Analysis of Workplace Stress and Violence

This assignment involves analyzing the frequency of various issues in a corporate environment, including employee satisfaction with their current job, job security, working environment, influence on productivity, excessive control over personal life, frequent arguments with superiors, and encounters with workplace violence. The data analysis reveals significant concerns among employees, such as stress, insecurity, and violence, affecting their well-being and performance.

Phycological stress and violence in the working
environment on firm’s profitability

EXECUTIVE SUMMARY
This research report summarise the impact of stress and workplace violence which
influence profitability of a business firm. Phycological or Physiological stress is the biological
response to stressor which may occur for environmental conditions. Violence in workplace
environment is related with physical abuse and other mental pressures which can include
threatening behaviour, verbal or written threats, harassment, verbal abuse, physical abuse and
attacks. In this Research report, introduction, literature review and methodology is developed.

Table of Contents
EXECUTIVE SUMMARY.............................................................................................................2
Title..................................................................................................................................................1
CHAPTER 01: INTRODUCTION..................................................................................................1
1.1 Background of the research..............................................................................................1
1.2 Rationale for the proposed research.................................................................................1
1.3 Research questions/aim/objectives...................................................................................2
1.3.1 Aim...........................................................................................................................2
1.3.2 Research objectives..................................................................................................3
1.3.3 Research questions....................................................................................................3
CHAPTER 02: LITERATURE REVIEW.......................................................................................3
2.1 Workplace stress and violence.........................................................................................3
2.2 Factors contributing employee stress and violence..........................................................4
2.3 Impact of workplace stress and violence on the profitability of the organisation............6
2.4 Conceptual framework.....................................................................................................7
CHAPTER 03: METHODOLOGY.................................................................................................7
3.1 Research philosophy.........................................................................................................7
3.2 Research approach............................................................................................................7
3.3 Research strategy..............................................................................................................8
3.3.1 Research population:................................................................................................8
3.3.2 Sampling frame, size and techniques: .....................................................................8
3.3.3 Data collection and measurement: ...........................................................................8
3.4 Pilot study.........................................................................................................................8
3.5 Data analyses plan............................................................................................................9
3.6 Ethical consideration........................................................................................................9
3.7 Time plan........................................................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

Title
A research on “phycological stress and violence in the working environment on firm's
profitability”. A Case Study on ChopCut Limited & ABC Limited.
CHAPTER 01: INTRODUCTION
1.1 Background of the research
Phycological or Physiological stress is the biological response to stressor which may
occur due to distinct negative environmental conditions. It is a concept of body to react on
condition such as threat, challenge or physical barrier. The main reason of this stress is problems
in working environment of an individual (Gilbreath, 2012). Violence in workplace environment
is related with physical abuse and other mental pressures which can include threatening
behaviour, verbal or written threats, harassment, verbal abuse, physical abuse and attacks etc.
This research proposal is based on stress and violence in the working environment affects
profitability of a company (LaVan and et. al., 2012). Profitability is the profit earning ability of a
company which can get highly affected by phycological stress and violence in the working
environment. Various influences which affects profitability of a company is culture of violence
and potential pitfalls of stress. In order to research about this topic, investigator will conduct an
intense research about the topic and will develop an understanding by determining various
impacts and influences (Barber, 2012).
In order to analyse and evaluate phycological stress and workplace violence, a company
which is selected is ChopCut Limited. This company is a medium scale organisation which
operates in United Kingdom. The main organisational operations of this company includes
manufacturing and supply of high quality goods of Chop cut wheels. Main aim of this company
is to earn maximum profit with sustainability. These companies are selected as it has been seen
that companies like these which are growing rapidly does not address issues of employees. Due
to which phycological stress and workplace violence is increasing in these companies
(Physiological stress in companies. 2018).
Organisational stress is a mental phenomenon whereas workplace violence is a physical
one. Physiological stress arises from both individual and organisational stressors in the
workplace. Some of these influencers are felling of exhaustion due to late working hours,
cynicism, ineffectiveness and lack of personal accomplishment. These mental stresses ultimately
1

