DECLARATION

I hereby declare that this project STRESS MANAGEMENT PRACTICES

WITHIN COMPANIES is original work by him for the award of partial fulfillment of
the degree of MASTER OF BUSINESS ADMINISTRATION in HUMAN
RESOURCE MANAGEMENT to "VIDYASAGAR UNIVERSITY Mednipore
BENGAL INSTITUTE OF BUSINESS STUDIES 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.

Debmalya Bhattacharjee
 ACKNOWLEDGEMENT

I am thankful to Prof. Deepak Bhattacharya, Principal of Bengal Institute of Business

Studies, and my internal guide Prof Tapati Nandi, who constant guidance had given very
valuable suggestions in completing my project successfully.

I would like to express my deep sense of gratitude Sri Rajesham Sir, Officer (HR). My
project guide who guide me precisely and without his timely instructions his report would
not have seen light.

I am also grateful to all the Executives and staff of the NTPC, Ramagundam, for having
me an opportunity in their organization to carry on my project work & their support in
bringing out this case study successfully.

Debmalya Bhattacharjee
 CONTENTS

Chapter-1 : Introduction 6-28

Introduction of Stress
Organizational Stress
Sources of Stress
Consequences of Stress
Management of Stress

Chapter-2 : Organization Profile 29-42

Chapter-3 : Data Analysis & Interpretation 43-60

Chapter-4 : Findings and Suggestions

Conclusions 61-63

Chapter-5 : Questionnaire Bibliography

64-68
 INTRODUCTION

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 mankinds
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.

In the figure below it can be seen that the magnitude of stress emanating from the
stress to learner limit of the individual to handle these stress. This indicates a balanced
state.
ORGANIZATION-INDIVIDUAL NORMAL INTERACTION PATTERN
S.T.L STRESS TOLERANCE LEVEL

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

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.

Pestonjee has also developed a model to explain how we cope with stress
reactions. It is called the BOUNCE model because the behavioral decomposition taking
place due to stress tense to get reflected in interpersonal reactions. The reactions are
received & analyzed by the environment, which in turn, bounce back signals to the
individuals to bring about a change either at the orgasmic level or at the response level.

THE BOUNCE MODEL

STRESSORS

BORNOUT STRESS SYNDROME (BOSS):-

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

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

FUEL SHORTAGE STAGE:-

This stage can be identified as composed of the value feelings of loss, fatigue and
confusion arising from the individuals overdraws on reverses of adaptation energy.
Other symptoms are dissatisfaction, inefficiency, and fatigue and sleep disturbances
leading to escape activate such as increased eating, drinking & smoking.

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

HITTING THE WALL STAGE:-

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

TYPES OF STRESS:-
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 neustress. For example, one produces neustress in order to breath, work.
Stress is through of in negative terms. It is thought to be caused by
something bad (for example the boss gives a formal reprimand for poor
performance). It the stress response is unfavorable and potentially disease
producing, this is known as distress. Constant worry in a susceptible
individual can lead to ulcers.

If the stress response is favorable and results 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 I.
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 employees skills and experiences obsolete in a
very short period of time. Technological uncertainty therefore is a third type of
environmental factor that can cause stress. Computers, robotics, automation and other
forms of technological innovations are threat to many people and cause them stress.

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 persons job. They include the design of the
individuals job working conditions, and the physical work layout.

Role demands relate to pressures placed on a person as a function of the particular

role he or she plays in the organization. Role overhead is experienced when the
employees is expected to do more than time permits.

Role ambiguity is created when role expectations are not clearly understood and
employee is not sure what he / she is to do.

Interpersonal demands are pressures created by other employees. Lack of social

support from colleagues and poor.

Interpersonal relationships can cause considerable stress, especially among

employed with a high social need.

Organizational structure defines the level of differentiation in the organization,

the degree of rules and regulations, and where decisions are made. Excessive rules and
lack of participation in decision that affect an employee are examples of structural
variables that might be potential sources of stress.

Potential sources Consequences

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 dont 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 organizations 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
arent at the front door when they arrive at work.

