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A PROJECT REPORT ON A STUDY ON STRESS MANAGEMENT AT BANGALORE CITY CO-OPERATIVE BANK LIMITED
SUBMITTED BY:
GAYATHRI K
(USN: 1TC16MBA15)
SUBMITTED TO
VISVESVARAYA TECHNOLOGICAL UNIVERSITY, BELGAVI
In partial fulfilment of the requirements for the award of the degree of
MASTER OF BUSINESS ADMINISTRATION

Under the guidance of
INTERNAL GUIDE: EXTERNAL GUIDE:
Prof: PAVITHRA S Mr. GANGADHARA.B
Department of MBA General Manager (I/C)
SAIT
Bangalore. BCCB Ltd, Chamarajpet
Bangalore

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Department of MBA& Research
SAMBHRAM INSTITUTE OF TECHNOLOGY
Jalahalli East, Bangalore-560097
(2016-2018)
DECLARATION
I, Gayathri K, hereby declare that a project report on ‘A STUDY ON STRESS MANAGEMENT AT BANGALORE CITY CO-OPERATIVE BANK LIMITED’ prepared by me under the guidance of Pavithra S, faculty of M.B.A Department, Sambhram institute of technology and external assistance by Mr. Gangadhara B, Deputy General Manager, BCCB LTD.

I also declare that this project work is towards the partial fulfilment of the university Regulations for the award of degree of Master of Business Administration by Visvesvaraya Technological University, Belgaum.
I have undergone a project for a period of ten weeks. I further declare that this project is based on the original study undertaken by me and has not been submitted for the award of any degree from any other Institution.

Place: Bangalore Signature of the student:
Date: GAYATHRI K
USN:1TC16,BA15
ACKNOWLEDGEMENT
I wish to take this opportunity to express my sincere gratitude to each and every one to help me in the completion of this work and who are responsible for the knowledge and experience I have gained during the work.

The present work is an effort to throw some light on a study on “A study of stress management at Bangalore city co-operative bank limited”. The work would not have been possible to come to the present shape without the guidance, supervision and help to me by all department of the BCCB LTD. A special thanks to VTU and BCCB Ltd for giving me an opportunity to study about stress management at BCCB LTD.

With deep sense of gratitude, I acknowledge the encouragement and guidance received by my organizational guide, Mr. Gangadhara B. I have great pleasure in to extend overwhelming gratitude to him, for his valuable and prompt guidance without which this work would not have been a successful one.

I convey my heartfelt affection to my internal guide, Mr. Pavithra S who helped and supported me during the course, for completion of the report.

I express my deep gratitude to my dear friends for their co-operation and helping hands, for all that they meant to me during all the times of completion of the study.

Last but not the least, I extend my gratitude towards my parents and grandmother who extended their wholehearted support towards the successful completion of the work.

TABLE OF CONTENTS
CHAPTERS TITLES PAGENOs
Executive Summary CHAPTER 1 INTRODUCTION
INDUSTRY PROFILE
COMPANY PROFILE
PROMOTERS, VISION, MISSION & QUALITYPOLICY
PRODUCT / SERVICES PROFILE AREA OF OPERATION
INFRASTRUCTURE FACILITIES
COMPETITORS INFORMATION
SWOT ANALYSIS
FUTURE GROWTH AND PROSPECTS
FINANCIAL STATEMENT CHAPTER 2 CONCEPTUAL BACKGROUND AND LITERATURE REVIEW
2.1 THEORETICAL BACKGROUND OF THE STUDY
2.2 LITERATURE REVIEW WITH RESEARCH GAP CHAPTER 3 RESEARCH DESIGN
3.1 STATEMENT OF THE PROBLEM
3.2 NEED FOR THE STUDY
3.3 OBJECTIVES
3.4 SCOPE OF THE STUDY
3.5 RESEARCH METHODOLOGY
3.6 HYPOTHESE
3.7 LIMITATIONS
3.8 CHAPTER SCHEME CHAPTER 4 ANALYSIS AND INTERPRETATION CHAPTER 5 FINDINGS, CONCLUSION AND SUGGESTIONS
5.1 SUMMARY OF FINDINGS
5.2 CONCLUSION AND SUGGESTIONS Bibliography Annexure LIST OF TABLES
Table No Particulars Page no’s
Table -4.1 Table showing age of the respondents Table -4.2 Table showing the gender of respondents Table -4.3 Table showing the experience of the respondents Table -4.4 Table showing usual causes of stress in respondents life Table -4.5 Table showing causes problem for respondents at work Table -4.6 Table showing type of situation that causes stress at work Table -4.7 Table showing symptoms of stress for respondents Table -4.8 Table showing financial motivation reduce stress Table -4.9 Table showing job stress Table -4.10 Table showing ambiguous in the workplace causes stress for respondents Table -4.11 Table showing improving working condition reduces the stress Table -4.12 Table showing hard time at the work place for respondents Table -4.13 Table showing respondents lose temper while being stressed at work Table -4.14 Table showing respondents get tensed when unexpected work given at bank Table -4.15 Table showing unexpected level of output affect when employee work under stress Table -4.16 Table showing training and development program helps to face new challenges at workplace Table -4.17 Table showing lack of communication causes stress Table -4.18 Table showing respondents find solution for the problem of stress Table -4.19 Table showing rate the level of respondent job stress Table -4.20 Table showing the number of times respondents exhibit the behaviour state in day Table -4.21 Table showing feeling expressed in the statement Table -4.22 Table showing various factors that causes stress Table -4.23 Table showing to manage stress Table -4.24 Table showing management to lower the stress level among the employees in BCCBL. LIST OF Graphs
Graph No Particulars Page Nos
Graph -4.1 Graph showing age of the respondents Graph -4.2 Graph showing the gender of respondents Graph -4.3 Graph showing the experience of the respondents Graph -4.4 Graph showing usual causes of stress in respondents life Graph -4.5 Graph showing causes problem for respondents at work Graph -4.6 Graph showing type of situation that causes stress at work Graph -4.7 Graph showing symptoms of stress for respondents Graph -4.8 Graph showing financial motivation reduce stress Graph -4.9 Graph showing job stress Graph -4.10 Graph showing ambiguous in the workplace causes stress for respondents Graph -4.11 Graph showing improving working condition reduces the stress Graph -4.12 Graph showing hard time at the work place for respondents Graph -4.13 Graph showing respondents lose temper while being stressed at work Graph -4.14 Graph showing respondents get tensed when unexpected work given at bank Graph -4.15 Graph showing unexpected level of output affect when employee work under stress Graph -4.16 Graph showing training and development program helps to face new challenges at workplace Graph -4.17 Graph showing lack of communication causes stress Graph -4.18 Graph showing respondents find solution for the problem of stress Graph -4.19 Graph showing rate the level of respondent job stress Graph -4.20 Graph showing the number of times respondents exhibit the behaviour state in day Graph -4.21 Graph showing feeling expressed in the statement Graph -4.22 Graph showing various factors that causes stress Graph -4.23 Graph showing to manage stress Graph -4.24 Graph showing management to lower the stress level among the employees in BCCBL. EXECUTIVE SUMMARY
This study is undertaken at ‘The Bangalore City Cooperative Bank Limited’ to study the stress management at bank with special reference to BCCB LTD.

The efficiency of the employees is the most important factor in the growth of any industry. Efficiency of a workforce is co-dependent with the health and inner peace of an employee. Giving more importance to work and less significance to health and family is the main cause behind this workplace stress.
Stress, in the present scenario has become a deep fixed evil which needs to be displaced. Stress itself is a problem which in turn gives birth to a number of problems. There is a terrible need of stress management programmes to relief stress and to reduce its harmful effects.

This research is an effort to study the need of Stress Management Programmes due to increasing dangers of stress under which it becomes difficult for an employee to work. Through various studies, it has been found that those firms which have adopted stress management strategies have gained a competitive edge over other firms as their employees work more efficiently. These days Stress Management Programmes have proven to be an integral part of any industry. This research would definitely be beneficial for the organizations to understand the share they need to spend on stress management programmes so that they can maximize their profit which would also help in generating satisfaction amongst employees and creating an environment which is stress free.

INTRODUCTION
1.1 INTRODUCTION:
An internship is on-the-job training for many professional jobs, similar to an apprenticeship, more often taken up by college and university students during his undergraduate or master degree in their free time to supplement their formal education and expose them to the world of work. Internships offer various occasion to interns during internship programs to expand familiarity in them choose area of work, to find out what they have an importance in an exacting in specific line of business, develop professional network links, build interpersonal skill or get some credit points if it’s a “sandwich course” they are in.
An internship may be compensated, non-compensated or some time to some extent paid. Paid internships is usually the norm in fields like medical and health science, engineering, laws and politics, business, graphic design accounting, banking and 1 finance, information technology, media, journalisms, hospitality and tourisms whereas unpaid Internships are common. At NGO/ Not for-profit organizations and think tanks and are deemed voluntary.
Internships may be part-time or full-time; in general, they are part-time during the academy year and full-time in the summer vacations. They usually last for six weeks to two months, its tenure varies from organisation to organisation, it may be shortening or long based on the organisation for which they intern. Since the 1990’s economic reforms in India, that’s bought a sea change in business and academic culture, internships have found a prominent place in the life of a business and management studies. An increasing presence of multinational companies, rapid economic growth, globalization, individual’s aspirations, urbanization have all influenced the role and desirability of internships.

