other members allotted an exploration block in Arunachal Pradesh.
16. Capital expenditure incurred in 2005-06 on capital scheme was Rs.71,879 million compared to Rs. 53,603 million in 2004-05 capital outlay for 2J0607 set at Rs. 1,13,250 million.
17. A USD 1 Bn medium Tern Note programme established. NTPC becomes the first Indian corporate since 1997 to make successful offering of 10 year fixed rate amounting to USD 300 million.
18. Standard & Poor’s have revised outlook on the rating of the company from stable to positive while affirming the ‘BB+’ issuer rating.
19. An interim divided o 20% for the financial year 2005-06 amounting to Rs. 16,491 million.
20. Government has assigned NTPC the consultant role to modernize and improve several plants across the country in the partnership ‘In Excellence’ program of the government.
21. Collaborating the government in the Rajiv Gandhi Grameen Vidyutikaran Yojuna.
22. NTPC has also taken up Distribution Generation for rural electrification of remote villages through non-conventional energy sources.
23. Simhadri project receivers international project management award instituted by International project management Association (IMPA) NTPC is the only Asian Company that has received this award.
24. Ranked 3rd “Great Place to work for in India” by M/S Grow Talent and Business world 2005.
25. NTPC has achieved all the targets to be rated “Excellent” during 2005-06 for the nineteenth year since inception of the MOU system

NTPC ORGANIZATION AND FUNCTIONS:
The organizations design is one of the main factors, which ultimately determines the effectiveness of enterprises.
The board of directors is the supreme policy making body, which give the direction to the activities of the organization. The head of this board is the chairman & managing director who is also the full time chief executive of the company. The members of this board are both full-time directors as well as senior level officers.
The basic divisions, which are accountable to CMD, Are:
1. Technical and Engineering division.
2. Corporate Commercial division
3. Operation Services division.
4. Corporate Finance division.
5. Corporate Human resources division.
6. Corporate Projects Division.
7. Vigilance division.

Sections of HR department in kahalgaon concerned officer
-corporate social responsibility Mr R raghunathan
-employee benefits Mr G.C Sarkar
-rajbhasha(hindi Mr Nalin Vikas
-employee services (office admn)&pension Mr S.Sanbui
-employee relations Mr rajesh boipai -Employee welfare Mr P.K Samal & Mr Aatul Parashar
-Employee services (town admn) Mr Dilip Kumar
-Performance management system & HRD Ms Pallavi
-Public relations Mr A.K.Das
-Law Mr Vivel Chaudhary
-Training and development Mr B.R Prasoon

STRESS………….
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.
EVOLUATION 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 mankind’s first stressful situation. Adam was offered a choice and, as we know, decision-making is the breeding ground for conflict, frustration and distress.

DEFINITION:
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.
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.
Ce level begins to decline irreversibly. The organism collapses.
•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. It 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. Sings of the alarm reaction reappear, and the resistance level begins to define irreversibly. The organism collapses.

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.
O RGANIZATION- INDIVIDUAL NORMAL
INTERACTION PATTERN
S.T .L – STRESS TOLERANCE LEVEL 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.

MINIOR SURFACE CHANGES
Adaptation attempt
a) Extra effort
b) Excessive concern of task
c) Worries
d) 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 he 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
1. Extra ordinary effort
2. Worry and anxiety about the self
3. Onset of physiological symptoms
4. 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.

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.

TYPES OF STRESS:-
•It 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 neus tress. 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 is favorable and results in improvement in physical and / or mental functioning, it is called estruses. This is the positive, pleasant side of stress caused by stress caused by good things. For examples an employee is offered a job promotion at another . 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:-
Stress affects as well as the individual within them. An organization with a high level of absenteeism, rapid staff turnover, deteriorating industrial and customer relations, a worsening safety record, or poor quality control is suffering from organizational stress.
FOLLOWING THE PAT OF STRESS THROUGH IN ORGANIZATION:-
The below chart shows one example of the structure of a department in an organization, indicating typical causes of stress that may effect stress at certain levels in the structure, and particular.