results in low productivity which leads to impact on profitability of an organisation. Violence in
workplace affects trust and satisfaction of all employees working in that business entity which
reduces power of profit earning. I have investigated about various influencers and impacts of
phycological stress and violence in the working environment in order to determine level of
impact on profitability of the business organisation (Bardoel and et. al., 2014).
1.2 Rationale for the proposed research
Physiological stress and violence in the working environment are two main aspects
which influences employees as well as overall organisation. By developing an understanding
about these topics, investigator can get benefited by various ways. Rationale of this research
proposal can include benefit to the investigators and benefit to the learners of this proposal. I can
gain various benefits from the study of this topic. Physiological stress is a organisational stressor
which impacts productivity of employees, investigator can ascertain numerous reasons and
causes which brings these kinds of stress to employees. It is important to ascertain cause of a
problem before pinning any solution for it. I can ascertain causes of the problem of
organisational violence and can develop its solutions. Learners which are going to study this
proposal can understand the impact of these issues on profitability of organisation and can even
prepare their own solutions for these problems.
The aspect of Physiological stress can help the investigator to provide solutions for
workplace pressure and stressors associated with organisation. From this research proposal,
learners of different organisation can gain information about how the stress can be reduced so
that company can bring efficiency in their business operations. I will identify key issues which
are raised from stressors which will provide a base to ascertain about solutions (Brown and
Quick, 2013).
Another independent variable in this research is workplace violence which helps in
ascertaining key aspects of this issue such as mental harassment, physical abuse and many more.
These aspects can help in building solutions for issues related to workplace violence. Main
learners of this research are considered to be organisation which are facing same problem of low
profitability due to violence in their business entity. By this study, they can ascertain solutions
for their issues and can even develop understanding about satisfaction of employees and its
importance. This research will ultimately benefit organisation and their employees (DiFruscia,
2012).
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Dependent variable is an element of the investigation project tittle which is depend on the
other independent variables. In this case of research, dependent variable is organisation which is
affected by the independent variables (Marchand, and et. al., 2015).
1.3 Research questions/aim/objectives
1.3.1 Aim
Main aim of this research proposal is “To analyse and interpret impact of phycological
stress and workplace violence on profitability of SMEs”
1.3.2 Research objectives
 Analysing impact of workplace stress and violence in SMEs.
 Understanding the concept of workplace stress and violence.
 Evaluating factors which contributes towards employee stress and violence.
 Discuss impacts of workplace stress and violence on the profitability of the organisation.
1.3.3 Research questions
What do you understand by workplace stress & violence, also identify its impacts and
factors which influence profitability of SMEs?
CHAPTER 02: LITERATURE REVIEW
2.1 Workplace stress and violence
According to S Michie, stress is a reaction to a situation, individuals typically sense a
feeling of stress under certain situations which are related with pressure and beyond deal
circumstances. Workplace stress arises from the conflict between job demands on the employee
and the amount of control an employee has over meeting these demands. High demands in a job
can lead towards situation of workplace stress. This stress can be both advantageous and
disadvantageous. Despite of the harmful affects of stress, it can sometimes leads to more
efficiency and productivity. Stress is a body response to actual or perceived threats. These threats
are usually result in phycological issues due to which an employee is unable to achieve its
desired goals. But in contrary, few employees has shown completely opposite behaviour and
worked even better in the situation of stress. Situations of stress are typically unpredictable and
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uncontrollable due to which employees face performance pressure. This situations can be
deadlines, demands of job, job security and commuting journeys.
Workplace stress usually results in low productivity of employees due to which they fail
to fulfil all the demands of their jobs and business firm ultimately faces low profitability. This
element of workplace stress is directly proportional to profit earning ability of an entity.
Workplace stress is more related to mental pressure rather than physical.
According to Occupational Safety and Health Administration (OSHA), workplace
violence is a major occupational health issue under which employees of a business firm faces
violence in workplace. This violence usually includes physical abuse but in some cases this can
include mental abuse of threatening. These violence can range from verbal abuse to physical
assaults. In order to protect employees from workplace violence, government and other
regularities has designed certain laws related to occupational health and safety. In the case where
there is no laws or rules regarding workplace safety, it is the duty of employer to protect their
employees from violence or physical abuse. The main cause of workplace violence is
interpersonal relationships, lack of employee assistance program and stress. This violence
ultimately decreases the level of employee's satisfaction due to organisational productivity and
profitability decreases.
2.2 Factors contributing employee stress and violence
In order to conduct this research I have to contribute my time and skills in order to
effectively develop solutions to the issues related with phycological stress and workplace
violence. I will conduct this research to overcome the flaws which were present in previous
researches. I will conduct a quantitative research by taking sample of 300 respondents. Gap
which is identified in this research is that, in previous researches there was no relevance of
information regarding workplace violence was provided. Another gap which is identified is that
previous researches has referred phycological stress and workplace violence as same but both of
these concepts are different (Barber, 2012).
As per the view of Elizabeth Scott, employee stress is a concept of mental stress faced by
personnel of an organisation. There are various factors that contributes towards employee stress
which are also the cause of this stress and some of them are described below:
Work demands – The most factor which contributes to employee stress is work
demands. These demands are the goals which are required to be achieved by an employee.
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These demands are implied by the employer and sometimes these demands are impossible to be
fulfilled due to which pressure of work reaches to high levels. This issue can be resolved using
proper training, so that employees can handle pressure and work demands (Bardoel and et. al.,
2014).
Technology – This factor has improved life of the world but when it comes to
organisational stress, technology such as mobile phones has forced employees to work outside
working hours. Answering emails during personal hours is a major drawback of technology.
Mobile technology has led many employees to work outside working premises and hours. This
factor triggers stress of employees (Brown and Quick, 2013).
Roles and responsibilities – This factor is related with roles and responsibilities of
employees which are not appropriately fulfilled by an employee. Excessive responsibilities may
cause stress for employees. Not only excessive responsibilities but less roles and responsibilities
also lead to employee stress as this raises the sense that their skills are not fully utilised or
developed.
Support – Another factor which contributes towards employee stress is support from
other employees or superiors. Receiving little or no support from colleagues can result into major
employee stress as employees started to sense the feeling of unwanted in working premises. This
factor not only contributes in employee stress but also contributes in low profitability of business
entity (DiFruscia, 2012).
Relationships – This factor is related with interpersonal relationship of colleagues and
employee-employer. Poor relationships or negative behaviour within the workplace can result in
extreme workplace stress. Ignoring or bullying are the situations which can damage an
individual's mental health and turn it to damage for the organisation (Gilbreath, 2012).
Change – Changes in the working environment are the most common yet crucial factor
which contributes to employee stress. Changes in working environment results in lack of
communication, lack of timely information and lack of opportunities which ultimately results in
stress in working scenario (LaVan and et. al., 2012).