Many projects are designed in such a way which helps interns to work on live projects and give them prospect which help to apply the theoretical knowledge which they have gained in the four wall of classroom. During internship interns get to see the instantaneous impact of marketing tools and strategies applied by expert which they can apply in future. An interview is a significant opportunity for students to understand experience of commercial world. Every business association have a different interview approach based on the required job contingency.
Student who gone for internship would help him in preparing for an interview at time of recruitment. Now a day customer is king of market therefore it is rightly sad that success of any organization lies in hand of consumer. Data analytics is used by companies to understand consumer behaviour and after understanding consumer behaviour they are in better position to make business decision, this can improve companies existing strategies and plans and policies. Which help organisation to achieves its stated aims and objectives.

1.2 INDUSTRY PROFILE:
A bank is a financial organization then act as an instalment operator for clients and borrowers and advances cash. In few nations, for example, Germany and Japan banks are essential administrators of mechanical enterprise though in different nations such as combined states banks are denied from possessing non-monetary organizations.

Banks plays as a fee agent by leading current account aimed at client spaying cheques drawn by client on the bank and growth checks placed to client’s present record for client instalments by means of other instalment strategies such as transmitted exchange. Banks acquire money by receiving fund deposit on current record, accepting deposit and by securities such as bank receipts and securities. Banks advance money to customers on current record, by making segment credits and by placing assets into appealing commitment securities and distinctive sorts of advancing.

Banks acquire most subsidizes from household and non-monetary organization and loan most finances loaned to families and non-budgetary organization, yet non-banks money lenders give a huge and many cases satisfactory substitute for bank advances and currency showcase stores, money administration trust and other non-bank money related establishment as a rule give a sufficient to banks for loaning saving to banks.

The bank of Hindustan was the important bank to be developed in India in 1770. The prior establishment that embraced saving money business under the British administration were organization houses which carried on managing an account business not withstanding their exchanging exercises and also the modern banking system began with the working bank of England in 1695.

DEFINITION GIVEN BY INDIAN BANKING REGULATION ACT:
The Indian Banking parameter act of 1949 section5(1)(C) describe banking receiving the money from the public for the purpose of lending and repayable on the request of account holder and withdrawal through check DD or potentially other.

CO-OPERATIVE BANK:
Co-operative banks in India have progressed significantly since the upgrade of the agriculture credit co-operation social orders act in 1904. It is an imperative instrument of saving money access to the country masses and is a vehicle for democratization of the Indian budgetary management.

Co-operative banks mobilize deposits and purvey agriculture and rural credit with a wider outreach and act as facilities for uplifting of the weaker section, particularly carrying out of the subsidy programmes for the poor.

ORGANIZATION AND GROWTH OF CO-OPERATIVE BANKS:
Co-operative was started in 1872 at UK. The history of co-operative bank in India is almost nearly to 100 years. This bank is considered as one of the most important constituent of financial system of Indian banking regulation act 1945 and banking laws act 1965. This bank is perceived as substitutes for the money lenders.

The co-operative bank in India began work just about 100 years back. The co-operative bank is a critical constitute of India budgetary framework based on the part appointment to co-operative the desire the co-operative should satisfy their number and the quantity of work places the co-operative bank wok. Despite the fact that the o-agent development began in the west yet the essential of such bank have expected in India is once in a while paralleled anyplace else on the planet. It assumes an imperative part even today in country financing. The matter of the co-operative bank in the urban range additionally has expanded remarkably as of late because of the sharp increment in the quantity of essential co-operative banks.

co-operative banks in India are enrolled under the Co-operative Societies Act. It is additionally enrolled by RBI. They are administered by the saving money direction act 1949 and managing an account laws (co-operative social orders) 1965.

Co-operative bank in India finance rural areas under:
Agricultural
Cattle
Dairy
Hatchery
Personal loan
Co-operative banks in India finance urban areas under:
Own business
Productions
Small scale industries
Loans for consumers
Personal loan
1.3 COMPANY PROFILE:
The ‘Bangalore city co-operative bank’ was the first urban co-operative bank in the country started in 06/04/1907 by sri.k. Ramaswamy and others.

The Bangalore city co-operative bank limited under the co –operative society registration number 314/ cost, dated 08/04/1907 from the register of co-operative societies sir Karnataka and the license was granted by RBLNO: UBD/KA/ 642 dated 11/11/1986 for conducting the ‘Banking business’. The bank has 22 branches along with one administration office and all branches has been computerized under the jurisdiction of Bangalore city co-operative cooperation, Bangalore development authority and Bangalore urban and peripheral areas, the operation of 21th bank throughout Bangalore.

BACKGROUND AND INCEPTION OF THE BANK:
Multistate Co-operative Societies started 1984 defines under sec 3(F) of Co-operative principal’s act as:
Membership of Multi stage co-operative society ought to be intentionally an open with no uncommon, political or religious segregation, to all people who can in a general public other than with institutional enrolment. Singular part ought to appreciate level with privileges of voting one part one vote. Excess of having, if any emerging out of the operation of society has a place with the general public overall and no individual has a claim to the overflow.

NATURE OF THE BUSINESS CARRIED:
At first the bank began as a credit co-agent society in the year 1905 and later changed over as Urban co-operative count on 06/04/1907. The bank began with 150 individuals, initiated share capital of Rs.2727 from them and more over gathered Deposits of Rs.2265 from them and more over gathered Deposits of Rs.2265 from which best in class Rs.4036/- and allotted revenue at 13.02% in the commencement year. Today the total enterprise of the financial institution has crossed Rs.1300.00 crores and now it is set Top Urban co-operative bank of the condition of Karnataka.

The bank is working on the sound standards of co-operation and effectively finished over 100 years of managing an account benefits. The bank is constantly making profit since from the date of its origin and disbursing dividend to its members and further more in ‘A’ Grade Audit order. Visionary and straight forward chiefs on the board and dedicated proficient staffs are responsible for this achievement.

THE BANGALORE CITY CO-OPERATIVE BANK’S NATURE OF THE BUSINESS CARRIED IS AS FOLLOWING UNDER THE POINTS:
Issuing of gold coins
Cash receipts / deposit
Cash withdrawals
Sanction and disbursement of loans
Locker facilities
Updating and issuing of new pass books and cheque books
RTGS facilities
The bank has endorsed certain standards on banking transaction for the benefits of the customers. These norms are given below:
Pass book will be updated within 15-20 minutes
Customers can buy a demand draft within 30 minutes
Nomination facility is made available
Cheque books are issued on demand to depositors
Cash payment given to the customer within 10 minute.

1.4 PROMOTERS:
VISION:
The Bangalore city cooperative Bank believes that every individual from each strata of society needs affordable, relevant and quality banking to fulfil personal aspirations. The vision of the bank is to constantly strive towards meeting this social need by providing world-class infrastructure for cooperative banking.

Providing banking service with a smiling face to make our customer smile.

To mobilize deposits, disburse loans prudently and invest surplus wisely with the involvement of our committed, dedicated and hardworking staff to achieve the best.

MISSION:
To emerge as the best co-operative bank of the country.

To mobilize deposits of Rs.1000 crores and to increase our loans and advances to Rs.800 crores & to increase our branch network to 25 branches in near future.

To implement core banking system to provide state of art banking service to the customers.

QUALITY POLICY:
Bank will exchange mutilated currency notes as per RBI regulation.

Avail nomination facilities to No holders including saving bank A/C and current A/C holders.

Bank will give sanding instruction for the payment of bills, rents, interest, insurances etc.,
Bank provides required and important guidelines to the locker holders.

1.5 PRODUCT / SERVICE PROFILE:
Core banking services
Safe locker facility
Opening of fixed deposits
Telegraphic transfer
Mail transfer
Pay order
Issuing new cheque book, demand draft
Vehicles insurance renewal
Health insurance
E-stamp papers
Buy and sale of securities in the interest of customer
Clearing cheques
Sanctions and disbursements of loans
Social payments in accordance with the internal requirement of the bank
Accident insurance and Health insurance.

AREAS OF OPERATION:
Up to 2009 the bank had the limit to the area of its operations to the city of Bangalore. In the year 2009 the bank has extended its area of operation to the entire state of Karnataka with the permission of Reserve bank of India and of Registrar of co-op societies of Karnataka.

The Bank is having its Administrative office at No.3, pampa Mahakavi Road, Chamarajpet, Bangalore.

Presently bank is having 13 branches operating in prime locations of Bangalore city with own building at Chamarajpet, Indiranagar and has plans to expand its branch network to all the major cities of Karnataka state. For the convenience of the customers and also to provide speedy and satisfactory customer service all the branches are computerized and are functioning in customer friendly morning and evening working hours.
Chamarajpet (Head office branch)
Vijayanagar
R.T. Nagar
Jnanajyothinagar
HRBR layout
Indiranagar
K.R Puram
Shanthinagar
Ramanagara
Mahalakshmi Pura
Yelahanka
Avalahalli
Jayanagar
T. Dasarahalli
Kuvempunagar
1.6 INFRASTRUCTURE FACILITIES:
The Bank has 160*134Sq. feet site. The building is inherent 100*100 Sq. feet of the site. A ground floor and first floor is worked to do the saving money exercises. It is worked for claim utilize. In the ground floor, there is a head office branch of the bank and in the first floor, there is an authoritative office.

