CHAPTER-I

INTRODUCTION

1 INTRODUCTION

The topic factors leading to work stress and its impact on employee performance with special
reference to CELESTIAL STARS INDIA ENTERTAINMENT PVT LTD is discussed here.
The event company deal with expertise hosting, ceremonies, celebrations, mainly in product
launching, product presentation, workshop, company inauguration conferences and in entire
India. This company has an organized hierarchy with planned events of its products and
services. One can find large number of employees in every store who are rigorously working
at day/ night shifts. As the customer flow for this company is regular, every employee
requires working continuously without taking any extra time for rest. Therefore, the
researcher brought up the aim of figuring out stress levels in celestial stars India
entertainment pvt ltd and the methods of managing it by company. Later, the researcher shall
inspect different working conditions of Company that causes stress among the employees.
There will be recommendation too according to the findings of the research.

It has been noted that there is confusion between pressure and stress and hence it is used to
excuse bad management practice. Stress begins in a wide range of work environment thus it
is often made worse when employees feel that they have no support from higher authority
and colleagues, and find it to control over work processes.

Research shows that the many of the stressful type of work is that which demands excessive
pressures that are not compatible to workers’ knowledge and abilities, because there is no
opportunity to practice any choice or control, and there is no support from others.
Workrelated stress can be caused by not properly managed work organisation, by not
properly managed work design, poor management; working flocks are not happy with
conditions, and less of support from colleagues and supervisors.

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1.1 INDUSTRY PROFLIE

The topic factors leading to work stress and its impact on employee performance with special
reference to Celestial Stars India Entertainment pvt ltd Bangalore introduced/established in
16-11-2017, Its an small firm dreaming of or providing platform’s for large market or global
leaders who wish to promote their products and more, they are expert in providing
organization a stage and help to promote different special events for other organization and
expertise hosting, ceremonies, celebrations, mainly in product launching, product
presentation, workshop, company inauguration conferences and events where they invite the
public. Research shows that the many of the stressful type of work is that which demands
excessive pressures that are not compatible to workers, knowledge and abilities, because
there is no opportunity to practice any choice or control, and there is no support from others.
Therefore, the researcher brought up the aim of figuring out stress levels and the methods of
managing it by company. Later, the researcher shall inspect different working conditions
Company that causes stress among the employees. There will be recommendation too
according to the findings of the research.

It has been noted that there is confusion between pressure and stress and hence it is used to
excuse bad management practice. One of the main factors in successfully managing work life
balance is the ability to control and reduce stress. Stress is undoubtedly one of the biggest
problems faced in an modern work life. It is also becoming an increasingly worrying problem
for the employers. In this article we review stress in the workplace, the current legal attitude,
and what individuals and employers can do to minimize stress and its damaging
consequences. Stress begins in a wide range of work environment thus it is often made worse
when employees feel that they have no support from higher authority and colleagues, and
find to control over work processes. Research shows that the many of the stressful type of
work is that which demands excessive pressure that the many of the stressful type of work is
that which demands excessive pressures that are not compatible to workers’ knowledge and
abilities, because there is no opportunity to practice any choice or control, and there is no
support from others. Work-related stress can be caused by not properly managed work
organization, by not properly managed work design, poor management; working flocks are
not happy with conditions, and less of support from colleagues and supervisors. By creating a

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work environment that prioritizes work-life balance, employers can save money and maintain
a healthier, more

productive workforce. But what exactly does work-life balance look like? Well, that’s where
things can get a bit complicated. Work-life balance which could be differently perceived by
individual. It’s an company which operates or run as event organizer, the an study is based on
the stress employee suffer in their work life in which leads poor performance or productivity,
some company may not able to concentrate or just forget in the process of getting stable in
market and also aiming at reaching their goal soon. So it’s necessary to understand every
aspect in organization that employees should be maintained well satisfied like avoid giving
more work load, understanding them better and recognizing their need, In addition to this,
this stress can badly affect the work culture, quality, production and also the result of the
company and also helping them to overcome frustration or stress in which increases company
productivity and also to reach organization objectives.

1.2 THEORETICAL FRAMEWORK

Naturale (2007) states that stress is one situation when an individual reacts to or faces
something different to a new opportunity, the restraints and the effort that needs to be put in
according to the demand. This situation of stress can also be argued as a powerful condition
where the apparent outcome and the preferred outcome both are equally important and
unknown at same time. However, researchers have carefully observed stress, and have
figured out that the condition of stress or the single term ‘stress’ can either excite pressure or
may create tension which in turn might be damaging. If the condition of stress is totally
unpleasant, it may turn into negativity and may throw a negative crash on the person; this
situation is commonly termed as distressed. When the stress is discussed especially with
respect to production or manufacturing, it will directly affect the production of work directly
resulting in low amount of output for the company. In addition, the employees should take
care and closely have a look at their absenteeism levels. If it is observed that absenteeism
percent is too high, it implies that it is somewhere associated with stress condition. It is one
of the important aspects for a company as the output and productivity levels play a vital role
to check the stress level of employees, as these create non productivity and inefficiency. This
will be a not-so-good situation for the company as well as the employees too. According to a
survey made by Smith, Segal and Jaffe (2007), the above statement is confirmed for the

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survey. When the stress, depression or anxiety is associated with work, then there will be
13.5 million loss of working days, this is according to a self-report survey by labor force in
India. This finds a fact that it is

necessary for a manager to manage the welfare of employees directly, and ensure that there is
continuous workflow without any kind of sick leaves or absenteeism levels on chart. In their
observations, Tanova and Holtom (2008) found that in large number of meta-analysis which
can determine the reasons of employee turnover and employee attritions, and found universal
agreement could be reached about the determinants of the both as work stress. It has been
discovered, though generally, that employee attitude and their job satisfaction alone cannot
explain the reasons of employee’s stress. In the study two types of stress results have been
referred to, one is physical stress and other is mental stress. It is assumed by the author that a
rational employee who remains affected by the external factors comes under the ‘stress’;
whereas voluntary poor behavior of the employee that encompasses attributable factors like
poor organizational commitment, lack of motivation, less job satisfaction and low job
involvement come under the category of extreme stress position. Under these conditions, the
employees also face lack of control over their tasks and lack of cooperation from their
colleagues and supervisors. This can worsen the working conditions. Most of the previous
researches (Edwards et al., 2007; James, 1999; Petrus & Kleiner, 2003) have proved that the
type of job which is said to be most stressful is that which asserts more pressure on
employees and at the same time the pressures and demands don’t match with the bearing
capacity of the employees. The more is the match between workers abilities and job
requirements then the less stress will be faced by the employees.