Causes that are affecting individuals. Stress is contagious; anyone who is not performing well due to increases the amount of pressure on their colleagues, superiors, and subordinates.
The cause may range from unclear or overlapping job descriptions, to lack of communication, to poor working conditions, including “sick building syndrome”.
POTENTIAL SOURCES OF STRESS:
There are three categories of potential stressors:
♣Environmental factor
♣Organization factor
♣Individual factors
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 employee’s 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.
Organization factors:
There are no storages of factors within the organization that can cause stress; pressures to avoid error or complete tasks in a limited time period, work overload are few examples.
Task demands are factors related to a person’s job. They include the design of the individual’s job working conditions, and the physical work layout.Role demands relate to pressures placed on a person as a function of the particular role he or she plays in the organization. Role overhead is experienced when the employees is expected to do more than time 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. 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 Organizational leadership represents the managerial style of the organizations senior executive. Some executive officers create a culture characterized by tension, fear, and anxiety. They establish unrealistic pressures to perform in the short-run impose excessively tight controls and routinely fire employees who don’t measure up. This creates a fear in their hearts, which lead to stress.
Organizations go through a cycle. They are established; they grow, become mature, and eventually decline. An organization’s life stage - i.e.
Where it is in four stage cycle-creates different problems and pressures for employees. The establishment and decline stage are particularly stressful.
Individual factors:
The typical individual only works about 40 hrs a week. The experience and problems that people encounter in those other 128 non-work hrs each week can spell over to the job.
Family problems:
National surveys consistently show that people hold family and discipline, troubles with children are examples of relationship problems that create stress for employee and that aren’t at the front door when they arrive at work.
Economic problems: Economic problems created by individuals overextending their financial resources are another set of personal troubles that can create stress for employees and distract their attention from their work

CAUSES OF STRESS
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.
MACRO-LEVEL ORGANIZATIONAL STRESSORS:
PO LICIES
Unfair, arbitrary performance reviews.
Rotating works shifts.
Inflexible rules.
Unrealistic job descriptions.
STRUCTURES
Centralization; Lack of participation in decision making.
Little opportunity for advancement.
A great amount of formalization.
JOB
Interdependence of departments.
STRESS
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.
1. 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 prohibit or limit it, or because the other members of the group shut the person out, this can be very stress producing.
2. 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 other they are much better off. It this type of social support is lacking for an individual, it can be very stressful.
3. Intr a-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, self-efficacy & psychological hardiness may all affect the level of stress someone experiences.
CONSEQUENCES OF STRESS
The effect of stress is closely linked to individual personality. The same level of stress affects different people in different ways & each person has different ways of coping. Recognizing these personality types means that more focused help can be given.
Stress shows itself number of ways. For instance, individual who is experiencing high level of stress may develop high blood pressure, ulcers, irritability, difficulty in making routine decisions, loss of appetite, accident proneness, and the like. These can be subsumed under three categories:
Individual consequences
Organizational consequence
Burnout
Individual consequences:
Individual consequences of stress are those, which affect 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 person’s 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.
Organizational 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:-
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.

Techniques used by NTPC for managing stress
-it has provided vikramshia club for entertainment of the executive level of the employees and amprapli for the staff level
-it conducts various cultural activities on various occasions like in durga puja
-it organizes various concerts like inviting someone from Indian idol or other famous personality to come and perform
-it even conducts various sports activities like football match,cricket match etc
-it also provides training in how to cope up with the stress
-it gives holiday packages for the whole family for a change
-it celebrates many functions and tries that all the employees actively involves in it.

Review of literature
So far on this topic of stress management at NTPC kahalgaon no such work has been done but only survey from the HR DEPARTMENT .there are some confidential work and findings done by the company itself.