According to Amanda Cuda, employee violence is a mental and physical abuse which is
faced by employees of a business entity. Various factors which cause the emergence of employee
violence are mentioned below:
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Lack of awareness – Various employees which are abused from their employers or
superiors does not have any awareness related to employee rights against physical or mental
abuse. This lack of awareness can even increase the courage of abusers. Employees which are
facing workplace violence due to lack of awareness contribute towards low productivity and
profitability of the company (LaVan and et. al., 2012).
Authoritative management practices – There are few organisations which has overly
authoritative management practices, usually contribute towards workplace and employee
violence. Employers of these type of organisations assume that abusing is their right and
employees has to face all the mental and physical violences in order to receive their pay check
(Marchand and et. al., 2015).
Revenge – The most common factor of workplace violence is revenge. Few superiors,
employers or even colleagues take out their personal grudges and revenge out of physical or
mental abuse. This revenge usually takes place by superiors which has more power at workplace
(Mawritz, Dust and Resick, 2014).
Perception of iniquities – Another factor which contributes towards workplace violence
is perception of iniquities. In some cases, employer develops a perception that subordinates are
not equal as they hold no ownership. This factor increases the chances of employee-employee
violence (Gilbreath, 2012).
I have identified above factors which contributes towards employee stress and violence.
These factors can help learners to ascertain rights of employees against workplace stress and
violence. Investigator has identified these factors by classifying stress and violence as different
forms of abuses (LaVan and et. al., 2012).
2.3 Impact of workplace stress and violence on the profitability of the organisation
From the views of Bucurean Mirela and Costin Madalina (2018), workplace stress has
both positive and negative impact on profitability of the organisation. Workplace stress is
directly proportional to profitability of the organisation. Positive and negative impact of
employee stress are mentioned below:
Positive impact – Diversity of tasks, high responsibilities and extension of work program
can result in workplace stress. The main aim of employers to imply workplace stress on
employees is to increase the productivity of employees as it is considered that in crucial
situations, people came out with their best ideas and great approaches. High responsibilities and
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roles can influence the employees in a positive manner and result in increased profitability of the
company.
Negative impact – Organisations increase the responsibilities and roles of employees in
order to gain more productivity out of employees. Sometimes, these stress can even backfire at
the employees of a company and can result in low productivity. Excessive roles and
responsibilities can increase the stress level on employees from which productivity and
performance of employees can be reduced which will ultimately result in low profitability of
business entity.
Unlike workplace stress, workplace violence only has negative impact on the employees'
performances and on profitability of firm. Violence is the physical or mental abuse which is
faced by workers at their working environment due to their superiors or colleagues. Negative
impact of this concept includes low satisfaction of employees and sometimes even bodily harm
to employees which results in under performance of employees. Under or non-performance of
employees ultimately results in low profitability of firm.
2.4 Conceptual framework
A conceptual framework represents the researcher's work of literature about the topic of
the research. This framework maps out the actions which are required to be present in the
research proposal. Conceptual framework of this particular research is as follows. There are three
variables in this research topic that is workplace stress, workplace violence and firm's
profitability. Workplace stress and violence are two independent variables whereas firm's
profitability is a dependent variable. In order to develop an understanding about the relationships
of these variables.
A framework for the issues and their influence on a firm's profitability is developed
below which shows several factors leading towards workplace stress.
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CHAPTER 03: METHODOLOGY
Conceptual framework for this research proposal is provided below:
Introduction about topic is mentioned which includes background and rational of the
research, aims, objectives and questions.
Literature review about the research questions is discussed.
Research Methodology is developed which includes research philosophy, approach and
strategy.
Pilot study is the primary study about the topic and concept of research.
Data analyses plan includes analysis of data which is collected through questionnaire
and presented using graphs and other tools.
Ethical consideration includes all the aspects which are required to be considered
related with ethics.
Time plan includes a plan in which total time is categorised into activities which are
required to be performed.
3.1 Research philosophy
Research philosophy is a technique which has a certain manner about data which should
be gathered, analysed and used. There are two types of research philosophy which are typically
used and they are Positivism and Interpretivism. In order to conduct a qualitative research about
this topic “Interpretivism” is used. The reason behind using this philosophy is to described the
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issues of workplace stress and violence which can influence organisational profitability. This
philosophy allows the investigator to interpret elements of the study. The main reason behind
using this philosophy is that it emphasizes qualitative analysis over quantitative analysis
(Mawritz, Dust and Resick, 2014).
3.2 Research approach
Research approach is a arrangement and operation that consists the steps of wide
hypothesis which is used to elaborate the methods to collect the data, analyse and interpretate it.
It is basically depends on the cause of the problem which is being addressed. There are two types
of approach i.e. inductive and deductive. Inductive approach is a system in which conclusion of
research includes probable results as it is based on qualitative data. Deductive approach helps in
giving a certain and accurate result as it is based on quantitative data. In this research of SMEs,
inductive research approach is used (Marchand and et. al., 2015).
3.3 Research strategy
Research strategy is a step by step plan of action that gives direction to investigator's
thoughts and efforts. This strategy has enabled me to conduct research systematically to produce
quality results and detailed reporting (Giorgi, Shoss and Leon-Perez, 2015).
3.3.1 Research population:
Research population is a large collection of individuals which are focused while
collecting data for the research. In order to ascertain the research population, it is important to
select a suitable sampling method. In order to gather information about impact of workplace
violence and stress, convenient sampling technique is used. Population size for this research is
300 individuals who are working in a corporate environment of SMEs. Audience of this research
proposal is employees and employers working in private limited company (Rosskam and Elling,
2018).
3.3.2 Sampling frame, size and techniques:
Sampling is a statistical analysis in which a predetermined number of observations is
taken from a larger population (Bardoel, Pettit, De Cieri and McMillan, 2014). In order to
effectively conduct this research, investigator has decided to select sampling frame of individuals
who are working in a corporate environment. Sample or population size for this research is
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selected as 300 people as they can help in effective data gathering and better evaluation can be
done. Technique which is used to set this sampling frame and size convenient random sampling.
Under convenient sampling method, individuals are selected for research independently and
every individual under sample population has provided equal chance. Survey monkey is a
website of customised survey which is used to conduct survey of 300 people. Respondents or
survey population of 300 is selected as it is considered that total number of employees present in
this company is 300. By conducting survey of all these employees, it can be clearly analysed
situation of the company regarding phycological stress and workplace violence. Survey monkey
is used to identify this number of respondents which is 300.
Sample size of 300 is calculated from survey monkey. Population which is taken is 595
as employees in Chocut is 595, margin of error is 4% and confidence level is 95.
3.3.3 Data collection and measurement:
In this research, qualitative method is used to collect the data from individuals of sample
size. Data which is collected is in the form of close ended questionnaire. This data can be
10