The head office of the bank is situated in Chamarajpet. It has 22 branches. All the branches have computer facilities. Every branch has its own particular office which are completely outfitted and all around prepared for smooth furniture of the saving money exercises.

Wellbeing training, safe work practices, arrangements and strategies.

Proper lighting ventilation, drinking water facilities is organized.
The bank also provides nomination facilities:
Saving Bank Account Holder
Current or Existing Account Holder
Safe Deposit Account Holder
Term or Period Deposit Account Holder
Individual or Joint Account Holder
Housing Loan Holder (Return of original documents).

1.7 COMPETITORS INFORMATION:
ICICI BANK:
ICICI Bank (Industrial credit and investment of India) is an Indian multinational banking and financial services company. It was founded in 1994. It has headquarters in Mumbai. Maharashtra, India. In 2014, it was the second largest bank in India in terms of assets and third in term of market capitalization. It offers a wide range of banking products and financial services for corporate and retail customers through a variety of delivery channels and specialized subsidiaries in the areas of investment banking, life. Non-life insurance, venture capital and asset management. The bank has a network of 4,450 branches and 14,404 ATMs in India, and has a presence in 19 countries including India. The number of employees of bank was 74,096 as on 31st march 2017 was 9,726 crores.

AXIS BANK:
Axis Bank was founded in 1993. It is the third largest of the private-sector banks in India offering a comprehensive suite of financial products. The bank has its head office in Mumbai and registered office in Ahmadabad. It has 2,959 branches, 12,743 ATMs, and 9 international offices. The bank has over 50,000 employees and had a market capitalization of 1.0583 trillion (US$16 billion) as on march 31, 2016. It offers the entire spectrum of financial services large and mid-size corporates, SME, and retail businesses. The profit of bank for the financial year 2016-2017 was 9223.

HDFC BANK:
HDFC Bank (Housing Development Finance Corporation) is an Indian banking and financial services company which is established in 1994. Its headquarters is located in Mumbai, Maharashtra. It has 90,421 employees and has a presence in Bahrain, Hong Kong and Dubai. HDFC Bank is India’s second-largest private sector lender by assets. The bank has 4,555 branches and 12,087 ATMs across 2,597 cities / towns as of December 31,2016. It is the largest bank in India by market capitalization as of February 2016. It was ranked 69th in 2016 Brand top 100 most valuable Brands. The profit of HDFC Bank for the financial year 2016-2017 was Rs. 12,296 crores.

Karnataka Bank
Apex Bank
State Bank of India
State Bank of Mysore
Corporation Bank
Syndicate Bank etc.,
1.8 SWOT ANALYSIS:
A scan of internal and external environment is an important part of strategic planning process. Environmental factors to the frim usually can be classified as the strength or weakness and those external to the frim can be classified as the opportunities or threats. Such an analysis of the strategy environment is referred as SWOT analysis.

The SWOT analysis provides information that is helpful in matching the firm’s resources and capabilities to the competitive environment on which it operates. As such, it is on instrumental in the strategy formation.

STRENGTHS:
BRAND NAME:
The Bangalore city co-operative bank has earned a reputation in the market for extending quality services to the market vis-à-vis is competitors. They earned a strong Brand name in co-operative banking.

VAST EXPERIENCE:
The Bangalore city co-operative bank, has a vast experience of 100 years in banking business.

DIVERSIFIED PORTFOLIO:
The Bangalore city co-operative bank has the entire product under its belt, which helps it to extend the relationship with existing customer. The bank has umbrella of services to offer their customers, if once customer has relationship with the bank. Some services, which bank offering are: –
Retail banking
Business banking
Merchant Establishment services
Personal loans & car loans
Insurance
Housing loans.

AGGRESSIVE MARKETING:
The Bangalore city co-operative bank is known for its aggressive marketing of its services. Recent strategy to push its services is, it the sole sponsored of a Kannada music show which is telecasted in colours Kannada channel.

FOCUS ON ALL KINDS OF CUSTOMERS:
The bank targets not only the top of client but even cater to the needs of small customers. Due to this reason the bank may retain good clients effectively.

AGGRESSIVE APPROACH LENDING:
Bank has an aggressive approach in lending. Because of this policy companies prefer this bank when to another nationalized bank.

WEAKNESS:
Limited area of operations
Lack of professional managements
Lack of addition of modern technology
Lack of ATM facility and services.

OPPORTUNITIES:
Scope of development
Introduction of deposits and loan scheme to attract customers.

The bank can make sizeable investment in technology.

Considerable expansion of banking system in a view that large segments of population are yet to be served.

THREATS:
Competition from Foreign and national bank.

The financial sector has been witnessing many changes.

Carious indicators suggest that the competition is increasing.

The pressure on margins due to increased competition on both liability and assets products is affecting the productivity.

The growth of capital market and emergence of mutual funds is posing a threat to the deposit accretion with the Bank.

1.9 FUTURE GROWTH AND PROSPECTS:
Taking permission from RBI to start branches in T. Dasarahalli, Banasavadi K.R. Pura, and Yelahanka.

To rise deposits up to 500 crores and loans and advances up to 370 crores.

To make all branches to core banking facilities and help the customers.

Provide training for employees to acquire more knowledge about the bank work.

The bank wants to increase its operations by setting up its branches all over the Karnataka.

They are planning to enter core banking.

Launching of mobile banking, tele-banking, ATM facility.

Opening of branches at all district head-quarters and minorities concentrated centres.

To increase deposits.

Improve the customer service by adopting latest technology.

1.10 FINANCIAL STATEMENT:
Rs. In Crores
PARTICULARS 31-03-2017 15-09-2017
share capital 82.34 82.35
Reserves and other funds 125.1 125.04
Deposits 1755.07 1758.67
Working capital 192.51 1966.06
Loans and advances 1233.28 1296.79
Investments 660.6 565.65
NET NPA% 3.21 3.21
CRAR% 12.96 12.96
Net profit 18.65 35.22
CONCEPTUAL BACKGROUND AND LITERATURE REVIEW
2.1 THEORETICAL BACKGROUND OF THE STUDY:
INTRODUCTION:
Stress on individual’s ranges from personal day to day life to their organizational activities. Urbanization, industrialization, competition, modernization and increasing scale of operations in the society are causing increasing stresses. People notice stress when they cannot meet up to the environmental expectations and feel a character within themselves.
Consistently increasing rate of psychosomatic and psychological disorders and feeling of prevention and dissatisfaction with life in general reflect the high stress being experienced by the people in the present day world. During last two-decade frequency, strictness and span of psycho-social stress have extremely increased.
The basic reason being the extremely changed physical and socio-cultural environment of the fashionable society and lifestyle of people. People’s life in modern societies has become more demanding, complicated, mechanical and dependent, and running by the clock.
Ever increasing need and aspirations, hard competition, pressures of meeting deadlines and uncertainty of future and weakened social support system have made the life of majority of people highly stressful in modern societies.

The term stress has been derived from the Latin word stringer which means to draw tight. The term used to refer to hardship, strain, adversity or affliction. It was used in the eighteenth and nineteenth centuries to denote force, pressure, strain, or strong efforts with reference to an object or person. Various terms have been synonymously used with stress, viz., anxiety, frustration, conflict, pressure, strain and the like.

Theoretical Background of Stress Management:
Occupational stress is stress involving work related. It occurs when people have responsibilities and demands at work with which they cannot handle, for a variety of reasons. It occurs when there is a mismatch between job expectations and reality. Occupational stress is related to the job place.
Stress is a characteristic factor in any type of vocation or career. At its best, the presence of stress can be a motivator that urges the individual to strive for excellence.
However, excess stress can lead to a lack of productivity, a loss of confidence, and the ability to perform routine tasks.

Classification of stress:
There are four type of stress that occur: Eustress, distress, under stress and over stress.

Eustress is a positive form of stress. This is a motivating type of stress to enable someone to complete a job.

Distress is a bad type of stress that affects people through fear, prevention and sometimes anger.

Under stress occurs when someone is not experience positive stress and it can lead to more problems and products bourdon and hopelessness.

Over stress is the outcome of stress and occurs when someone is being pushed too hard to meet deadlines.

Hyper stress:
When a person is pushed beyond what he or she can handle, they are supposed to be experiencing hyper stress situation. Hyper stress results from being overloaded or overworked. It’s like being stressed out.
When someone is hyper stressed, even little things can trigger a strong emotional response. People who are most likely to suffer from hyper stress may be working mothers who have a multi-task, juggling between work and family constraints or may be people under constant financial strains or people working in fast pace environment and the like.

Hypo stress:
Hypo stress stands in direct opposite to hyper stress. This is because hypo stress is one of those types of stress experienced by person who is constantly bored. Someone in an unchallenging job, such as a factory worker performing the same task over and over will often experience hypo stress. The effect of hypo stress is feelings of restlessness and a lack of inspiration
Effect of Stress:
Excessive stress proves to be harmful for an individual. It ultimately leads to compromised health and loss of productivity. Absenteeism, shirking work responsibilities, arriving late, leaving early, etc., loss of productivity, increase in employee turnover, more of error prone work, memory loss, etc., cribbing, various psychological and psychometric problems, over reacting, arguing, getting irritated, frustration, suicides, deteriorating health, more of accidents, etc., eating disorders, excessive smoking and drinking, insomnias, depression, improper work, delay in completion of job etc. are the outcomes of stress.
Stress experienced by one employee can affect the security of other employees also. Productivity is directly related with the health of an employee. Healthy an employee, higher the productivity and vice-versa. Workplace stress has a significant impact on team performance, employees wellbeing and overall performance of an organization.