Economic problems:
 Economic problems created by individuals overextending their financial resources
are another set of personal troubles that can create stress for employees and distract their
attention from their work.
 CAUSES OF STRESS

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

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

Extra organizational stressors:

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

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

MACRO-LEVEL ORGANIZATIONAL STRESSORS:

POLICIES
Unfair, arbitrary performance reviews.
Rotating works shifts.
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 others,
they are much better off. It this type of social support is lacking for an individual,
it can be very stressful.
3. Intra-Individual, interpersonal & inter-group conflict:-
Conflict is very closely conceptually or hostile acts between associated with in
compatible or hostile acts between intra-individual dimensions, such as personal
goals or motivational needs / values, between individuals within a group, &
between groups.

INDIVIDUAL STRESSORS:
In a sense, the other stressors (Extra organizational, organizational, & Group
stressors) all eventually get down to the individual level. For example, role conflict,
ambiguity, 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 persons well being. According to a research

conducted, it revealed that stress could create
changes in metabolism, increase heart and breathing rates, increases blood
pressure bring out headaches and induce heart attacks.

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.
 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 Ellis rational emotive model and
Meichenbaums cognitive strategy fir modification have been used as an individual
strategy for reducing job stress.
COUNSELING:
Personal counseling help employees understand and appreciate a diverse
workforce, the holistic approach adopted by the counselor gives him a comprehensive
view of the employee as client and enable him to deal the issues of work related problems
in a larger context with his awareness of the inter-relationship among problems in
adjustment with self, other and environment and that a work concern will effect personal
life and 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 organizations culture can also used to help to manage stress. The
organization should strive to foster a culture that reinforces a healthy mix of work and
nonworking activities.
Finally, supervision can play an important institutional role in overload. In managing
stress. A supervisor is a potential manager source of overload. If made aware of their
potential for assigning stressful amounts of work, supervisors can do a better job keeping
workloads reasonable.

COLLATERAL PROGRAMS:
 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.

Chapter 2

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
 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. There after, 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. Ramagundam Super Thermal Power
Station (RSTPS) 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. NATIONAL
THERMAL POWER CORPORATION LTD was formed in 1975; NTPC Ramagundam unit
with approved capacity of 260MW and installed capacity of 21OOMW is the largest Thermal
Power plant powering South India's growth. Ramagundam unit of NTPC credited with first ISP
14001 certified Super Thermal Power Station in our country.

NTPC a front runner in the Indian Power sector in one of the larges & 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 2100 MW Ramagundam Super Thermal Project is located in Karimnagar District of
Andhra Pradesh to the South of river Godavari. The project is linked to the south Godavari Coal
field or the Singareni Collieries.

NTPC ACTIVITIES:
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.

OBJECTIVES 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

CORE VALUES (COMIT)

Customer focus.
Organizational pride.
Mutual Respect and Trust.
Initiative and speed total quality.
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.

DISTRIBUTION OF POWER OF NTPC RAMAGUNDAM

S.No State Distributed Percentage

Capacity (MW) (%)

1. Andhra Pradesh 580 27.619

2. Tamil Nadu 470 22.381

3. Karnataka 345 16.429

4. Kerala 245 11.667

5. Goa 100 4.762

 6. Pondicherry 50 2.381

7. Unallocated 310 14.762

PERFORMANCES:
NTPC stations & the NTPC manage Badarpur station has been accredited with ISO
14001 for sound environment management system & practices.

FINANCIAL PERFORMANCE:
NTPC recorded a provisional turnover of Rs.30000 crores during 2004-05 as against
Rs.25184 crores during 2003-04. The provisional net profit after tax for 2003-04 is Rs.4905
crores, as compared to Rs.5500 crores last year. The provisional Return on Capital Employed
(ROCE) and Return on Net worth (RONW) are 12.31 % and 14.13% respectively for the year
2004-05. An interim dividend of Rs.400 Crores has been paid to the Government for 2003-04.

The total out standings as on 31.10.2005 stood at Rs 26078.96 crores including a

principal amount of Rs.16049.55 crores.