RESEARCH METHODOLOGY
Here I have used firstly exploratory and the descriptive method for the topic stress management .the reason for this is that firstly we need to explore in the problem defined and then give a descriptive of the problem RESEARCH DESIGN :
A research design is the blue print in which we are going to perform the research work in order to get to the conclusion. It is the conceptual structure within which research is conducted and it constitutes the blueprint for the collection, measurement and analysis of data. It includes an outline of what the researcher will do from within the hypothesis and its operational implications to the final analysis of data.
The research design used for the study is descriptive and exploratory design. Descriptive research design includes surveys and fact finding enquires of different kinds. The major purpose of descriptive research is description of the state of affairs, as it exists at present. And in exploratory we try to go deep in to the problem and explore it.
SOURCE OF DATA:
The relevant data has been collected from the primary sources and secondary sources. The primary data is collected by a questionnaire from the employees. For this purpose of data collection, the questionnaire was circulated among the employees to collect information. The secondary data is collected by news paper company journals, magazines websites etc .
QUESTIONNAIRE ADMINISTRATION:
The questionnaire was prepared after counseling with the officer of the HR department and other staff members. The researcher prepared a set of questionnaire. A five point scale “strongly agree to strongly disagree” was used for this purpose.
SAMPLE DESIGN :
A sample of 60 respondents was taken using random sampling. I contacted the executive personally and brief summary of the nature of the study and details in the questionnaire were narrated to them along with that I tried to interact with operation department and hr .
PERIOD OF STUDY: .
The present study had been undertaken for period of 6 weeks, in which it had divided into three stages as such. Stage 1 is of research problem and collection the literature of the topic chosen. Stage 2 is of analysis and interpretations by using different statistical tools.and stage 3 is for findings and recommendations.
STATISTICAL TOOLS USED:
For the purpose of present study I used the following analysis:- percentage analysis
I have worked on both the method used for analysis which includes excel sheet and to come to the conclusion.

Survey

Q1.are you stressed working with NTPC?
a)strongly agree(12.28%) b)agree(29.82) c)cannot say(5.26%) d)disagree(45.61%) e)strongly disagree(7.02%)

Interpretation
Here we see that 45.61% of the employees feel that they are not under stress while working with NTPC .as it is a psu sector there are not pressure
Q2.How often do you say the word “I am busy or I am having hard time” At the work place?

Very often(8.77) often(35.08) RarelyVery(42.10) rarely(10.52) never(3.50)

Interpretation:
As is evident from the chart, majority of the respondents rarely and very rarely(42%) says that they are busy at work place.
Q3You think physical environment problem in the work place cause Stress? ( Temperature, lighting, gases, dust )
Response ( % ) Strongly agree(24.56) Agree(38.59) Cannot say(5.26) Disagree Strongly(22.80) disagree(8.77)

Interpretation:
Opinion of study reveal that, majority of the respondents (38.59%) agree with physical environment (Temperature, Lighting, Gases and Dust) causes Stress.
Q4. You feel time pressure to complete work?
Response ( % )
Strongly agree(12.28) Agree(50.87) Cannot say(10.52) Disagree Strongly(21.05) disagree(5.26

Interpretation:
The finally yet importantly, the question asked about the employees, majority of the employees (51%) of the NTPC agree and strongly agree with above statement.
Q5. Do you feel lack of co-operation in office?
Response ( % ) Strongly agree(10.52) agree(15..78) Cannot say(5.26) disagree (47.36) Strongly disagree(21.05) Interpretation:
As is evident from the chart, majority of the respondents (47%) agree that they do not face lack of co-operation in office remaining (15%) of employees faced lack of co-operation in organization.
Q6. Family problems cause stress?
Response ( % )
Strongly agree(10.52) Agree(29.82) Cannot say(12.28) Disagree(35.08) Strongly disagree(12.28)

Interpretation:
As is evident from the chart, a part of the respondents (29%) agree with family problems causes stress. And majority of respondent(35%) disagree that family problem causes stess
Q7. Do you have problem of BP / sugar / any other health problems?
Response ( % ) strongly agree(8.77) agree(14.03) cannot say(7.01) disagree(38.59) strongly disagree(31.57)

Interpretation:
As is evident from the chart, majority of the respondents (38%) said don’t have health problems like BP, sugar.
Q 8.Physical exercise & yoga reduce the stress?
Response ( % ) Strongly agree(40.35) Agree(47.36) Cannot say(7.01) Disagree (3.5)Strongly disagree(1.75)

Interpretation:
As is evident from the chart, majority of the respondents (47%) agree with above statement that by doing physical exercise & yoga stress will be reduced.
Q9.lack of communication causes stress?
Response ( % )
Strongly agree(21.05) Agree(59.64) Cannot say(5.26) Disagree (14.03)Strongly disagree(0) Interpretation:
As is evident from the chart, majority of the respondents (59%) agree with above statement that
.e. lack of communication causes stress.
Q10.Spending time with your family reduces stress?
Response ( % )
Strongly agree(40.35) Agree(56.14) Cannot say(1.75) Disagree(1.75) Strongly disagree(0)