Stress Management Programmes:
Banks are amongst the top ten stressed workplaces in India. To increase the productivity and efficiency of the banks, banks have come forward with a number of solutions. Banks are employing Human Resource practitioners to solve these issues.
Human Resource Department has become an integral part of Bank. Human Resource Practitioners are being involved in planning decisions. Banks are implementing various strategies at all the levels so that workplace stress can be eliminated.

Sources of Occupational Stress:
Though occupational stress initially arises from fundamental factors of job and its psycho-physical environment, these factors are not naturally stressors. In fact, personal characteristics of the employee and his cognitive appraisal of the job factors in the framework of his capacity and resources determine the extent of stress he would experience from a job factor or situation.

However, some factors like job insecurity, work overload, demotion, loss of job, extreme heat or cold etc. are likely to cause stress to the majority of employees. The various sources of stress can be classified into four broad categories environmental, organizational, group and individual.
Causes of Stress:
Job stress results from various interactions of the worker and the environment of the work they perform their duties, location, gender, environment, and many other factors contribute to the build-up of stress.

Job stress results from the interaction of the worker and the conditions of work. Views differ on the importance of worker characteristics versus working
conditions as the primary cause of job stress. The differing viewpoints suggest different ways to prevent stress at work.
Differences in individual characteristics such as personality and coping skills can be very important in predicting whether certain job conditions will result in stress. In other words, what is stressful for one person may not be a problem for someone else. This viewpoint underlies prevention strategies that focus on workers and ways to help them cope with demanding job conditions.
In general, occupational stress is caused by a mismatch between perceived effort and perceived reward, and a sense of low control in a job with high demands. Low social support at work and job insecurity can also increase occupational stress. Psychosocial stressors are a major cause of occupational stress.

Occupational Group:
Lower occupational groups are at higher risk of work-related ill health than higher occupational groups. This is in part due to adverse work and employment conditions. Furthermore, such conditions have greater effects on ill-health to those in lower socio-economic positions.
Other Sources of Occupational Stress
McGrath has suggested the following six sources of occupational stress
Task-based stress (difficulty, ambiguity, load, and the like)
Role-based stress (conflict, ambiguity, load, and the like)
Stress intrinsic to behaviour setting (e.g., effect of crowding or under manning and the like)
Stress arising from the physical environment itself (e.g., extreme hot/cold, hostile forces and the like)
Stress arising from social environment in sense of interpersonal relations (e.g., interpersonal disagreement, privacy, isolation, and the like)
stress within the person system which the focal person brings with him to the situation (e.g., anxiety, perceptual style, motivation, experience and the like)
Cooper and Marshall have described following seven categories of the sources of managerial stress
Factors intrinsic to the job Work overload under load, poor physical working conditions, time pressure, having too many decisions to make.

Career development over promotion, under promotion, lack of job security, fear of redundancy, thwarted ambition.

Role in the organization Role ambiguity, role conflict, responsibility for people.

Relationship at work Poor relations with boss, colleagues and subordinates, lack of trust and supportiveness, difficulties in delegating responsibilities.

Organizational structure and climate Lack of effective consultation, restrictions on behaviour, poor communication, no sense of belonging and little or no participation in decision making.

Extra-organizational sources Family problems, conflict of personal belief with that of company, conflict of company with family demands, marriage patterns, relocation and mobility.

Characteristics of the individual Type A personality, extremes of competitiveness, striving for achievement, impatience, haste, hyper alertness, low self-esteem, lack of ability to cope or adapt to stress situation and the like. Srivastava and Singh identified twelve factors which cause occupational stress such as role overload, role ambiguity, role conflict, group pressures, low profitability, under participation, low status, responsibility for people, intrinsic impoverishment, strenuous working conditions, poor relations and powerlessness.

Working conditions:
Although the importance of individual differences cannot be ignored, scientific evidence suggests that certain working conditions are stressful to most people. Such evidence argues for a greater emphasis on working conditions as the key source of job stress, and for job redesign as a primary prevention strategy.

Large surveys of working conditions, including conditions recognized as risk factors for job stress, were conducted in member states of the European Union in 1990, 1995, and 2000. Results showed a time trend suggesting an increase in work intensity.
In 1990, the percentage of workers reporting that they worked at high speeds at least one-quarter of their working time was 48%, increasing to 54% in 1995 and to 56% in 2000. Similarly, 50% of workers reported they work against tight deadlines at least one-fourth of their working time in 1990, increasing to 56% in 1995 and 60% in 2000. However, no change was noted from the period 1995 to 2000 (data not collected in 1990) in the percentage of workers reporting sufficient time to complete tasks.

Workload:
In an occupational setting, dealing with workload can be stressful and serve as a stressor for employees. There are three aspects of workload that can be stressful. Quantitative workload or overload Having more work to do than can be accomplished comfortably.

Qualitative workload:
Having work that is too difficult.

Underload:
Having work that fails to use a worker’s skills and abilities. Workload has been linked to a number of strains, including anxiety, physiological reactions such as cortisol, fatigue, backache, headache, and gastrointestinal problems.
Workload as a work demand is a major component of the Demand- Control Model of Stress. This model suggests that jobs with high demands can be stressful, especially when the individual has low control over the job.

In other words, control serves as a buffer or protective factor when demands or workload is high. This model was expanded into the Demand, Control and Support Model that suggests that the combination of high control and high social support at work buffers the effects of high demands.
As a work demand, workload is also relevant to the job demands and resources model of stress that suggests that jobs are stressful when demands (e.g., workload) exceed the individual’s resources to deal with them.

Workplace Conflict:
Interpersonal conflict among people at work has been shown to be one of the most frequently noted stressors for employees. Conflict has been noted to be an indicator of the broader concept of workplace harassment.

It relates to other stressors that might co-occur, such as role conflict, role ambiguity, and workload. It also relates to strains such as anxiety, depression, physical symptoms, and low levels of job satisfaction.

Techniques for Managing the Stress:
High demand levels load the person with extra effort and work. A new time schedule is worked up, and until the period of abnormally high, personal demand has passed, the normal frequency and duration of former schedules is limited.
Many techniques cope with the stresses life brings. Some of the following ways induce a lower than usual stress level, 104 temporarily, to compensate the biological tissues involved; others face the stressor at a higher level of abstraction.

Autogenic training
Social activity
Cognitive therapy
Conflict resolution
Cranial release technique
Getting a hobby
Meditation
Mindfulness (psychology)
Music as a coping strategy
Deep breathing
Yoga Nidra
Nootropics
Reading novels
Prayer
Relaxation techniques
Artistic expression
Fractional relaxation
Humour
Physical exercise
Progressive relaxation
Spas
Somatic training
Spending time in nature
Stress balls
Natural medicine
Clinically validated alternative treatments
Time management
Planning and decision making
Listening to certain types of relaxing music
Spending quality time with pets
2.2 LITERATURE REVIEW:
Literature review which covers way for an understanding of the areas of research which is already undertaken on the potential areas which are yet to be covered. In this way an attempt has made to a brief survey of the work already undertaken on the field of stress management and employee performance in banking sector.
Mrs. Caral Lopes, Ms. Dhara Kachalia, (2017) they have conducted a study in private and public banks. They have shown that the technological growth has revolutionized the way banking sector works and the competition is globalised now way days because of the economic condition. The level of stress faced by the employees in banking sector is also growing rapidly. The study found that there is a significant relationship between type of the banks, age, gender and education, job, role, interpersonal relationship and Impact of occupational stress. So the banking sector employee should adopt new coping strategies for maintaining good physical and mental condition to improve productivity.
B. kishori ; B. vinothini (2016) the authors have found that productivity of the work force is decisive factor for the success of an organization is concerned. In an age of highly dynamic and competitive world, an employee is exposed to all kinds of stressors that can affect them on all realms of life. The research intended to study the impact of occupational stress on Nationalized Bank employees.
Priyanka Das1, Alok Kumar Srivastav (2015) they have identified that banks must manage people at work to improve physical work environment, If the organizations enhance the psychological well-being and health of the employees, the organizational revenue will increase and there will be employee retention as well. Because of “A Healthy Employee is a Productive Employee”. they concluded that the level of stress among the select public sector banks are found to be limited and if the necessary action taken by the management that will help to relieve the stress of the employees and also help to impact more productive employees that will help the banks to achieve greater heights.
Ementa, Christiana Ngozi (2015) the study looked into the bank secretaries’ perceived causes of stress, its effect on their performance and effective strategies for coping with stress. The study showed that bank secretaries consider most of the work functions as causes of stress in the workplace, and these stressors has great effect on their performance, and have considered a number of factors as effective strategies for coping with occupational stress. This study concluded that bank secretaries experience a lot of work stress as they carry out their administrative and clerical functions in the bank. The study further revealed that gender; work experience and marital status do not significantly affect respondents’ mean rating on causes of stress, effect of the stressors to performance and effective coping strategies. Since stress is unavoidable in work life, it is obvious that bank secretaries must go through a form of stress to accomplish office tasks, efforts towards effective management of stress is paramount.
Dr. P. Kannan ;Suma.U (2015) in order to manage stress the organization has to encourage employee development and embark on training interventions for employees. Training specifically related to policies and policy implementation is a key priority. Stress in banking sector is mostly due to excess of work pressure and work life imbalance the organization should support and encourage taking up roles that help them to balance work and family.
RADHA.G (2014), in the study entitled Occupational Stress among the bank Employees in Tivarurar District of Tamil Nadu, expresses the level of occupational stress among public sector bank employers. The result of the study reveals that the officers and clerical staff experience high level of stress and sub-staff face moderate occupational stress. This study defines that occupational stress to be harmful physical and emotional responses that occur when the requirements of the job do not match the capabilities resources, or needs of the workers.