The lack of support from higher management, supervisors and colleagues also causes stress
among the employees. If the employees would have control over work and duties then in this
case the level of stress can be declined. There must be designated authority to the employees
to manage their work and they should also have the authority to participate in the decisions
related to their work. One of the major causes of work-related stress is that the work is
designed in a way that would not be manageable by the employees. Furthermore, they should
even see that the absenteeism levels are low and employee may possibly suffering from
anxiety, depression and much more mentally disturbed it makes company responsible
cautious in every manner, otherwise it becomes big issues as more the stress, the more will be

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the absenteeism, which cause low self-esteem in employees thereby affecting the employee
productivity and of course the needed outcome too. One can find stress factors in several
issues and areas that help the company to develop through various kinds of sectors. The
impact levels of stress will depend on several factors, the two mains are personal and
psychology characteristics of an

individual. Each company makes use its own stress management program according to its
convenience. Hence, one need to review stress factor carefully associated with the company,
and should put in different methods to manage stress of the employees.

TYPES OF STRESS

According to Taylor Shelley (1995) states that, there are four major types of stress and she
explains them as follows:

Chronic stress

She describes this type of stress as unrelenting demands and pressures for seemingly
interminable periods of time. Chronic stress is the type that wears the individual down day
after day and year after year with no visible escape. It grinds away at both emotional and
health of the individual leading to breakdown and even death.

Acute stress

This type of stress is the most common and most recognizable form of stress. It is the kind of
stress which the individual knows exactly why he is stressed; he was just in a car accident;
the school nurse just called him; a bear just ambled onto his campsite. It can also be
something scary but thrilling, such as a parachute jump. Normally, the body rest when these
stressful events cease and life gets back to normal because the effects are short-term. Acute
stress usually does not cause severe or permanent damage to the body.

Traumatic stress

It is a severe stress reaction that results from a catastrophic event or intense experience such
as a natural disaster, sexual assault, life-threatening accident, or participation in a combat.
Here, after the initial shock and emotional fallout, many trauma victims gradually begin to
recover. But for some people, the psychological and physical symptoms triggered by the
trauma do not go away, the body does not return to equilibrium, and life does not return to

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normal. This condition is known as post trauma stress disorder. Common symptoms of this
type of stress are flashbacks or nightmares about the trauma, avoidance of places and things
associated with the trauma, hyper vigilance for signs of danger and irritability and tension.

Episodic acute stress

She went further to explain episodic acute stress as where the individual experiencing this
type of stress lives are very chaotic, out of control and they always seem to be facing multiple
stressful situation. They are always in a rush, always late, always taking on too many
projects, handling too many demands. Those who are prone to this type of stress include
“Type A” personality types. If an individual is prone to episodic acute stress, he may not
know it or admit it. He may be wedded to a life style that promotes stress. Unfortunately,
people with episodic acute stress may find it so habitual that they resist changing their
lifestyles until they experience severe physical symptoms.

CAUSES OF STRESS AT WORK

Arnold, Robertson and Cooper (1993), identified five major causes in his research of work at
stress as: factors intrinsic to the job, role in the organization, relationships at work, career
development and organizational structure and climate.

FACTORS INTRINSIC TO THE JOB

They explained the intrinsic factors to the job to include:

I. POOR WORKING CONDITIONS

This research talks about the physical surrounding of the job which includes high level of
noise, high or fumes, heat, low lighting, poor ventilation systems, smells and all the stimuli
which distract or irritates a worker’s senses and can affect his moods and overall mental state.
Also, the physical design of the workplace comes under poor working condition. If an office
is poorly designed, with personnel who require frequent contact spread throughout, it creates
poor communication networks and develops in poor working relationships which can caused
stress to employees.

ii. SHIFT WORK

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Lot of company work timings runs through different shift timings this is where employees
have jobs which require them to work in shifts, some of which involves working staggered
hours, which affects a worker’s metabolic rate, blood temperature, blood sugar levels, mental
efficiency, resulting in hypertension, sleep patterns, mild diabetes and peptic ulcers.

iii. LONG HOURS

The long working hours required by many jobs appear to take a toll on employees’ health and
also making them suffer a high rate of stress. This means many individual employees and
some medics who might have no sleep for thirty-six or more may find that both their quality
of work and they themselves suffer regarding job and health.

iv. RISK AND DANGER

A job which involves more risk and danger put employees in higher stress level. This is
because when an employee is constantly aware of potential danger and he is prepared to react
immediately, this results in rush, muscles tension and respiration changes which are all seen
as potentially threatening long-term health.

v. NEW TECHNOLOGY

The introduction of new technology into the work environment has required workers to adapt
continually to systems new equipment, and ways of working. Thus, leading to a great source
of pressure at work on the worker. For instance, a boss trained in the latest methods may be
extra burden for an employee trained in the old ways and this may increase his stress level.

vi. WORK UNDER-LOAD

This describes the problem of employees not being sufficiently challenged by their jobs. Job
under-load is associated with repetitive routine, boring and under stimulating work which
causes a lot of stress for employees who find themselves in such situations. This means when
employees are not given work which challenges their abilities and capabilities, they suffer
high level of stress.

vii. WORK OVERLOAD

This is where the employee has too much work to do because of imposition of datelines
which often causes stress in employees

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1.3 IMPORTANCE

Stress has a strong impact on various aspects of a life—not only can it affect your mood,
energy level, relationships, and work performance, stress can also cause and impact a wide
variety of health conditions. 