Interpretation:
As is evident from the chart, majority of the respondents (56%) agree with above statement i.e. spending more time with family reduces stress.
Q11. Improving working conditions, reduces the stress? Response ( % )
Strongly agree(40.35) Agree(56.14) Cannot say(1.75) Disagree(1.75) Strongly disagree(0) Interpretation:
As is evident from the chart, majority of the respondents (56%) agree with improving working conditions in office stress will be reduce.
Q12.Rational allocation of work reduces the stress?
Response ( % )
Strongly agree(29.82) Agree(56.14) Cannot say(10.52) Disagree(3.50) Strongly disagree(0)

Interpretation:
As is evident from the chart, majority of the respondents (66%) agree with rational allocation of work reduces the stress.
Q13.Financial motivations reduce the stress?
Response ( % )
Strongly agree(22.80) Agree(43.10) Cannot say(15.78) Disagree(15.78) Strongly disagree(3.50) Interpretation:
As is evident from the chart, majority of the respondents (43%) agree with above statement i.e. financial motivation reduces the stress.
Q14.Training & Development programs help to cope-up with new technology reduces the stress?
Response ( % )
Strongly agree (26.31)Agree(61.40) Cannot say(5.26) Disagree (5.26)Strongly disagree(1.75) Interpretation:
As is evident from the chart, majority of the respondents (61%) agree with above statement i.e. training and development reduces stress with changes.
Q15.Need for family counseling is required?
Response ( % )
Strongly agree(7.01) Agree(38.59) Cannot say(19.29) Disagree(28.07) Strongly disagree(7.01)

Interpretation:
As is evident from the chart, majority of the respondents (38%) agreed that family counseling is needed to plan and over come the stress.

Q16.does stress is causes because of the work culture existing in NTPC?
Response ( % )
Strongly agree(10.52)Agree(31.57) Cannot say(17.54)Disagree(35.08) Strongly disagree(5.26) nterpretation:
As is evident from the chart, majority of the respondents (80%) disagree with above statement that stress is due to the existing work culture,
Q17.does ntpc efforts to entertain through cultural programme reduces stress?
Response ( % )
Strongly agree(5.26) Agree(59.64) Cannot say(10.52) Disagree(21.05) Strongly disagree(3.50) Interpretation:
As is evident from the chart, majority of the respondents (59%)agree with above statement that ntpc efforts to entertain emoloyees reduces steess

Q18.does your senior behavior causes stress?
Responses%
Strongly agree(8.77) agree(40.35) cannot say(14.03) disagree(31.57) strongly disagree(5.26)

Interpretation
It shows from the chart that employees face stress due to the their senior’s behavior.as we see that 40% of the respondent feel the same.
Q19.does lack of flexibility in the psu sector causes stress?
Responses%
Strongly agree(10.52) agree(35.08) cannot say(19.29) disagree(28.07) strongly disagree(7.01)

Interpretation
In this chart 35%of the respondent feel that there is lack of flexibility which causes stress .generally employees for any decision need approval from their senior as they do have such ease of flexibility.

Q20.introduction of new technology (sap)have helped you to reduce the work load?
Responses%
Strongly agree(12.28) agree(61.40) cannot say(8.77) disagree(14.03) strongly disagree(3.50)

Interpretation
Here we found that due to the introduction of the new technology had reduced the work load .introdution of the sap has helped the employees to perform the work efficiently .

Q21.is the stress due to the reasos that manpower is less and there is an additional workload on the employees?
Responses%
Strongly agree(15.78) agree(54.38) cannot say(8.77) disagree(17.54) strongly disagree(3.50) Interpretation
It is true in NTPC that there is a shortage of manpower which there by has increased the additional work load on the existing employees.here 54% of the respondent agree with the above stated fact.
Q22..is there a lack of motivation and no challenge in your job profile which causes stress?
Responses%
Strongly agree(19.29) agree(28.07) cannot say(8.77) disagree(42.10) strongly disagree(1.75) Interpretation
Here we see that 42% of the employees feel that there is no lack of motivation and they feel that their job is not free from challenges and which makes their profile interesting as well challenging

FINDINGS

The finding of the present revealed the following.