Dr. Vishal Samartha ;Dr. Mushtiary Begum, et al. (2014) the stress is unavoidable in any occupation and banking is no exception. This study found that factors such as performance pressure; inadequate planning at workplace, change to adaptability; family demands and lack of efficient manpower caused more stress among the bank employees.
Enekwe, Chinedu Innocent ; Agu, Charles Ikechukwu, et al. (2014) they have conducted study based on the statistical calculation, male and female bankers not to differ significantly on their stress management technique. It can be concluded that stress management is not gender sensitive or gender- centric. This means that the problem of stress is both genders sensitive. Furthermore, section of a banker has a significant influence on stress management technique among bank employees in Nigeria banking industry.
ANBAZHAGAN.A ET.AL (2013) Work Stress of Hotel Industry employees in Pondicherry have identified the causes of stress. The type of research is descriptive opinions are qualitative in nature. Most of the respondents have not cleared about their organizational goals and hence there have role conflict. They have found that unachievable deadline is one of the areas where the employee faces stress. Most of the employees feel that the organization is not utilizing their ability properly.

SHUKLA HARISH ; GARG RACHITA (2013) have conducted a study on stress management among the employees of nationalised banks in Indore, observed that most of the employees fear with the point that lack quality in their work sets stress on them. The researchers have explained that this study has exploratory in nature and maximum number of employees in bank has remained in stress. The main causes of stress overloaded, non-achievement of their target of work, family problem, the order of their boss by sacrificing their important home function.

Md. Hasebur Rahman ; Md. Kamruzzaman, et al. (2013) the commercial bank as one the occupational group functions under of high stress. The variables such as long working hour, workload, family sympathy, management pressure, mental depression, and job insecurity perceived stress stressors of commercial bank. Employees wellbeing psychologically and mentally depress if stress prolong over the period of time. Effective job design, healthy working environment, remuneration should be offered to employees to motivate in competitive jobs of commercial bank.
Tatheer Yawar Ali ;Atif Hassan et al. (2013) the bankers are facing high stress in their job and the reasons for this is stress include long working hours, improper reward system, lack of job autonomy, organizational culture, role conflict etc. and the main reason is lack of management support to employees. They can notice a number of symptoms indicating high level stress. If these symptoms are not noticed in early stage, they can cause serious health problems among employees such as depression, heart problems, diabetes etc.
A. Sharmila and J. Poornima (2012) in their study on “employee stress management in selected private banks in Salem” A majority of the employees face severe stress related ailments and a lot of psychological problems. The management must take initiatives in helping employees to overcome its disastrous effect. In an age of highly dynamic and competitive world, employees are exposed to all kinds of stressors that can affect them on all realms of life. The growing importance of interventional strategies is felt more at organizational level.
Khurram Zafar Awan and Faisal Jamil (2012) in their research titled “A comparative analysis: Differences in overall job stress level of permanent employees in Private and Public sector banks. Some variables of public sector employees are more affected whereas for other variable of private sector is more affected, but overall public sector is found to be more stressful.

PATHAK DEEPTI (2012) has examined the understanding between organizational stress, job satisfaction and Perceived Organizational Support in the study Role of perceived organizational support on stress-satisfaction relationship: An empirical study The result of the study shows that Perceived Organizational Support has moderated relationship between both. The study has done on a sample of 200 managers belonging to Private Sector Organizations of Delhi/NCR region. The result has showed that Organizational Role Stress has negatively related with job satisfaction.
Dayo Akintayo (2012) found that working environment is significantly related to worker’s morale and also working environment is significantly correlated with perceived worker’s productivity.
Dr. K. Chandrasekar (2011) found that environmental factors are conducive to work and he also found that factors that affect attitude of employees to work are- interpersonal relationships control over environment, shift, emotional
S. Katyal M. Jain and B. Dhanda (2011) “A Comparative Study of Job Stress and Type of Personality of Employees Working in Nationalized and Non-nationalized Banks” The employees have to face stress and strain at workplace which is responsible for higher neurotic symptoms among them like emotional instability, depressive mood, nervous breakdown, hyper reactivity, over anxiousness, etc.
Nadeem Malik, (2011) the growing importance of interventional strategies is felt more at organizational level. This research intended to study the impact of occupational stress on public and private Bank employees.
Alina Hy (2010) the surveys show that there is no correlation between the demographic characteristics the level of satisfaction.
Bashi.usman et.al (2010) they have analysed the relationship between job stress and job performance. The result has indicated that job stress has negatively correlated with job performance and the researchers find out that job stress significantly reduce the performance of employees. The stress in work environment reduces the intention of employees to perform better in jobs. It can be concluded that stress management is not gender sensitive or gender- centric.

RESEARCH DESIGN
3.1 STATEMENT OF THE PROBLEM:
Stress management are tools, procedures and methods that allows us to take control of problems and make sure that don’t affect the daily routine.

Problem that leads to stress that are specific in nature have different stress management techniques that can be applied to keep in balance and co-ordination.

Beyond a certain point, stress stops being helpful and starts causing major damage to health, mood, productivity, relationships and quality of life.

3.2 NEED FOR THE STUDY:
Improper recognition of work done by employee in the BCC bank
Non availability support from the superiors
Bank employees should not be affect by the work environment
To reduce Communication gap between the employees and managers
Stress has become in today work life. Hence the study has been taken to find out the employee’s awareness regarding stress management at The Bangalore city co-operative bank Limited and what changes that they would like to have
3.3 OBJECTIVES OF THE STUDY:
To identify situations that cause stress among the employees.

To identify the personal factors responsible for causing stress among the employee.

To evaluate current stress level of employee at bank.

To give suitable suggestions to the banking sector to develop stress less working condition among the BCC bank employees.

Identify emotional, physical, and mental effects of stress.

3.4 SCOPE OF THE STUDY:
This study helps to know about the main causes of stress management and also explain how stress affecting the bank employee’s performance and health. This study recognizes some stress management strategies because these strategies helps to manage the stress at BCCBL employees and also helps in growth of employee’s performance.

3.5 RESEARCH METHODOLOGY:
The nature of the research is descriptive as well as observed and it has been conducted by using primary as well as secondary data collected for this purpose. The present research work is an attempt to study in depth of the stress management and its relevance’s in bank employees. The data needed for the study has been collected from the employees through questionnaires and through direct conversation. The sample for the study was selected from ‘The Bangalore city co-operative Bank Limited’.

SAMPLE DETAILS:
SAMPLING METHOD:
The research was made in accordance with the convenience of the employees, so the sample type is convenient sampling.

SAMPLE POPULATION;
There are totally 300 employees working in the BCCBL.

SAMPLE SIZE:
The sample size out of the total population, the sample taken amongst i.e., 50 respondents.

SAMPLE AREA:
The research was conducted at ‘THE BANGALORE CITY CO-OPERATIVE BANK LIMITED’.

TOOLS USED:
Primary data was collected through the questionnaire, and facts are presented in the form of table and graph.

3.7 LIMITATIONS OF THE STUDY:
The present study is limited to many aspects. Providing information about ‘stress management’ is the outcome of various variables. It is not possible to take into consideration each and every aspect in this study.

Due to tight schedule of the employees, they could not spend more time.

The research study is limited to a small sample size.

Some of the information given by the respondents may not be reliable
The study is limited only to employees of BCCBL. Therefore, the results and conclusion of the study is may not be applicable to other banks.

The question that are asked being personal, some of them hesitated to answer it.

Analysis is done on the assumption that respondents have given correct information through the questionnaires.

3.8 CHAPTER SCHEME:
The data is collected and classified in an organized and systematic manners.

The data is collected and classified by random sampling method.

The classified data is tabulated and calculated into percentages.

The data is interpreted for getting results required for the research study.

The tabulated data is shown in the form of Bar charts for better understanding.