STATION HIGH LIGHTS:

Record haulage of coal in single day of 78,720 MT on 29 June 1998 Asian record.
Station recorded highest loading factor of 99.4% for the yr 1999 2000
Continuous run or VI unit (500MW) for 406 days, third best in the world.
Ramagundam 500MW unit-7 (stage-III) has successfully completed one year of
commercial operation on 25.03.06 without any tube leakage. The unit generated
3802.492 MUs @ a PLF of 86.81%. Considering the loss of generation of 297 MUs due
to backing down, the deemed, PLF is 93.590/0. The unit also has achieved a continuous
run of 97 days without tripping in the first year of operation itself.
Ramagundam station achieved 47.94% (18.63 LMT) of Ash utilization during the
financial year against the target of 47% (18.20 LMT).
Ramagundam & Simhadri were recommended for commendation certificate for storage
commitment to Excel by G1II.
Ramagundam bagged Innovative safety practices award for the year 2005 from
institution of Engineers.
Ramagundam station bagged Best Management award from Govt. of AI fur the year
2004-05.
NTPC Ramagundam bagged golden shied for the financial years 2000-01, 2001-02,
2002-03 and 2003-04 for outstanding performance in power generation.
Installed capacity of NTPC Projects:

Projects No. of Projects Commissioned Capacity (MW)

NTPC OWNED 13 19,980
COAL 07 3,955
GAS/LIQ.FUEL
ONED BY JVCs
COAL 3 314
GRAND TOTAL 23 24.249

Capacity power plant under JV with SAIL

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 II
Phase I 1500 MW
Phase II 1000 MW

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 un audited
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 & Poors 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.

NTPC RAMAGUNDAM
 The foundation stone for RSTPS was laid on 14-11-1978 by Sri. Morarji Dessai then
Prime minister of India.
Ramagundam a vibrant 2600 MW station is a largest Thermal Power station in South
India with three 200 MW & three MW and 1500 sets and also one of the largest in the country.
Its emergency has put the Southern States one step ahead in their effort to meet their power
requirement.
Third in the series super Thermal Power Station set up by NTPC Ramagundam. It is
situated in the interiors of Andhra Pradesh on the banks of Godavari River in Karimnagar
District of Telangana, just across the old pitheads of Singareni Collieries.
Ramagundam has been raising at this time & earned the proud destination of being the
only station in the country to omission all the seven units ahead of schedule, constructed at a cost
of Rs. 1702 crores, the station has been one of the largest recipient its of the world Bank. Its
project implementation & financial control has earned a path from the World Bank
Ramagundam a be considered as the school for construction of Power projects. The major
external financing sources are IBRD, IDA & OPEC.
Ramagundam generation proportion has achieved the Govt. of India meritorious
productivity award as many four times. The beneficiaries of RSTOS are Andhra Pradesh, Tamil
Nadu, Karnataka, Goa and Pondicherry.
The plant load factor for the year 2003-04 was 8.3% and it stood in the fourth place the
NTPC station.
To cater to the growing demand for power the seventh unit of 500 MW is being added.
The station had required infrastructure facilities and the commitment of the employee. The
project after completion will be the largest power station supplying power to the Southern Grid.
The Honorable Union Minister of the Power Sri. Suresh Babu in the presence if Sri. N. Chandra
Babu Naidu, Honorable Chief Minister of Andhra Pradesh laid the foundation on 11th Jan 2002
and completed ahead of schedule.
COMPANY AT GLANCE

Installed Capacity : 2600MW

Unit Sizes : 3X200MW
4X500MW
Units Commissioned : Unit- I October, 1983
Unit- II May, 1984
Unit- III December, 1984
Unit- IV June, 1988
Unit- V March, 1989
Unit- VI October, 1989
Unit- VII November 2000
Transmission System : 2400 cks -400KV
Source of Coal : South Godavari Coal fields of
Singareni Colleries
Water Sources : Sri Ram Sagar Project
Beneficiary States : Andhra Pradesh, Tamil Nadu,
Karnataka, Kerala, Goa and Pondicherry.
Approved investment : Rs. 3877.68 crores
Coal Consumption : 8.6 million tones per annum
Water Consumption : 250 cusec
Coal Transportation : (MGR) Merry-or-round system
of 22.5 kms Indian Railway.
Total Land : 10,000 Acres.

RESEARCH METHODOLOGY

Discuss the research design, research problems, important of the study, scope and
significance of the study, source of data, questionnaire, sample design statistically techniques
used, and objective of the study and limitations of the study.

RESEARCH DESIGN:
A research design is an arrangement of conditions for collection and analysis of data in a
manner that aims to combine relevance to the research.

Purpose with economy in procedure. 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 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.