Impact on relationship’s

If you have ever spent time with someone who is suffering from severe stress, you’ll
understand the ways it can affect how you two relate—the anger, irritation, and frustration
that comes from stress can easily impact on the things we say and how we treat people
around workplace. In a 2009 study, researchers Karney and Neff examined the lives of newly
married couple and found that during periods of high perceived stress, people tended to react
more hyper which causes normal ups and downs in a relationship—creating, in effect,
problems where there weren’t any. When we perceive high amounts of stress it is the nature
we tend to blame or take out our frustrations on others. This can create real damage in
internally and external life environment and affecting communication and trust, which then
becomes another source of stress.

Impact on job performance and health of an employee

Stress at workplace is very common—in which response will be the fight-or-flight and it is
reserved for true threats can often be triggered by a demanding manager or an upcoming
deadline. But reacting to chronic stress which can be drawback to your ability to succeed at
your job. stress can impact job performance in a varies ways, including: Stress can lead to
burnout—emotional exhaustion, depersonalization, and a sense of low personal
accomplishment that leads to decreased effectiveness at work, by all this productivity
excepted from company decrease and may not able reach their target like employee may not
able to take part to their fullest or cannot bring their effective use. for example, in a recent
study from the journal Archives of Internal Medicine, over 45% of practicing physicians are
experiencing at least one symptom of burnout under stress, which has led to dangerous
mistakes and lapses in judgment that could affect a patient’s health. A similar pattern of
burnout is undoubtedly found in many other occupations, demonstrating the importance of
stress management in the workplace is necessary at any cost.

1.4 NEED FOR THE STUDY

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The need of the study focuses and understand the Factors leading to stress level and its
impact on employee performance in celestial stars India entertainment pvt ltd, the poor
management and organization of work can lead to work stress. Often both the causes and
management of work-related stress involve the way in which work is designed, managed and
organized, it also involves analyzing/ understanding the topic, about company and providing
review about findings.

CHAPTER-II
PROFILE OF THE SELECTED ORGANIZATION AND REPONDENTS

2.1 COMPANY PROFILE: “CELESTIAL STARS INDIA ENTERTAINMENT PVT

LTD BANGALORE”

It’s an integrated experiential marketing company, work with a variety of global brands,
online merchants, and innovative startups in over a dozen industries to create and deliver
great experiences - and grow our client’s businesses.

By knowing how important marketing is for your business, and believe everybody deserves
an honest, intelligent, and committed partner. We’re looking forward to getting to know you
better, and seeing what we can accomplish together. The topic factors leading to work stress
and its impact on employee performance with special reference to Celestial Stars India
Entertainment pvt ltd Bangalore introduced/established in 16-11-2017, Its an small firm
dreaming of or providing platform’s for large market or global leaders who wish to promote
their products and more, they are expert in providing organization a stage and help to
promote different special events for other organization and expertise hosting, ceremonies,
celebrations, mainly in product launching, product presentation, workshop, company
inauguration conferences and events where they invite the public.

Ideation & Conceptualization

A daily routine for our creative minds joining for brain storming sessions and creating
out of the box ideas which are always appreciated by our clients. These concepts are
used as a backdrop of all events and promotions.

Events, Activations & Exhibitions

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Mantra is to make new concepts and believe bringing them live and breathing. Our in-
house event team are the working force with every individual blessed different skill set
to bring the dream concept live and giving them wheels.

They offer services across India, with years of experience on events, activations and
exhibitions we've excelled from identifying the venue to décor and make the set design

and execute the same. We have the strength to organize multiple setups simultaneously
in different cities across geographic diversities.

OUR VISION

To Redefine your BRAND.

To create and execute a memorable one on one experience that adds value to  the
top consumer and enhance your brand. Our mission is to bring brands to life as
experiences and make positive engagement through “interactive conversations” instead
of “one-way communications”.

OUR MISSION

focus on the values that your business must enforce and communicate altogether its
dealings with clients and external environment.
These can be:
* Quality *ROI *Dependability *Professionalism *Transparent engagement
* Partnership approach

To
To plan create

To make To care
REASON TO CHOOSE

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Because of reliable and work as a team, team approach, clients have access to expertise from
entire staff instead of just one planner, each member of team has previous experience in a
different area of the event industry.

FUNCTION:

By keeping clients happy specialized in events and promotions of a wide variety of

tailor-made solutions that creates a buzz and also the wow factor in it.

Events,
Ideation &
Activations & Artist Acquisition
Conceptualization
Exhibitions

Intellectual
Digital Marketing Design & Planning
Properties

SERVICES:

Everything is a creation and open imagination, some do it well, to give the best

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DIGITAL MARKETING

ASSOCIATION

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TYPES OF EVENTS COMPANY MANAGES ARE:

Three types of events

1. Corporate Event 
2. Product Launch Event
3. Special Event 

Corporate Event

A product launch, the company anniversary, sales target achieved or any special event could
mark the onset of corporate event. It demands pure professionalism as you are interacting
with people from the high-end category. Not surprising, that event management companies
are spurring up to provide professional services. They attend meetings, hold dialogues with
the bosses to realize the objective of the event. They then take it off with creative ideas to
arrive at

a theme for the event. A corporate event demands a little corporate look, the food and the
style need to blend with the corporates and make the bosses comfortable. Hence it ought to be
prepared and presented with ultimate efficiency. But that is if the top-notches are involved. A
corporate event could also be a product-launch. That would involve a media conference. So,
the event management company would get a list of prospective venues. Decide on the dinner
and the cocktail party that will follow and arranging conference, the speakers, and
microphones. Make sure everyone gets a seat. Car parking is made available, etc. for a
product launch in the market, the event management team gets their grey cells working as to
the creative ways to make the samples of the product reach the end consumers. They have to
be innovative so that consumers are attracted to try it out corporate management is a sub-

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category of event management. Mega companies usually have an in-house event management
team to organize their events on a regular basis.