ANALYSIS AND INTERPRETATION
Table 4.1: Table showing age of the respondents in year
AGE (IN YEAR) RESPONDENTS PERCENTAGE
16-18 0 0%
19-21 6 12%
22-26 21 42%
30+ 23 46%
TOTAL 50 100%
Graph 4.1: Graph showing the age of the respondents in year

ANALYSIS AND INTERPRETATION:
From the table and graph it was found that, 46% of respondents belong to the age group of 30+ and 42% of respondents belong to the age group of 22-26 respectively. There is less percentage of respondents belonging to the age group of 19-21 and 16-18.
Table 4.2: Table showing the Gender of Respondents
GENDER RESPONDENTS PERCENTAGE
MALE 50 100%
FEMALE 0 0%
TOTAL 50 100%
Graph 4.2: Graph showing the Gender of respondents

ANALYSIS AND INTERPRETATION:
The above table and graph shows the graph; large number of respondents are male. Male respondents are 50 (100%) out of the 50 respondents and in this survey small number of female respondents that is only 0 (0%) out of 50 respondents
Table 4.3: Table showing the Experience of the respondents
EXPERIENCE RESPONDENTS PERCENTAGE
0-2 YEAR 6 12%
3-5 YEAR 21 42%
6-8 YEARS 18 36%
>10 YEARS 5 10%
TOTAL 50 100%
Graph4.3: Graph showing the Experience of the respondents

ANALYSIS AND INTERPRETATION:
From the above table and graph that majority of the respondents about 42% has the experience of 3-5 years, 36% of the respondents has the experience 6-8 years. While 12% of the respondents has 0-2 years of experience and above 10% respondents have greater than 10 years at BCCLB.
Table 4.4: Table showing usual causes of stress in respondent’s life
Usual Causes of Stress RESPONDENTS PERCENTAGE
Job related issues 5 10%
Family issues 4 8%
Friends issues 1 2%
Financial issues 9 18%
Health related issues 1 2%
Balancing both work and family 30 60%
TOTAL 50 100%
Graph 4.4: Graph showing usual causes of stress in respondent’s life

ANALYSIS AND INTERPRETATION:
From the above table and graph it was found that almost 60% of respondents has been balancing both work and family, 18% of respondents has financial issues, 10% of respondents has job related issues. 8% of respondents have family issues, 2% of respondents has friend issue and health related issues.

Table 4.5: Table showing causes problem for respondents at work
STATEMENT RESP NEVER RESP SOMETIMES RESP OFTEN
NOISE 45 90% 5 10% 0 0%
LACK OF FACILITY 49 82% 9 18% 0 0%
CONFLICTS 39 78% 10 20% 1 2%
OVER CROWDING 36 72% 13 26% 1 2%
POOR MAINTENANCE 42 84% 6 12% 2 4%
Graph 4.5: Graph showing causes problem for respondents at work

ANALYSIS AND INTERPRETATION
From the above table and graph it was found that the majority of the respondents about 90% has never got any noise as the cause of problem at work, 84% of the respondent never has poor maintenance, 82% of the respondents never has lack of facility, 78% of the respondents never has conflicts and 72% of the respondents never has overcrowding problem respectively.

Table 4.6: Table showing type of situation that causes stress at work
Type of situation RESPONDENTS PERCENTAGE
Promotion 7 14%
Transfer 13 26%
Peer group pressure 11 22%
Other 19 38%
Total 50 100%
Graph 4.6: Graph showing type of situation that causes stress at work

ANALYSIS AND INTERPRETATION:
From the above table and graph it was found that almost 38% of respondents has responded to other, 26% of respondents has transfer,22% of respondents has peer group pressure, 14% of respondents has promotion.

Table 4.7: Table showing symptoms of stress for respondents
SYMPTOMS RESPONDENTS PERCENTAGE
Lack of confidence 3 6%
Headaches 22 44%
Sickness 9 18%
Anxiety 4 8%
All of these 12 24%
Total 50 100%
Graph 4.7: Graph showing symptoms of stress for respondents

ANALYSIS AND INTERPRETATION:
From the above graph and table, it was found that almost 44% of respondents has headaches, 24% of respondents were the all of these, 18% of respondents has sickness, 8% of respondents has anxiety and 6% of respondents has lack of confidence.
Table 4.8: Table showing financial motivation reduce stress
Financial motivation reduce stress RESPONDENTS PERCENTAGE
Strongly agree 10 20%
Agree 10 20%
Neutral 23 46%
Disagree 3 6%
Strongly disagree 4 8%
Total 50 100%
Graph 4.8: Graph showing financial motivation reduce stress

ANALYSIS AND INTERPRETATION:
From the above table and graph it was found that 46% of respondents are neutral, 20% of respondents has strongly agreed and agreed, 8% of respondents has strongly disagreed and 6% of respondents has disagreed to the opinion that financial motivation reduce stress
Table 4.9: Table showing job stress
Job stress RESPONDENTS PERCENTAGE
Less than a month 19 38%
1-3 month 13 26%
4-6 month 7 14%
6 months 1-year 7 14%
More than1 year 4 8%
Total 50 100%
Graph 4.9: Graph showing job stress

ANALYSIS AND INTERPRETATION:
From the above table and graph it was found that almost 38% of respondents has less than a month, 26% of respondents has 1-3 month, 14% of respondents has 4-6 month and 6months 1-years, 8% of respondents has more than 1 year.

Table 4.10: Table showing ambiguous in the workplace causes stress for respondents
PARTICULARS RESPONDENTS PERCENTAGE
Strongly agree 7 14%
Agree 9 18%
Neutral 23 46%
Disagree 7 14%
Strongly disagree 4 8%
Total 50 100%
Graph 4.10: Graph showing ambiguous in the workplace causes stress for respondents

ANALYSIS AND INTERPRETATION:
From the above table and graph it was found that 46% of respondents are neutral, 18% of respondents has agreed, 14% of respondents has disagreed and strongly agreed and 8% of respondents has strongly disagreed.
Table 4.11: Table showing improving working condition reduces the stress
PARTICULARS RESPONDENTS PERCENTAGE
Strongly agree 7 14%
Agree 9 18%
Neutral 23 46%
Disagree 7 14%
Strongly disagree 4 8%
Total 50 100%
Graph 4.11: Graph showing improving working condition reduces the stress

ANALYSIS AND INTERPRETATION:
From the above table and graph it was found that 46% of respondents are neutral, 18% of respondents has agreed, 14% of respondents has disagreed and strongly agreed and 8% of respondents has strongly disagreed.
Table 4.12: Table showing Hard time at the work place
Hard time at work place RESPONDENTS PERCENTAGE
Very often 9 18%
Often 6 12%
Rarely 26 52%
Very rarely 4 8%
Never 5 10%
Total 50 100%
Graph 4.12: Graph showing Hard time at the work place

ANALYSIS AND INTERPRETATION:
From the above table and graph it was found that 52% of respondents rarely has hard time at workplace, 18% of respondents has very often, 12% of respondents has often, 10% of respondents never has hard time at workplace and 8% of respondents has very rarely.
Table 4.13: Table showing respondents lose temper while being stressed at work
PARTICULAR RESPONDENTS PERCENTAGE
Very often 5 10%
Often 8 16%
Rarely 22 44%
Very rarely 8 16%
Never 7 14%
Total 50 100%
Graph 4.13: Graph showing respondents lose temper while being stressed at work

ANALYSIS AND INTERPRETATION:
From the above table and graph it can be analysed that 44% of the respondents rarely s loses their temper while being stressed at work,.16% has often and very rarely, 14% of the respondents say never respectively.

Table 4.14: Table showing respondents get tensed when unexpected work given at bank
Respondents get tensed when unexpected work is given at bank RESPONDENTS PERCENTAGE
True 10 20%
Partially true 9 18%
False 17 34%
Partially false 14 28%
Total 50 100%
Graph 4.14: Graph showing respondents get tensed when unexpected work given at bank

ANALYSIS AND INTERPRETATION:
From the above table and graph it can be analysed that 34% gets tensed when they are given to do an unexpectedly work at bank, 28% has responded partially false, 20% has responded true, and 18% respondents say partially true and 62% will not get tensed respectively.

Table 4.15: Table showing unexpected level of output affect when employee work under stress
Level of output RESPONDENTS PERCENTAGE
Strongly agree 7 14%
Agree 9 18%
Neutral 22 44%
Disagree 6 12%
Strongly disagree 6 12%
Total 50 100%
Graph 4.15: Graph showing unexpected level of output affect when employee work under stress

ANALYSIS AND INTERPRETATION:
From the above table and graph it was found that 44% of respondents are neutral, 18% of respondents has agreed, 14% of respondents has strongly agreed and 12% of respondents has disagreed and strongly disagreed.
Table 4.16: Table showing training and development program helps to face new challenges at workplace
Training and development program helps to face new challenges at work place RESPONDENTS PERCENTAGE
Strongly agree 15 30%
Agree 9 18%
Neutral 11 22%
Disagree 9 18%
Strongly disagree 6 12%
Total 50 100%
Graph 4.16: Graph showing training and development program helps to face new challenges at workplace

ANALYSIS AND INTERPRETATION:
From the above table and graph it was found that 30% of respondents has strongly agreed that training and development program helps to face new challenges at work place, 22% of respondents are Neutral, 18% of respondents has agreed and disagreed and 12% of respondents were strongly disagreed with this.
Table 4.17: Table showing lack of communication causes stress
Lack of communication causes stress RESPONDENTS PERCENTAGE
YES 34 68%
NO 16 32%
Total 50 100%
Graph 4.17: Graph showing lack of communication causes stress

ANALYSIS AND INTERPRETATION:
From the above table and graph it is found that 68% of respondents feels that lack of communication causes stress and 32% of respondents says No.

Table 4.18: Table showing respondents find solution for the problem of stress
Find solution for problem of stress RESPONDENTS PERCENTAGE
Frequently 9 18%
Occasionally 13 26%
Never 28 56%
Total 50 100%
Graph 4.18: Graph showing respondents find solution for the problem of stress

ANALYSIS AND INTERPRETATION:
From the above table and graph it is found that 56% of respondents are never, 26% of respondents are occasionally and 18% of respondents are frequently.