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. Employee relations of
the HR department of NTPC. The researcher prepared a set of questionnaire. A four point scale
strongly agree to strongly disagree was used for this purpose.

SAMPLE DESIGN:
A sample of 150 respondents was taken using random sampling. The researcher
contacted the executive personally and brief summary of the nature of the study and details in the
questionnaire were narrated to them.

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 I is of research problem and collection the literature of the topic
chosen. Stage II is of analysis and interpretations by using different statistical tools, findings and
recommendations.

STATISTICAL TOOLS USED:

For the purpose of present study percentage analysis was used.

LIMITATIONS OF STUDY:
1. The sample size chosen is covered only a small portion of the whole population of NTPC,
Ramagundam.
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.

HIERARCHY OF MANAGEMENT
1. How often do you say the word I am busy or I am having hard time At the work
place?

Options Response ( % )
Very often 9

often 26

Rarely 28

Very rarely 25

Never 12
 30

25

20

15

10 Response

0
Very Often Rarely Very Never
Often rarely

Interpretation:
As is evident from the chart, majority of the respondents (52%) rarely and very rarely
says that they are busy at work place.

2. You think physical environment problem in the work place cause Stress? (
Temperature, lighting, gases, dust )

Options Response ( % )
Strongly agree 26

Agree 36

Cannot say 16

Disagree 16

Strongly disagree 6
 40
35
30
25
20
15
10
5
0
Strongly Agree Cannot say Disagree Strongly
agree disagree Response

Interpretation:
Opinion of study reveal that, majority of the respondents (62%) agree with physical
environment (Temperature, Lighting, Gases and Dust) causes Stress.

3. You feel time pressure to complete work?

Options Response ( % )
Strongly agree 10

Agree 41

Cannot say 13

Disagree 28

Strongly disagree 8
 45
40
35
30
25
20
15
10
5
0
Strongly Agree Cannot say Disagree Strongly
agree disagree Response

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.

4. Do you feel lack of co-operation in office?

Options Response ( % )
Very often 9

often 26

Rarely 16

Very rarely 17

Never 32
 45
40
35
30
25
20
15
10
5
0
Strongly Agree Cannot Disagree Strongly
agree say disagree Response

Interpretation:
As is evident from the chart, majority of the respondents (68%) faced lack of co-
operation in office remaining (32%) of employees never faced lack of co-operation in
organization.

5. Family problems cause stress?

Options Response ( % )
Strongly agree 19

Agree 41

Cannot say 11

Disagree 19

Strongly disagree 10
 45
40
35
30
25
20
15
10
5
0
Strongly Agree Cannot say Disagree Strongly
agree disagree Response

Interpretation:
As is evident from the chart, majority of the respondents (60%) strongly agree and
agree with family problems causes stress.

6. Do you have problem of BP / sugar / any other health problems?

Options Response ( % )
Very often 5

often 17

Rarely 19

Very rarely 12

Never 47
 50

40

30

20 Response

10

0
Very Often Rarely Very Never
Often rarely

Interpretation:
As is evident from the chart, majority of the respondents (47%) said dont love health
problems like BP, sugar.

7. Physical exercise & yoga reduce the stress?

Options Response ( % )
Strongly agree 39

Agree 36

Cannot say 11

Disagree 9

Strongly disagree 5
 40
35
30
25
20
15
10
5
0
Strongly Agree Cannot Disagree Strongly
agree say disagree Response

Interpretation:
As is evident from the chart, majority of the respondents (75%) agree with above
statement that by doing physical exercise & yoga stress will be reduced.

8. Meditation & prayer to reduce the stress?

Options Response ( % )
Strongly agree 40

Agree 37

Cannot say 14

Disagree 6

Strongly disagree 3
 40
35
30
25
20
15
10
5
0
Strongly Agree Cannot DisagreeStrongly
agree say disagree
Response

Interpretation:
As is evident from the chart, majority of the respondents (77%) agree with above
statement that meditation & prayer to reduce the stress.

9. Lack of communication causes stress?

Options Response ( % )
Strongly agree 13

Agree 55

Cannot say 17

Disagree 9

Strongly disagree 6
 60
50
40
30
20
10
0
Strongly Agree Cannot Disagree Strongly
agree say disagree Response

Interpretation:
As is evident from the chart, majority of the respondents (68%) agree with above
statement i.e. lack of communication causes stress.