• Most of the respondent fall under low stress category because of job security exists in the psu sector
• There is in significant relationship between stress & demography factors i.e. age, experience & designation. .
• Respondents who fall under the E2A & E5 grade are more stressed in comparison with the other grade. The reason is that 80% of the work is done by the 20% of the employees
• The organization has a very tall structure of stress among hierarchy & this is one of the reasons for employees being stressed.
• There is significant difference of stress among employees working in plant & other departments.
• The employees working in the plant gave a positive response in answering the questionnaire
• there are two questions where 1st one asks that whether there is family problems which causes stress and the other is the whether there is a need for family counseling. The first question have shows the result that majority of respondents says that there is no family problems and the later question responses that the respondents need family counseling .these two question clashes.
• The reason is that employees are divided into two groups married and the bachelors ,so the bachelors do not feel for family counseling as there is no stress .and on the hand employees who are married need so as they are stressed due to family problems.
• Employees are very satisfied here in NTPC the reason is that it has been providing various facilities and ameneties like medical facility ,township facilities,education,entertainment etc
• Employees are not very stressed because there is no fear of firing ,so there is no such burden on them of doing the work ,or we can say there is no hurry in doing their work
• Introduction of the technology has bought a change in working pattern but it has also created a problem as SAP software is still unknown for many people
• As in psu sector politics is actively involved in the working of NTPC .ex –NTPC needs land for extention of the coal belts to make it two way .so the land which it needs from the farmers ,here politician are the intermediates who will try to come into the scenario for their benefit .NTPC cannot directly interact with the farmers.
• There is no proper allotement of designing of work as in case somebody in on leave then the other one in behalf of him has to perform the task, which causes stress .
• Transfer and promotion are not very effective as it mostly depends on the wishes of high authority and our leaders
SUGGESTIONS:
A Small percentage of the employees did have high stress. Person facing stress at the organizational level of lot of psychological problems in the form of decreased motivation, absenteeism low productivity targets not being achieving etc. as a remedy for the above said employees facing stress are advised to attend stress management courses which will help them to build coping strategies and cause out their stress. The stress management cause comprise of a package program consisting of:
• Relaxation
• Positive outlook towards works / responsibilities • Self analysis through personality type tests • Inter personal skill development • Protection yoga cum meditation • Time management • Since T & D job related factors, performance appraisal & job satisfaction were perceived stressful by the employees, the employees should be counseled regarded the matter
• At the individual level the employees could practice a relaxing holiday (where in quality time is spent with the family) every fortnight or month
• Realize excessive use of tea / coffee cigarette is not answer to stress
• Try to get 6-7 hrs of continuous sleep per day

CONCLUSION:
The present study was conducted at NTPC in kahalgaon
The aim was to find the stress levels, personality type of the employees. This was done using a detailed questionnaire. The study revealed that fall under low stress category only a small percentage is highly stressed & needed prevailing in the organization to some extent. At the end of the study, we can conclude that through there are signs of stress among the employees & such stress is affecting their behaviors, it can be controlled & reduced effectively. This can be done by giving counseling & incorporating the suggestions given here in at individual & organization level.

General recommendation

After going through all the details with context to stress management and doing the survey I finally have worked out with these solution to the problem of coping up with the stress:-
Managing stress in the work place
Every 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:
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.
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 Elli’s rational emotive model and Meichenbaum’s 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 vice-versa, 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 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
Stress Management programs
Work schedules
Health promotions programs
Culture
Other programs
Supervision
Institutional 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 organization’s 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:
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.

LIMITATIONS OF STUDY:
1. The sample size chosen is covered only a small portion of the whole population of NTPC, kahalgaon
2. The study is confined to limited period i.e. Six weeks.
3. Accuracy of the study is purely based on the information as given by the respondents.
4.Data collected cannot be asserted to the free from crores, as the sample size restricted to the employees.
5.again it might be possible that employees have given a biases responses and the findings are completely bases on the survey done and interview conducted.
BIBLIORAPHY
Books for reference:
Fred Luthans
: “Organization Behavior” Mc Graw Hill International Stephen P. Robin “Organization Behavior – concept Controversies & Applications”
V. Ashwatha Ramaiah

Websites www.google.123/doc/files/com www.scribid.doc/454546575/com
www.ntpc.com