analysed using graphs and charts. In order to conduct a survey, a questionnaire is prepared along
with its interpretation with is shown in the appendix (Buhai, I. S., and ed. al., 2017).
3.4 Pilot study
Pilot study is a study conducted in order to evaluate feasibility, time, cost and adverse
events. This study is considered to be important as this study is a full
scale study. Pilot studies are small-scale, preliminary studies which aim to investigate whether
crucial components of a main study – usually a randomized controlled trial (RCT) – will be
feasible. The reporting of pilot studies must be of high quality to allow readers to interpret the
results and implications correctly. This blog will highlight some key things for readers to
consider when they are appraising a pilot study (Landy and Conte, 2016).
3.5 Data analyses plan
Data analyses plan is a critical plan of evaluation of all the data which is gathered by the
investigator in order to collect evidence for result of the research. Data which is collected from
the sample size individuals is gathered using close ended questionnaires. Research questions
need an assumption for hypothesis (Schonfeld, Bianchi and Luehring-Jones, 2017). In this
research of impact of workplace stress and violence on organisational profitability, null and
alternative hypothesis are assumed.
Null hypothesis = there is an high influence of workplace violence and stress on
organisational profitability.
Zero hypothesis = There is negligible influence of workplace violence and stress on
organisational profitability.
3.6 Ethical consideration
Ethical consideration is the ethical issues which has occurred while conducting this
research. Employees which are investigated in order to ascertain the impact of workplace
violence and stress are selected using random sampling. The primary issue which has raised is
that no personal information about those employees or respondents is leaked. Another ethical
issue which has raised is that information which is collected from employees cannot be
misinterpreted as it will negative influence the learners (Landy and Conte, 2016).
3.7 Time plan
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CONCLUSION
From the above research, it can be concluded that violence and stress in workplace can
highly impact the performance of employees and profitability of the firm. Research proposal is
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developed using qualitative method in which data analyses plan is prepared. Background and
rationale about the topic is analysed and evaluated which helps in preparing literature review and
research methodology.
13