 Product Launch event

A company wants to launch a product in the market. So how should it get to its customers?
How does the company make sure that the products gain awareness? The feel and touch
reasoning still remain strong in the mind of the consumer. So, although you have
advertised in other channels, how do you explain product usage to the audience? Call in the
event management team. They innovate new styles so that the product can make its way to
the consumer. They ensure that the samples reach the desired households. For instance: when
coca cola launched Vanilla Coke, two men dressed in the 70s attire would enter retail grocery
shops and dance to the designed tune. This was the strategy used to launch vanilla coke and
make its entry memorable.

 Some event management companies even professionalize in a particular target audience. For
example, if you have a particular target audience in mind, the event management team will
devise ideas and strike places that will give you maximum reach. Road shows, promotions,
contests, set designing, stage shows and audiovisual films are all interesting methods to invite
public participation. Some event management companies go a step ahead to analyze the
customer reaction and provide relevant feedback. Among the available platform’s road shows
are known to be economical. It gives more visibility and allows the customer to directly relate
to the product. And the touch and feel concept is satisfied. Road shows with innovative
themes organized at a national level give your product high reach and coverage. These road
shows

arrest the customer's attention and persuade the customers to try out the product. If impressed
then the product receives a warm welcome.

Special Event:

Special Events' is the term given to events with a difference. Charity shows, marathons,
cycling races, street festivals etc. are a few of the many special events organized. As the
event Hasan unusual theme, the event management company has to double up its speed to
think on lines with the theme. More resources and creativity are put to the task.

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Two stages of event management that are normal process for a company that are;

1.Event Planning

To plan an event, we must consider the following areas of an event, viz, feasibility,
promotion, site choice/design, staging, shutdown, site map, event proposal.

2.Event Control

To control an event, we must look on the following areas logistics, negotiations, costing &
cashflow, event manual, I.T., decision making and change, risk management.

2.2 PROFILE OF RESPONDENTS

Using the purposive sampling method, the researcher selected 50 participants. The
demographics of these participants into two categories of gender were as follows.

Table No:2.1 Gender wise classification of the respondents

Sl. No Gender No of Respondents percentage

1 Male 29 58
2 Female 21 42
Total 50 100

Graph No:2.1

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 Gender

42%

58%

male female

Interpretation/Inference:

From the above table it is clear that 58% of respondents were male and 42% were female.

Thus, the majority of respondents are male.

Table No.2.2 Age of respondents

Options No of Respondents

19-25 06

25-30 28

30-35 13

35-40 03

Total 50

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 Graph no.2.2

AGE

50
45
40
35
30
25
20
15
10
5
0
19-25 25-30 30-35 35-40 Total

Respondents

Interpretation/Inference:

From the above table it is clear that 28% of the respondents were the age 25-30 years, 13%
respondents were 30-35 years, 6% of respondents were 19-25 years and rest 3% were above
35-40 years

Thus, the maximum number of respondents are in the age group of 25-30

Table No.2.3 marital status of respondents

S. No Marital status No of respondents Percentage

1 Single 32 64

2 Married 18 36

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 total 50 100

Graph no.2.3

marital status

married
36%

single
64%

single married

Interpretation/Inference:

From the above table it is clear that 64% of the respondents were unmarried and 36% were
married.

Majority of the respondents are single.

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 CHAPTER-III
REVIEW OF LITERATURE AND RESEARCH DESIGN

2.1 REVIEW OF LITERATURE:

P.S. Swaminathan, & Rajkumar S. (2013)- He conducted a study that focused on the levels
of stress among the age group, profession, different varieties of jobs, hours of work and the
influence of work environment on the degree of stress faced by employees. Stress in an
employee is very individual in nature. His study indicates about an optimum level in which
every individual can perform with his full capacity.

Sharma S., Sharma J. & Devi A. (2012)- The level of stress within a role varies because of
individual differences in mindset, age, gender, and their performance in job. However, various
factors that influence stress are age where the younger employees are more stressed as
compared to other employees, level of qualification, pay, authorities of control, awards, word
of praise, improved designations and working couples. The study recommended a
reinforcement approach that should be positive in nature so as to reduce the degree of stress at
the workplace.

Gladies J. J. & Kennedy V. (2011)- The author revealed a significant correlation between
Organizational Climate and Job Stress among the women working in IT companies of India.
According to him, learning how to manage stress is a very crucial issue that should be
developed in IT companies so that they can reduce or eliminate the causes of stress and poor
working environment.

Rosasa J. H. A, Blevinsb R. C., Gaoc H., Tengb W. Y. & White J. (2011)– It reveals the
levels of stress that differ by occupational position, and not by age and gender. The analysis

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shows that female had higher stress rates than males. The main problems faced by students
due to stress are sleeping problems, depression and irritability.

Srivastav A.K. (2010)– The articles focus on the nature of role that causes stress. It says role
performance encountered the problems of stress so they should be tried to reduce or
eliminated. The nature of role stress was found to be heterogeneous which cannot be dealt
with one uniform solution or intervention as a whole. Hence, specific problem related
solution or interventions should be adapted for better organizational performance and
effectiveness.

Vilijoeen.J. P and Rothmann, S.8 aimed at studying and investigating 2009 the
relationship between “occupational stress, ill health and organizational commitment” (2009).
The results were that organizational stressors contributed significantly to ill health and how
organizational commitment. Stress about job security contributed to both physical and
psychological ill health. Low individual commitment to the organization was predicted by
five stressors, namely work-life balance, overload, control, job aspects and pay.

Singh A. P.& Singh S. (2009) –His study emphasizes on the phenomenon of Job Satisfaction
in the organizations. According to him, Job Satisfaction is directly related to Stress and Work
culture that an Organization provides. He identified there sectors in which stress originate
and classified stress into two main types i.e. eustress and Distress. Further, he pointed the
importance of positive stress and positive events for better performance and satisfaction of
employees.