10. Spending time with your family reduces stress?

Options Response ( % )
Strongly agree 35

Agree 44

Cannot say 9

Disagree 8

Strongly disagree 4
 45
40
35
30
25
20
15
10
5
0
Strongly Agree Cannot Disagree Strongly
agree say disagree Response

Interpretation:
As is evident from the chart, majority of the respondents (79%) agree with above
statement i.e. appending more time with family reduces stress.

11. Improving working conditions, reduces the stress?

Options Response ( % )
Strongly agree 26

Agree 56

Cannot say 8

Disagree 7

Strongly disagree 3
 60
50
40
30
20
10
0
Strongly Agree Cannot say Disagree Strongly
agree disagree Strongly

Interpretation:
As is evident from the chart, majority of the respondents (82%) agree with
improving working conditions in office stress will be reduce.

12. Rational allocation of work reduces the stress?

Options Response ( % )
Strongly agree 11

Agree 55

Cannot say 20

Disagree 10

Strongly disagree 4
 60
50
40
30
20
10
0
Strongly Agree Cannot Disagree Strongly
agree say disagree Response

Interpretation:
As is evident from the chart, majority of the respondents (66%) agree with
rational allocation of work reduces the stress.

13. Financial motivations reduce the stress?

Options Response ( % )
Strongly agree 12

Agree 43

Cannot say 32

Disagree 10

Strongly disagree 3
 45
40
35
30
25
20
15
10
5
0
Strongly Agree Cannot say Disagree Strongly
agree disagree Response

Interpretation:
As is evident from the chart, majority of the respondents (55%) agree with above
statement i.e. financial motivation reduces the stress.

14. Training & Development programs help to cope-up with new technology reduces
the stress?

Options Response ( % )
Strongly agree 16

Agree 52

Cannot say 21

Disagree 8

Strongly disagree 3
 60
50
40
30
20
10
0
Strongly Agree Cannot Disagree Strongly
agree say disagree
Response
Interpretation:
As is evident from the chart, majority of the respondents (68%) agree with above
statement i.e. training and development with changes.

15. Need for family counseling is required?

Options Response ( % )
Strongly agree 11

Agree 29

Cannot say 28

Disagree 19

Strongly disagree 13
 30
25
20
15
10
5
0
Strongly Agree Cannot Disagree Strongly
agree say disagree Response

Interpretation:
As is evident from the chart, majority of the respondents (40%) agreed that family
counseling is needed to plan and over come the stress.

16. Relaxation reduces the stress?

Options Response ( % )
Strongly agree 32

Agree 48

Cannot say 13

Disagree 6

Strongly disagree 1
 50 Response
45
40
35
30
25
20
15
10
5
0
Strongly Agree Cannot Disagree Strongly
agree say disagree

Interpretation:
As is evident from the chart, majority of the respondents (80%) agree with above
statement i.e. relaxation (holydays, leaves, family, tours etc.) reduces stress.

17. Following safety precautions reduces the stress?

Options Response ( % )
Strongly agree 15

Agree 50

Cannot say 21

Disagree 10

Strongly disagree 4
 25
Response
20

15

10

0
Strongly Agree Cannot Disagree Strongly
agree say disagree

Interpretation:
As is evident from the chart, majority of the respondents (65%) agree with above
statement i.e. following safety precautions stress is reduced.
 FINDINGS & SUGGESTIONS

FINDINGS:
The finding of the present revealed the following.
Most of the respondent fall under law stress category.
Thee is in significance relationship between stress & demography factors i.e. age,
experience & designation.
The following dimensions of personal policies & practices of the organization
have contributed to stress among employees.
Respondents who fall under the E2A & E5 grade are more stressed in comparison
with the other grade.
The organization falls a very tall structure of stress among hierarchy & this is one
of the reasons for employees being stressed.
There is no significancant difference of stress among employees working in plant
& other departments.
The employees working in the plat gave a positive response in answering the
questionnaire

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 reedy 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 testes
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 mouth
Realize excessive use of tea / coffee cigarette is not answer to stress
Try to get 6-7 hrs of continuous sleep per day

CONCLUSION

CONCLUSION:
The present study was conducted at NTPC in Ramagundam. The aim was to find
the stress levels, personality type of the employees. This was done using a detailed
questionnaire. The study reveled 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.