REFERENCES
Books and Journals:
Barber, C., 2012. Use of bullying as a management tool in healthcare environments. British
journal of nursing. 21(5). pp.299-302.
Bardoel, E. A. and et. al., 2014. Employee resilience: an emerging challenge for HRM. Asia
Pacific Journal of Human Resources. 52(3). pp.279-297.
Brown, L. W. and Quick, J. C., 2013. Environmental influences on individual burnout and a
preventive approach for organizations. Journal of Applied Biobehavioral Research.
18(2). pp.104-121.
DiFruscia, K. T., 2012. Work Rage: The Invention of a Human Resource Management Anti‐
Conflictual Fable. Anthropology of Work Review. 33(2). pp.89-100.
Gilbreath, B., 2012. Educating managers to create healthy workplaces. Journal of Management
Education. 36(2). pp.166-190.
LaVan, H. and et. al., 2012. The impact of domestic violence in the workplace. Employment
Relations Today. 39(3). pp.51-63.
Marchand, A. and et. al., 2015. The multilevel determinants of workers’ mental health: results
from the SALVEO study. Social psychiatry and psychiatric epidemiology. 50(3).
pp.445-459.
Mawritz, M. B., Dust, S. B. and Resick, C. J., 2014. Hostile climate, abusive supervision, and
employee coping: Does conscientiousness matter?. Journal of Applied Psychology.
99(4). p.737.
Giorgi, G., Shoss, M. K. and Leon-Perez, J. M., 2015. Going beyond workplace stressors:
Economic crisis and perceived employability in relation to psychological distress and
job dissatisfaction. International Journal of Stress Management. 22(2), p.137.
Rosskam, E. and Elling, R. H., 2018. Excess Baggage: Leveling the load and changing the
workplace. Routledge.
Bardoel, E. A., and et.al., 2014. Employee resilience: an emerging challenge for HRM. Asia
Pacific Journal of Human Resources. 52(3), pp.279-297.
Schonfeld, I. S., Bianchi, R. and Luehring-Jones, P., 2017. Consequences of Job Stress for the
Mental Health of Teachers. In Educator Stress (pp. 55-75). Springer, Cham.
Buhai, I. S., Cottini, E. and Westergaard‐Nielsen, N., 2017. How Productive Is Workplace
Health and Safety?. The Scandinavian Journal of Economics, 119(4), pp.1086-1104.
Landy, F. J. and Conte, J. M., 2016. Work in the 21st century, Binder ready version: An
introduction to Industrial and Organizational Psychology. John Wiley & Sons.
Online
Workplace stress. 2018. [Online]. Available through: <https://oem.bmj.com/content/59/1/67>
Workplace violence. 2018. [Online]. Available through:
<https://www.everbridge.com/workplace-violence/>
Factors contributing employee stress. 2018. [Online]. Available through:
<https://www.verywellmind.com/job-factors-that-contribute-to-employee-burnout-
3144512>
Factors contributing violence. 2018. [Online]. Available through:
<https://www.ctpost.com/news/article/Experts-Many-factors-can-contribute-to-
workplace-601690.php>
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Organizational Stress and violence and its impact on work performance. 2018. [Online].
Available through: <https://ideas.repec.org/a/ora/journl/v1y2011ispecialp333-
337.html>
Physiological stress in companies. 2018. [Online]. Available through:
<https://study.com/academy/lesson/consequences-of-stress-at-work-physiological-
psychological-behavioral-symptoms.html>
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APPENDIX
Questionnaire:
Q1. Are you satisfied with your current job?
a. Yes
b. No
Q2. Do you feel job security in your job?
a. Yes
b. No
Q3. What can you say about your workplace working environment?
a. Satisfactory
b. Dis satisfactory
Q4. Do you agree that workplace environment influences productivity of employee?
a. Agree
b. Disagree
Q5. Does your job have excessive control to your personal life?
a. Yes
b. No
Q6. Do you tend to have frequent arguments with your superiors?
a. Yes
b. No
Q7. Have you encountered any situation of workplace violence?
a. Yes
b. No
Q8. Give your suggestions on workplace stress and violence.
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Data analysis:
Q1. Are you satisfied with your current job? Frequency
a. Yes 200
b. No 100
a. Yes b. No
0
50
100
150
200
250
200
100
Q1
Frequency
Interpretation:
From he above graph, it has been analysed that one third employees working in corporate
environment are not satisfied with their job due to which they face workplace stress and their
personal life also get affected.
Q2. Do you feel job security in your job? Frequency
a. Yes 50
b. No 250
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Interpretation:
From the above graphical representation of question 2, it has been ascertained that most
of employees does not have sense of job security. 250 out of 300 employees does not a sense of
job security.
Q3. What can you say about your workplace working environment? Frequency
a. Satisfactory 225
b. Dis satisfactory 75
18
a. Yes b. No
0
50
100
150
200
250
300
50
250
Q2
Frequency