Richardson (2008)- A classification of stress interventions has been done, those are primary,
secondary and tertiary. He suggested all the employees to adopt relaxation training
intervention for stress management which is the easiest and least expensive approach to
implement.

Kopp, maria s: Stander , Adrienne: purebl, Gyorgy: Janszky, Imre: Skrabski, arpad
2008 22 in their research paper titled “work stress and mental health in a changing society”
(2008) they Conducted a study indicates that a cluster of stressful working and psychosocial
conditions are responsible for a substantial part of variation in self-reported mental and
physical health with work related factors.

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Michailidis M. and Georgiou Y. (2005)- The author focus on the degree of occupational
stress that is influenced by the factors like level of education, various patterns of their
relaxation and any other habits like drinking or smoking. The implications say that
consuming alcoholic drinks is the main factor that determines the degree of occupational
stress in an individual

3.2 STATEMENT OF THE PROBLEM:

Work-related stress can have various origins or come from just one aspect of a worker’s
responsibilities. And its effects are far-reaching: Workplace stress can affect both employers
and their employees.  It’s an company which operates or run as event organizer where they
mainly handle all kind of promotional activities it can exhibition, launching of a new product,
where different section of employee come under have to manage every kind work given to
them and it as to done properly by Although it’s easy to pinpoint the causes of stress in life,
narrowing down the effects is not as simple. Understanding what stress is lets us see how it
can negatively affect both the mental and physical health of employees. a study is based on
the stress employee suffer in their work life in which leads poor performance or productivity,
some company may not able to concentrate or just forget in the process of getting stable in
market and also aiming at reaching their goal soon. So, it’s necessary to understand every
aspect in organization that employees should be maintained well satisfied like avoid giving
more work load, understanding them better and recognizing their need, In addition to this,
this stress can badly affect the work culture, quality, production and also the result of the
company and also helping them to overcome frustration or stress in which increases company
productivity and also to reach organization objectives.

3.3 OBJECTIVES:

1. To find influence of stress on employee performance.

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 2. To find out whether stress has any effect on the productivity of employees.
3. To find how employees handle stress and also help through company.

3.4 SAMPLING METHOD:

 Sample population: The populations considered for the study are the respondents in
CELESTIAL STARS INDIA ENTERTAINEMENT PVT LTD.

 Sample methods: Simple random sampling method will be used to select sample.

 Sample size: 50

3.5 SOURCE OF DATA

Primary Data

The information required for the study will be collected from primary sources i.e. firm,
employees and their customers. Primary data will help to know about the current situation of
the company and employee opinion.

 Structured questionnaire
 Interviews

Secondary data

Secondary data are information or data already collected by other researchers or institutions,
articles, books, journals the internet as well as other relevant publications was also consulted.

3.6 TOOLS FOR DATA COLLECTION:

A structured questionnaire is used for primary data collection.

3.7 PLAN OF ANALYSIS:

The collected primary data was analyzed by adopting relevant statistical tools and will be
represented in tabular and graphical representation forms.

3.8 SCOPE OF THE STUDY

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This research does analyze and gives review about cause and factors effecting stress and
stress management. The study and research which is conducted over stress at the work place
is not only essential, but is interesting too. This case study will help researched to identify
various aspects causing stress, its signs and methods to control the stress levels. It is
definitely not difficult to figure out the problem which is causing stress and the ways of
solving it. Each company should itself find solutions and try to come out with more
alternatives of getting rid of them. When the work place is flexible enough, it can help the
employees to come out of any sort of stress which they are facing. It is important for any
individual to get away from the problems causing stress and find solutions as these are quite
damaging to employee in terms of physical and psychological levels. In addition to this, this
stress can badly affect the work culture, quality, production and also the result of the
company. Therefore, this research will give positive assistance to future researchers based on
the findings, interviews and surveys relevant to stress at workplace.

3.9 LIMITATIONS

 Some of the respondents are feeling shy and fear to answer the questions.
 Sample size is comparatively small for a study of vast relevance.
 Very limited time available for this study.
 Research will be through a sample survey, which is always prone to errors of bias and
prejudice.

CHAPTER SCHEME:

CHAPTER-1 INTRODUCTION

This chapter include background of the study, factors of stress at workplace

CHAPTER-2 PROFLIE OF THE RESPONDENTS

the profile includes respondents age, gender, marital status etc.,

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 CHAPTER-IV
DATA ANALYSIS AND INTERPRETATION

4.Introduction

Gathered data are mainly analyzed by using Percentages and data using statistical methods,
interpretations are carried out on the basis of these analyzed data. The analysis, interpretation
and findings of the collected data are recorded in the chapter. The data gathered to address
each objective are analyzed and discussed in each section. The findings of the analysis are
also described. Graphs, diagrams and pictorial representations are used to facilitate the
scientific analysis of data and to present the analysis and findings part in a more effective and
scientific manner.

OBJECTIVE 1: To find out influence of stress on employee performance.

The questions which were formulated with an aim to gather required data to know the
different factors which are capable to positively and negatively influence in the job
satisfaction of employees are analyzed in this section.

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Table No.4.1 Relationship among workers is important to get a good level of work
performance.

Options Frequency Percentage

Agree 12 24
Strongly Agree 34 68
Don’t know 3 6
Disagree 1 2
Strongly disagree 00 00
Total N=50 100.0

Graph No.4.1

Relationship among employee's is good in work place

100
90
80
70
60
50
40
30
20
10
0
Agree Strongly agree Don't know Disagree Strongly Total
disagree

Frequency Percentage

Interpretation/Inference:

Out of the 50 respondents, 34 respondents strongly agreed that good interpersonal

relationship among workers is essential to get good job satisfaction level in the work field.
6% of the respondents replied that they are not aware about the significance of interpersonal

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relationship to get a good job satisfaction level. Only 2 % of the respondents disagreed to the
statement. 12% of the respondents responded that they agreed

Thus, the fact that good interpersonal relationship among workers is important to get a good
job satisfaction from the work and job environment.