Table 4.19: Table showing rate the level of respondent’s job stress
PARTICULARS RESPONDENTS PERCENTAGE
Mild 4 8%
Moderate 8 16%
Severe 9 18%
Extreme 29 58%
Total 50 100%
Graph 4.19: Graph showing rate the level of respondent’s job stress

ANALYSIS AND INTERPRETATION:
From the above table and graph it is found that 58% of respondents are extreme, 18% of respondents are severe, 16% of respondents are moderate and 8% of respondents are mild.
Table 4.20: Table showing the Number of times respondents exhibit the behaviour state in a day
STATEMENT RESP NEVER RESP SOMETIMES RESP ALWAYS
Angry 34 68% 12 24% 4 8%
Relaxed 32 64% 13 26% 5 10%
Irritable 32 64% 15 30% 3 6%
Depressed 37 74% 12 24% 1 2%
worthless 39 78% 10 20% 1 2%
satisfied 36 72% 9 18% 5 10%
Exhausted 34 68% 14 28% 2 8%
Impatient 37 74% 12 24% 1 2%
Bored 37 74% 12 24% 1 2%
worried 41 82% 8 16% 1 2%
Graph4.20: Graph showing the Number of times respondents exhibit the behaviour state in a day

ANALYSIS AND INTERPRETATION:
From the above table and graph it was found that the majority of respondents about 68% never exhibits the state of angry in a day, while 64% of the respondents were never relaxed and exhibits irritable,74% were never depressed,78% of the respondents were feeling worthless,72% of the respondents were never satisfied, 68% of the respondents were never feeling exhausted, 74% of the respondents were never bored and impatient.82% of the respondents were never feeling worried respectively.
Table 4.21: Table showing feeling expressed in the statement
STATEMENT RESP NEVER RESP SOMETIME RESP ALWAYS
comfortable in completing the tasks when there are no deals 40 80% 7 14% 3 6%
Relax and calm at work 33 66% 15 30% 2 4%
Difficult tasks disturb peace of mind 32 64% 18 36% 0 0%
Setting time limit puts under pressure to complete the task 34 68% 13 26% 3 6%
Frequently changing situations are irritating 31 62% 15 30% 4 8%
Conflicting situations are difficult to handle 40 80% 10 20% 0 0%
Feel comfortable when there is less work to be done 37 74% 11 22% 2 4%
Graph 4.21: Graph showing feeling expressed in the statement

ANALYSIS AND INTERPRETATION:
From the above table and graph it was found that 80% of respondents are never comfortable in completing the tasks when there are no deals, 66% of respondents says that they never feels relax and calm at work, 64% of respondents never has difficult tasks disturb peace of mind, 68% of respondents never has setting time limit puts under pressure to complete the task, 62% of respondents says that they never get irritated by changing situation frequently, 80% of respondents says that they never get conflict situation are difficult to handle, 74% of respondents says that never feel comfortable when there is less work to be done.

Table 4.22: Table showing various factors that causes stress
STATEMENT RESP NEVER RESP SOMETIME RESP ALWAYS
Family and friends complain that don’t spend time with them due to the heavy demands of my work role. 41 82% 8 16% 1 2%
values match with what have to do at work 42 84% 7 14% 1 2%
Needed training and preparation to do my work properly 36 72% 11 22% 3 6%
Employees don’t give time and attention to role requirements 34 68% 14 28% 2 4%
other interests which remains neglected because don’t get time to attend to these. 36 72% 13 26% 1 2%
Graph 4.22: Graph showing various factors that causes stress
ANALYSIS AND INTERPRETATION:
The above table and graph it shows that 82% of respondents says that they never got any complains that don’t spend time with friends and family, 84% of respondents says never for values match with what have to do at work, 72% of respondents say that they never need training and preparation to do their work properly, 68% of respondents says never, 72% of respondents says never neglected other interests.

Table 4.23: Table showing to manage stress
To Manage Stress RESPONDENTS PERCENTAGE
Play games 9 18%
Read a book /Magazine 26 52%
Exercise 6 12%
Listen to music 5 10%
Chatting with friends 2 4%
Other 2 4%
Total 50 100%
Graph 4.23: Graph showing to manage stress

ANALYSIS AND INTERPRETATION:
From the above table and graph it was found that 52% of respondents are reading a book / magazine, 18% of respondents are playing games, 12% of respondents are doing exercises, 10% of respondents were listens to music and 4% of respondents were chatting with friends and others.so majority of respondents reads a book or magazine to manage stress.
Table 4.24: Table showing management to lower the stress level among the employees in BCCLB
PARTICULARS RESPONDENTS PERCENTAGE
Increased salary 21 42%
Recruit helpful staff 2 4%
Training program 21 42%
Reduce work load 5 10%
Other 1 2%
Total 50 100%
Graph 4.24: Graph showing management to lower the stress level among the employees in BCCLB

ANALYSIS AND INTERPRETATION:
From the above table and graph it was found that 42% of respondents has increased salary and training program, 10% of respondents has reduced work load, 4% of respondents has recruit helpful staff and 2% of respondents are others.
FINDINGS, CONCLUSION AND SUGGESTION
5.1 Summary of findings:
The majority of respondents about 46% belongs to the age group of 30+ and 42% belongs to the age group of 22-26 at BCCBL.

From the analysis it is found that 100% of the respondents are Male at BCCBL
Almost all the respondent about 42% has 3-5 years and 36% of the respondents has 6-8 years of work experience at BCCBL
From the analysis it has been found that about 60% of the respondents has been balancing both work and family.

Almost 90% of the respondents never has any noise as the cause of problem at work and 84% of the respondents never has poor maintenance.

From the analysis it is found that about 38% of the respondents has responded to other stress.
Almost 44% of the respondents has headaches at BCCBL.

46% of the respondents are neutral and 20% of the respondents has strongly agreed that financial motivation reduce stress.

The majority of the respondents of about 38% has stress less than a month at BCCBL.

About 46% of the respondents are neutral and 18% of the respondents has agreed that ambiguous in the workplace causes stress.
It is found that about 18% of the respondents has agreed that improving working condition reduces stress.
From the analysis it was found that about 52% of respondent’s hard time at workplace
Almost 44% of the respondents rarely loses their temper while being stress at work
It is found that about 44% of the respondents were neutral and 18% of the respondents has agreed that unexpected level of output affect when employee work under stress.

Almost 30% of the respondents has strongly agreed that training and development program helps to face new challenges at workplace.

The majority of the respondents about 68% feels that lack of communication causes stress at BCCBL.

About 565 of the respondents has never tried to find their solutions or the problem of stress.

From the analysis it is found that about 585 of the respondents at BCCBL has extreme job stress.

Majority of about 68% of the respondents never exhibits anger, about 64% were never relaxed and72% were never satisfied and 74% were never depressed, and 74% were never bored at BCCBL.

It is found that about 80% of the respondents were never comfortable in completing the task when there are no deals and 66% were never calm and relaxed at work.
About 82% of the respondents says that they never got any complain that they don’t spend time with friends and family due to the heavy demands of work role and 84% of the respondents says never for values match with what have to do at work.

Majority of respondents about 52% reads books and 18% of the respondents were playing games to reduce stress at BCCBL.

From the analysis it is found that about 42% of the respondents requires increased salary and training program at BCCBL.
5.2 CONCLUSION AND SUGGESTION:
SUGGESTION:
There must be proper training process in bank so that employees can easily access which each and every job when job rotation takes place.

The key person in bank has to see to the efficiency of the employee and must assign the work.

There must be hike in pay-package once in a while according to the ability, qualified, workload and experienced employees.

The employee has to be identified by his work at bank and have to hike the pay, if not it leads a way to indirect means of stress.

Performance must be evaluated properly by the key person and the employee have to be promoted.

Unplanned, unexpected work must be avoided by a key person at bank to the employee.

Training programs should be conducted from time to time so that an employee does not get bored from their job.

As banking job is monotonous, it must be interesting when some entertainments, trips, celebrating functions at the work place, so that employees will be refreshed to work.

Bank should try to adopt certain measures to enhance team spirit and co-ordination among the employee.

The workload in the bank should be reduced so that the employees will not be stressed and can give their best at work.

There must be supportive staff at bank so that the employees can be more focused to achieve the settled target.

There should be a tea break, once in a while break in between their work, so that the employee won’t be stressed and the work performance will automatically increase.
Once when all the suggestion is taken into account the employee will be more satisfied person at their work.

CONCLUSION:
Stress is something that happens in our daily lives and is usually associated with a particular event such as work, family or other responsibilities. There are many situations that we can’t control but there are ways to control how we deal with certain situations. Effective stress management is something that our lives can go a little more smoothly.
Stress management is as simple as taking a walk. It was being proven that physical activities would improve a person’s mental health, help with depression, and relieve the side effects of stress. This makes a person’s heart rate increase and will be more likely to be affected by stress. It is vital that stress management techniques are implemented into our daily lives. Coping with stress is an individualized task and one method over another may not be superior. A person that is stressed takes so much away from his or her health and performance levels.

Employees at bank are too much stressed with their job with heavy workload, so the employees expect some refreshing events to add up in their work place like entertainment, trips, tea breaks, intervals once in a while during lumps of work. Accordingly, the employees expect hike in their salary from their worth performance. But even then the employees are very co-operative and have a very good high regard and respect towards the bank’s image and its future.