Interpretation:
From the above pie chart of question 3, it has been ascertained that 225 people out of 300
are satisfied from their workplace. Despite of facing various organisational stress and violence,
employees are satisfied with their workplace which interprets that in current scenario, most
companies have stressful working environment.
Q4. Do you agree that workplace environment influences productivity of
employee?
Frequency
a. Agree 290
b. Disagree 10
19
225
75
Q3
a. Satisfactory
b. Dis satisfactory

Interpretation:
By developing above pie chart, it has been analysed that there is a strong agreement with
the fact that working environment does effect productivity of a company. 290 out of 300 are
employee agree that productivity gets affected from workplace stress.
Q5. Does your job have excessive control to your personal life? Frequency
a. Yes 150
b. No 150
20
290
10
Q4
a. Agree
b. Disagree

Interpretation:
From the above bar graph, it has ascertained that there is a mutual agreement and
disagreement which the statement that job of employees has excessive control to their personal
life due to which productivity and performance of employees get affected.
Q6. Do you tend to have frequent arguments with your superiors? Frequency
a. Yes 200
b. No 100
21
a. Yes b. No
0
20
40
60
80
100
120
140
160 150 150
Q5
Frequency

Interpretation:
After developing above bar graph for question 6, it has been ascertained that one third
employees that is 200 has tend to engaged in an argument which their superiors. Due to these
arguments, stress in workplace is highly triggered due to which employee employer relationship
gets affected.
Q7. Have you encountered any situation of workplace violence? Frequency
a. Yes 50
b. No 250
22
a. Yes b. No
0
50
100
150
200
250
200
100
Q6
Frequency

Interpretation:
From the above pie chart, it has been analysed that 250 out of 300 people has
encountered workplace violence which is significantly high. These statistics reflects that most of
the employees are facing violation in their work premises.
23
50
250
Q7
a. Yes
b. No