Table.4.2 Salary and other monetary benefits works as the major source of work
performance

Options Frequency Percentage

Agree 9 18
Strongly Agree 34 68
Don’t know 00 00
Disagree 7 14
Strongly Disagree 00 00
Total 50 100
Graph No.4.2

100
90
80
70
60
50
40
30
20
10 Percentage
Frequency
0
Agree Strongly agree Don't Know Disagree Strongly Total
disagree

Frequency Percentage

Interpretation/Inference:

Out of 50 total respondents, 34 respondents strongly agreed that, salary and other monetary
benefits works as major source of motivation. 9 respondents also agreed to the statement that
monetary benefits work as the major source of motivation. 7 respondents disagreed to the
statement that monetary benefits are the major source of job satisfaction.

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 From the data it can be interpreted that 68% respondents agreed even if there are many
factors in an organization, which can influence in the job satisfaction of employees like, work
environment, interpersonal relationship with staffs etc., still the monetary benefits are being
considered as the major source of income by majority of respondents.

Table No 4.3 Employee’ performance, influenced by Poor working conditions can make
negative impacts.

Options Frequency Percentage

Agree 10 20
Strongly agree 40 80
Don’t know 00 00
Disagree 00 00
Strongly disagree 00 00
Total 50 100
Graph No 4.3

POOR WORKING CONDITIONS CAN HAVE NEGATIVE IMPACT

100
90
80
70
60
50
40
30
20
10
0
Agree Strongly agree Don't know Disagree Strongly Total
disagree

Frequnecy Percentage

Interpretation/Inference:

Out of the 50 respondents, 40 (80 %) strongly agreed to the fact that poor working conditions
in an organization can reduce their job satisfaction level. 20 % also agreed to the fact.

Majority of the respondents have reported that poor working conditions in the firm can’t
reduce their level of job satisfaction.

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Table 4.4 Management’s support is essential to get a better Employee’ performance
level.

Options Frequency Percentage

Agree 10 20
Strongly agree 37 74
Don’t know 3 06
Disagree 00 00
Strongly disagree 00 00
Total 50 100

Graph No.4.4

management's support is essential to get better performance

120

100

80

60

40

20

0
Agree Strongly Agree Don't know Disagree Strongly disagree Total

Frequency Percentage

Interpretation /Inference:

From the table, it can be clearly understood that 94 percentages of the total respondents
strongly believe that supervisor’s support has a great role in the job satisfaction.

Thus, management has to support and guide to their staff is necessary for better performance.

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Table 4.5 Chance of self-advancement increases the Employee’ performance level

Options Frequency Percentage

Agree 7 14
Strongly agree 38 76
Don’t know 5 10
Disagree 00 00
Strongly Disagree 00 00
Total 50 100

Graph No.4.5

SELF-ADVANCEMENT INCREASES EMPLOYEE PERFORMANCE

100
90
80
70
60
50
40
30
20
Percentage
10
Frequency
0
Agree Strongly Don't know Disagree Strongly Total
agree Disagree

Frequency Percentage

Interpretation/Inference:

From the collected data, it can be understood that 76% of the total respondents strongly
agreed to the fact that promotion and self-advancement opportunities in the work field can

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greatly contribute to the job satisfaction level of employees. 14 % of the respondents
responded as they agree to the statement.

From the data 76% of them strongly agreed and it can be understood that all of the
respondents believe the promotion and self-advancement chances in the work field positively
influence them to have good job satisfaction level.

Objective 2: To find out the effect and cause on employee

In this section, the questions which were formulated to directly know the opinions of
employees regarding how job satisfaction and level of employee performance are correlated
are discussed and analyzed.

Table 4.6 lack of interest in the job is the cause of frequent leaves.

Options Frequency Percentage

Yes 12 24
No 38 76
Total 50 100

Graph No.4.6

LACK OF INTEREST IN THE JOB IS THE CAUSE OF FREQUENT LEAVES

120

100

80

60

40

20

0
Yes No Total

Frequency Percentage

Interpretation/Inference:

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The data reveals that 24% of the respondents had taken leaves from job due to their boredom
and lack of interest in their current job. This data points towards the significance of job
satisfaction and employee performance and their interest to continue with the job.

From the data it can be interpreted that reduction in the job satisfaction leads to boredom and
reduction of interest in work. The lack of interest can be reflected in their job performance
level also.

Table No 4.7 Adequate recognitions motivate to work in a better way

Option Frequency Percentage

Yes 50 100
No 00 00
Total 50 100

Graph No.4.7

ADEQUATE RECOGNITIONS MOTIVATE TO WORK IN A BETTER WAY

120

100
100

80

60

40

20

0
yes no

Percentage

Interpretation/Inference:

Page | 31
Total respondents gave a positive response to the question. 100 % of the respondents believe
that the recognition for the works they did in the job field motivates them to perform their
work better in future.

Thus, recognizing employee performance leads better performance.

Table No.4.8 Increased job satisfaction and better employee performance can be due to
Salary incentives.

Options Frequency Percentage

Yes 46 92

No 4 8

Total 50 100

Graph No.4.8

INCREASED JOB SATISFACTION AND BETTER EMPLOYEE PERFORMANCE CAN

BE DUE TO SALARY INCENTIVES

100
80
60
40
20
0
Yes Percentage
No
Total Frequency
Disagree
Strongly
disagree Total

Frequency Percentage

Page | 32
Interpretation/Inference:

92% of respondents agrees to the statement and 8% disagreed

From the data in can be understood that 90% of the respondents believe that increment in
salary and providing incentives helps to improve their job satisfaction level and, in that way,
to give better job performance.

Table No.4.9: Higher employee performance is possible by job satisfaction.

Options Frequency Percentage

Yes 50 100

No 00 000
Total 50 100

Graph no.4.9

HIGHER PERFORMANCE IS POSSIBLE BY JOB SATISFACTION

Total

No

Yes

0 20 40 60 80 100 120

Frequency Percentage

Interpretation/Inference:

Page | 33
All 50 respondents agreed and gave same answer to the question that higher job satisfaction
leads to higher employee performance.