Finally, I would like to conclude by saying that this project worked has given immense knowledge about the functioning of government sectors. It’s a great advantage to have good insight about such bank before the end of the course. My suggestions are properly honoured and accepted by bank. This has satisfied me to a greater extent and at the same time I am motivated to carry out such projects in future which would enhance my career and the bank as well.

BIBLIOGRAPHY:
IJIRSTV2112133- A study on work stress among bank employees in state bank of India with reference to Tiruchirappalli
Sushma Rani PhD scholar -Effects of job stress on employee retention: A study in context of Indian Industries
Sharmila et al./Elixir Inter. Busi. Mgmt.42A (2012) 6555-6558
Google scholar
www.investopedia.comwww.rbi.org.inwww.Bangalorecitycooperativebank.co.inwww.bccbl.co.inwww.bankingawareness.comANNEXURES
PROFIT AND LOSS STATEMENT AS 0N 31/03/2015
EXPENDITURE AMOUNT INCOME AMOUNT
INTEREST ON DEPOSITS 1,16,11,52,454.19 INTEREST ON DEPOSITS 2,59,313.00
ESTABLISHMENT ACCOUNT 15,16,85,428.00 INTEREST PROVISION 7,56,44,345
ADMINISTRATIVE EXPENSES 1,15,89,594.02 SERVICE TAX PAID –
DIRECTOR 9,78,493.00 INTEREST ON LOANS 1,26,94,51,083.00
OTHER EXPENNDITURE 37,52,52,996.18 PENAL INTEREST RRECEIPT 41,58,336.00
COMPUTER EXPENSES 28,74,358.00 INTEREST ON INVESTMENT 36,27,37,506.55
PROVISION 12,10,49,608.00 RENT RECEIVED (DAMAGE CHARGES) 17,350.00
INSURANCE AND TAX 1,23,80,848.00 OTHER ITEMS 29,39,65,676.92
DEPRECIATION 1,27,62,101.00 OTHER ENTRANCE FEE 4,033.00 NET PROFIT 15,65,03,697.08 TOTAL 2,00,62,33,610.47 TOTAL 2,00,62,33,610.47

PROFIT AND LOSS STATEMENT AS 0N 31/03/2016

EXPENDITURE AMOUNT INCOME AMOUNT
INTEREST ON DEPOSITS 1,33,90,55,358.49 INTEREST ON DEPOSITS 77,584.00
ESTABLISHMENT ACCOUNT 16,68,72,138.00 INTEREST PROVISION 5,86,16,060.00
ADMINISTRATIVE EXPENSES 1,25,79,004.07 SERVICE TAX PAID 12,76,592.81
DIRECTOR SITTING FEE 11,96,000.00 INTEREST ON LOANS 1,38,31,27,302.97
OTHER EXPENNDITURE 44,60,61,555.26 PENAL INTEREST RRECEIPT 27,70,581.00
COMPUTER EXPENSES 52,05,736.04 INTEREST ON INVESTMENT 42,71,53,790.34
PROVISIONS 7,93,91,668.00 RENT RECEIVED (DAMAGE CHARGES) 12,600.00
INSURANCE AND TAX 1,36,30,597.00 OTHER ITEMS 36,50,67,353.57
DEPRECIATION 93,86,341.80 OTHER ENTRANCE FEE 43.00 ATM CHARGES 4,64,205.64 NET PROFIT 16,42,59,217.39 TOTAL 2,23,81,01,864.69 TOTAL 2,23,81,01,864.69
BALANCE SHEET AS ON 31/03/2015
CAPITAL AND LIABILITIES 2014-15 AMOUNT ASSETS 2014-15 AMOUNT
SHARE CAPITAL 58,65,28,12.00 CASH ON HAND 4,88,59,938.00
RESERVES & SURPLUS 97,90,67,911.30 CASH AT BANK 51,74,78,249.82
DEPOSITS 12,80,16,16,010.11 INVESTMENTS 4,97,17,04,743.00
SUSPENCE ACCOUNTS 1,46,73,386.09 LOANS & ADVANCES 8,95,56,98,152.88
INTEREST PAYABLE ON DEPOSITS 6,14,14,809.00 OTHER ASSETS 53,53,96,256.53
OTHER LIABILITIES 50,10,70,758.15 FURNITURE & FIXTURES 3,46,29,910.69
BRANCH ACCOUNTS 4,96,08,52,327.66 BULDING COST 3,05,49,541.07
NET PROFITS 2014-15 15,65,03,697.08 GENERATOR COST 8,00,237.40
VEHICLE COST 10,75,193.40
COMPUTER COST 38,30,477.74
BRANCH ACCOUNTS 496,14,00,323.86
CLEARING SUSPENSE 3,03,997.00
TOTAL 20,06,17,27,021.39 TOTAL 20,06,17,27,021.39
BALANCE SHEET AS ON 31/03/2016
CAPITAL AND LIABILITIES 2015-16 AMOUNT ASSETS 2015-16 AMOUNT
SHARE CAPITAL CASH ON HAND 7,74,14,865.00
RESERVES & SURPLUS CASH AT BANK 56,61,82,668.20
DEPOSITS INVESTMENTS 6,48,22,94,597.17
SUSPENCE ACCOUNTS LOANS & ADVANCES 9,96,20,14,391.87
INTEREST PAYABLE ON DEPOSITS OTHER ASSETS 62,59,67,503.93
OTHER LIABILITIES FURNITURE & FIXTURES 3,30,48,993.93
BRANCH ACCOUNTS BULDING COST 6,23,85,993.07
NET PROFITS 2015-16 GENERATOR COST 6,89,235.40
VEHICLE COST 5,01,580.80
COMPUTER COST 38,17,531.74
BRANCH ACCOUNTS 650,58,61,019.24
TOTAL TOTAL 24,32,01,78,380.35
QUESTIONNAIRE ON STRESS MANAGEMENTAT BCCBL:
Name (optional): Role & Designation:
Department:
I am Gayathri. K pursuing MBA at Sambhram Institute of Technology, Bangalore. This is a survey conducted as part of curriculum in partial fulfilment of the PG under the university of VTU. The information given by you will be used purely for academic purpose and will be kept confidential. I will be very much obliged if you spare sometime for answering the following questions.

What age group do you belong to?
16-18 19-21 22-26 30+
Gender: Male Female
C. Work experience
0-2year 3-5year 6-8years >10years D. What are the usual causes of stress in your life?
Job related(work) issues Family issues Friends issue Financial issues Health related issues
Balancing both work and family
Do any of the following cause problems for you at work? (?)
Statement Never Sometimes Often
Noise Lack of facility Conflicts Over crowding Poor maintenance What type of situation that causes you stress at work?
Promotion Transfer Peer group pressure Other
When you feel stressed, do you feel any of the following symptoms?
Lack of confidence Headaches Sickness Anxiety attacks All of these
Does financial motivation reduce stress?
Strongly agree Agree Neutral Disagree strongly disagree
How long have you had this particular job stress?
Less than a month1-3 months 4-6 month 6 months 1-year More than 1 year
Do you think ambiguous in the workplace causes you stress?
Strongly agree Agree Neutral Disagree strongly disagree
Improving working condition reduces the stress?
Strongly agree Agree Neutral Disagree strongly disagree
How often do you say the word I am busy or I am having hard time at the work place?
Very often Often Rarely Very rarely Never
Do you lose your temper while being stressed at work?
Very often Often Rarely Very rarely Never
When you are given work unexpectedly at bank, do you get tensed?
True Partially true False Partially false
Does your level of output affect when you work under stress?
Strongly agree Agree Neutral Disagree strongly disagree
Training and development programmes helps to face new challenges at workplace?
Strongly agree Agree strongly disagree Disagree Agree nor disagree
Do you think lack of communication causes stress?
YesNo
How often do you try to find solution for the problem of your stress?
Frequently OccasionallyNever
How would you rate the level of your job stress?
Mild Moderate SevereExtreme
Check the number of times you exhibit the behaviour state in a day?
S.NO STATEMENT Never Some time in a day Always
Angry Relaxed Irritable Depressed Worthless Satisfied Exhausted Impatient Bored Worried Read each statement and indicate how often you have the feeling expressed in the statement. Indicate your response by putting a tick mark: (?)
S. STATEMENT Never Sometime in a day Always
1. I am comfortable in completing the tasks when there are no deals 2. I remain relax and calm at work 3. Difficult tasks disturb my peace of mind 4. Setting time limit puts you under pressure to complete the task 5. Frequently changing situations are irritating 6. Conflicting situations are difficult to handle 7. I feel comfortable when there is less work to be done Read each statement and indicate how often you have the feeling expressed in the statement in relation to your role in the organization. (?)
S.N STATEMENT Never Sometime Always
1. My family and friends complain that I do not spend time with them due to the heavy demands of my work role. 2. My values match with what I have to do at work 3. I need more training and preparation to do my work properly 4. Other employees do not give time and attention to my role requirements 5. My values match with what I have to do at work 6. I have various other interests which remains neglected because I do not get time to attend to these. How do you manage stress?
Play games Read a book / magazineExercise (yoga, Meditation) Listen to music
Chatting with friends Other (please specify)
___________________________________________________________________________________
___________________________________________________________________________________
Suggestion for management to lower the stress level among the employees in BCC bank?
Increased salary Recruit helpful staff Training Programs Reduce work load other (Please specify)
2046606622935***THANK YOU***
00***THANK YOU***
_______________________________________________________________________________________
_______________________________________________________________________________________

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