From this data, it can be assumed that how they perceive and what significance is given by
the employees for job satisfaction.

Table No.4.10 Work related frustrations reduced the performance level.

Options Frequency Percentage

Yes 49 98
No 1 2
Total 50 100

Graph No.4.10

WORK RELATED FRUSTRATIONS REDUCED THE PERFORMANCE

100
90
80
70
60
50
40
30
20
10
0
Yes No Total

Frequency Percentage

Interpretation/Inference:

Page | 34
Out of the total respondents 98 % of the respondents reported that they had experiences of
work-related frustrations and 1% says NO.

And these frustrations could reduce their performance level and quality. The data reveals the
strong correlation of job satisfaction and the employee performance level.

Objective 3: To find how employees handle stress and also help through company.

Table No.4.11 Do you take leave just to get relaxed from stress

Options Frequency Percentage

Agree 13 26
Strongly agree 7 14
Don’t know 10 20
Disagree 20 40
Strongly disagree 00 00
Total 50 100

Graph No.4.11

Taking leave for relaxation

60

50

40

30

20

10

0
0 1 2 3 4 5 6 7

Page | 35
Interpretation/Inference:

From the data it can be understood that more than 40% of the respondents disagreed to the
statement. 20% of the respondents answered d that they don’t know whether their job is
secured or not and rest 40% agreed.

The unsecure feeling regarding the job can be considered as a clear indicator and a possibility
which potential to reduce the job satisfaction level of employees and in that way to affect
their performance.

Table No.4.12 I have a proper attachment to the work place

Option Frequency Percentage

Agree 12 24
Strongly agree 9 18
Don’t know 15 30
Disagree 7 14
Strongly disagree 7 14
Total 50 100

Graph No.4.12

120

100

80

60

40

20

0
0 1 2 3 4 5 6 7

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Interpretation/Inference:

Data shows that 14% of the respondents disagree to the statement, which means they don’t
feel close to the people at work. 7% strongly disagree the statement; it gives a clear notice of
dissatisfaction among employees in relation with the interpersonal relationship among
workers. 18% of the employees strongly agreed and 24% agreed to the statement. Rest 30%
says don’t know.

Thus, interpersonal relationship among employees have a great influence on the chances of
job satisfaction and motivated work performance, the data has higher significance.

Table No.4.13 This company is good place for me to work

Options Frequency Percentage

Agree 4 8
Strongly agree 36 72
Don’t know 00 00
Disagree 10 20
Strongly disagree 00 00
Total 50 100

Graph No.4.13

work place environment

100
90
80
70
60
50
40
30
20
10
0
agree strongly agree don't know disagree Strongly Total
disagree

Frequency Percentage

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Interpretation/Inference:

72% of the respondents strongly agreed and 4% agreed to the statement that – they feel good
at working. Only 20% of the respondents disagreed to the statement. From the data analysis,
it can be interpreted that in the case 10 % of the respondents they had dissatisfaction in their
work.

Table No.4.14 I Believe management is concerned about me

Options Frequency Percentage

Agree 4 8

Strongly agree 26 52

Don’t know 10 20

Disagree 10 20

Strongly disagree 00 00
Total 50 100

Graph No.4.14

MANAGEMENT CONCERN ABOUT EMPLOYEE'S

100
90
80
70
60
50
40
30
20
10
0
Agree Percentage
Strongly
agree Don't know
Disagree Frequency
Strongly
disagree Total

Frequency Percentage

Interpretation/Inference:

Page | 38
Out of the total 50 respondents, 52% strongly agrees that they believe that management is
concerned about them. 10 % of the respondents responded like they also ‘agreed’ to the
statement. 20 % of the respondents expressed that they don’t know whether the management
is concerned about them or not. While 20 % disagree to the statement that means they don’t
believe that management is concerned about them.

Many studies have pointed out that, in order to get good job satisfaction and better
performance from the part of employees the loyalty of the staff towards the management has
a great role. The loyalty of employees and their feeling about how the management value
them are strongly interrelated.

Table No 4.15 recognition for better performance?

Options Frequency Percentage

Agree 30 60
Strongly agree 8 16
Don’t know 00 00
Disagree 12 24
Strongly disagree 00 00
Total 50 100

Graph No.4.15

Total

Strongly disagree

Disagree

Don't know

Strongly agree

Agree

0 10 20 30 40 50 60 70 80 90 100

Frequency Percentage

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Interpretation/Inference:

Out of the total respondents 50, 60 % responded that they agreed to the statement - they have
got recognition for the well performed jobs. 16% percentage strongly agreed, while data
shows that, 24 percentages of the respondents have a feeling that they have not got proper
recognition for their well performed works.

Thus, recognizing well performed employees is important factor to motivate.

Table No:4.16 To what extent, do you overcome the stress?

Options Frequency Percentage

To a great extent 27 54
To some extent 16 32
No change 02 04
Don’t know 05 07
Total 50 100

Graph No.4.16

120

100

80

60

40

20

0
to a great extent to some extent no change don't know total

Frequency Percentage

Page | 40
Interpretation/Inference:

Out of the total 50 respondents, 54% agreed that they get a good support from company, 32%
strongly agreed, 4% feels no change and 8% of the respondents expressed don’t know, looks
some are confused.

Majority of the respondents feels they overcome stress effect.

Table No.4.17 Management is very flexible and I get along with them very easily

Option Frequency Percentage

Agree 35 70
Strongly agree 05 10
Don’t know 00 00
Disagree 07 14
Strongly disagree 03 06
Total 50 100

Graph no.4.17

MANAGEMENT FLEXIBILITY AMONG EMPLOYEE'S

100
90
80
70
60
50
40
30
20
Percentage
10
Frequency
0
Agree Strongly Don't know Disagree Strongly Total
agree disagree

Frequency Percentage

Interpretation/Inference:

70% of the respondents agreed management is flexible among them rest 10% strongly agreed
and remaining 14% and 8% does not agree to the statement.

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Thus, employees feel management is flexible among them.

Table No.4.18 I feel committed to my work

Options Frequency Percentage

Agree 17 34
Strongly agree 03 06
Don’t know 04 08
Disagree 18 36
Strongly disagree 08 16
Total 50 100

Graph no.4.19

I feel committed to my work

100
90
80
70
60
50
40
30
20
Percentage
10
Frequency
0
Agree Strongly Don't know Disagree Strongly Total
agree disagree

Frequency Percentage

Interpretation/Inference:

Page | 42
Out of the total respondents, 36 % respondents believe that their skills were not effectively
utilized by the management. 06 percentage strongly disagree to the statement that all their
talents and skills used at work. And 8% of responded as don’t know, 34% of the respondents
agreed to the fact that all their skills and talents are utilized at work.

From the analysis of the data, it can be understood that majority of the respondents have
feeling that their skills and talents are only underutilized in the work field. This feeling of
more work of skill and talents may reduce the job satisfaction of employees and in that way
to negatively influence their performance level.

CHAPTER-V
SUMMARY OF FINDINGS, CONCLUSIONS AND SUGGESTIONS

5.1 SUMMARY OF FINDINGS, SUGGESTIONS, CONCLUSIONS

This chapter includes summary of findings, conclusions and recommendations in respect of

the objectives of the study. According to Steve, (2011) stress is resulted as a reaction of an
employee when certain demands, pressures and professional aspects have to be faced at the
work place which does not match their knowledge levels there by posing a challenge and
threat to the capabilities of the employee which in turn would create a struggle for existence
in terms of being employed in a place. Any job can be said to be healthy when it is likely to
be appropriate in relation to their abilities and resources, and the amount of control it will
have on their job. Hence it can get support people who matter to them. A work environment
can be said to be healthy if it is one in which individual have made health an important factor

Page | 43
in their working environment. Therefore, it may include continuous and consistent
assessment of risks to health, the provision of proper information and training on health
issues and to provide and avail of health promoting organizational support practices and
structures.

Major findings of the study are:

 Most of 58% of respondents gender wise classification are male

 Majority of 28% of the respondents were the age level of 25-30 years.
 Most of 64% of the respondents were unmarried
 Good interpersonal relationship among workers is important to get a good job
satisfaction from the work and job environment.
 Influence in the job satisfaction of employees like, work environment, interpersonal
relationship with staffs etc., still monetary benefits are being considered as major.
 Poor working conditions in the firm can reduce their level of job satisfaction.
 Respondents feels management support and guidance is necessary for better
performance.
 There is evidence to the effect that the majority of employees reported to work under
pressure and that they feel uncared by the organization.

 The majority of the employees have issues with the organization; ranging from
perceived non-care by the organization to feelings of being underutilized.
 The fact that the majority of the employees indicate to “sometimes” like working.
 No misfit between the employees and their working environment as there is a
minority of the employees who indicated that some are happy and some not, with
their working environment.
 The majority of the employees have seldom or no control over their jobs. When
employee’s feel they do not have control over their jobs they may be stressed. As the
majority of the employees have tertiary qualifications and are highly competitive it
can be concluded that their specialized knowledge is stifled by the lack of control over
their jobs and the frustration they endure may lead to distress.
 The majority of employees reported to have had poor performance feedback and that
was also an indication that productivity had been affected by stress.

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  The majority of employees sometimes stayed away from work and some reported late
for duty. This is an indication that productivity was hampered by their absenteeism.
 There was evidence of good supervisor-subordinate relations. The majority of
respondents reported that they do not use alcohol after work; there was very little
interpersonal conflict, which could create a good mood for productivity.
 how the workers perceive the promotion and self-advancement opportunities in the
work field as a contributing factor to their level of job satisfaction.
 employees feel management is flexible among them

From the analysis, it can be clearly interpreted that, the level of job satisfaction has a
great role in deciding the performance level of employees.

5.2 SUGGESTIONS

The aim of the study was to evaluate the effect of stress on productivity of the employees at
CELESTIAL STARS INDIA ENTERTAINMENT PVT LTD, BANGALORE. The results
from this study showed that the negative factors that distressed employees had a negative
effect on productivity. The causes that were identified and analyzed in Chapter 4, included
the ages of the respondents, determining the stress levels of the respondents, and the effect of
stress on productivity.

 It is clear from the vast number of factors identified, reported and quantified and
through the literature review that the goal of the study was achieved. This also served
to prove that stress had a negative effect on productivity. There had been many stress
factors that the employees of and the enquiry proved that the effect of stress affected
productivity negatively.
 It is analyzed from the study that the organization is not understanding the work stress
felt by their employee’s.
 company’s concern towards employee’s is not much effective hence employee feel
they are less concern about them. supervisor or company has to understand
employee’s problem for absenteeism and how work should be assigned like how to
motivate them, make them connected to organization.
 It is important to communicate to employees that they are valued at the company. 
 Company must arrange one-on-one meetings with employees at least weekly, can
discuss over project and performance expectation and listen to any concern that they

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 might have, if employees are unhappy with their roles or job experience, brainstorm a
series of solutions with them that can help improve their experiences.
 Company should arrange some fun activities, such as a table tennis area, after a period
of stress will allow them to recover from a stressful day.
 Engage employees as much as possible. High employee engagement leads to higher
productivity and happiness.

5.3 CONCLUSION

From the analysis of the data, it can be understood that majority of the respondents have
feeling that their skills and talents are only underutilized in the work field. This feeling of
underutilization of skill and talents may reduce the job satisfaction of employees and in that
way to negatively influence their performance level.

Any job can be said to be healthy when it is likely to be appropriate in relation to their
abilities and resources, and the amount of control it will have on their job. Hence it can get
support people who matter to them. A work environment can be said to be healthy if it is one
in which individual have made health an important factor in their working environment.

Therefore, it may include continuous and consistent assessment of risks to health, the
provision of proper information and training on health issues and to provide and avail of
health promoting organizational support practices and structures.

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