Workplace stress among executives in Assam’s tea estates is increasingly tied to the erosion of historical colonial-era perks and a lack of workplace autonomy, according to a study conducted by Prasun Raj Kaushik of Dibrugarh University. The research, which analyzed North Eastern Tea Association (NETA) estates, identifies restricted decision latitude as the primary driver of mental health struggles for middle and lower-level management.
The Decline of Colonial-Era Perks and Modern Stress
Tea estate executives enjoyed a lifestyle defined by luxury bungalows, recreation clubs, and golf—perquisites originally designed to offset the isolation of remote plantation life. However, this model has largely collapsed. According to Prasun Raj Kaushik, industry deregulation, shifting government policies, and increased taxation have rendered these lifestyle benefits mostly defunct.
This loss has created a “tightrope” for current managers. Executives must now balance operational demands with a loss of the historic privileges that once compensated for the rigors of plantation management. The study notes that lower-level executives currently report the highest stress levels, suggesting that the pressure is most acute for those with the least institutional power.
The North Eastern Tea Association (NETA) represents 180 members, including estates and bought-leaf factories. These entities account for approximately 20% of Assam’s total annual tea production, which ranges between 650 and 700 million kg.
Quantifying Workplace Risk Factors
The research categorized workplace stress into five distinct risk factors: person-environment adjustment, physiological hazard, recurrent non-reciprocity, restricted decision latitude, and transactional coping. Among these, restricted decision latitude—defined as a lack of control, autonomy, and flexibility—emerged as the most significant contributor to executive stress.
Bidyananda Barkakoty, NETA’s adviser, emphasized that the study addresses a “largely neglected issue.” Barkakoty noted that because tea garden executives occupy a pivotal position managing complex operational and human resource tasks, the industry must prioritize mental health to maintain productivity and effective management standards.
Comparative Stress Levels: Assam-Domiciled vs. Outsiders
The study conducted a comparative analysis of executives based on their home state. While the findings indicate a measurable difference in stress levels between Assam-domiciled executives and those from other parts of India, the gap is not classified as alarming. Instead, the data suggests that stress is a systemic issue influenced by a combination of organizational practices and individual backgrounds rather than geography alone.
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Future Outlook for Assam Tea Estates
The findings from the Dibrugarh University study suggest that the tea industry must modernize its approach to human resources. As the sector faces ongoing challenges—including climate change, volatile global markets, and the legacy of past extortion threats—the mental health of its management layer is a critical factor for long-term sustainability.
Moving forward, strengthening stress management initiatives is viewed as a necessity rather than a luxury. By addressing the roots of workplace dissatisfaction, NETA and other industry bodies aim to stabilize the workforce and improve overall estate performance.
Frequently Asked Questions
What is the primary cause of stress for tea estate executives?
According to the study, the most prominent stress-inducing factor is “restricted decision latitude,” which refers to a severe lack of control, autonomy, and flexibility in the workplace.
Are Assam-based executives more stressed than those from outside the state?
The study found a noticeable difference in stress levels, but the variance was not considered alarming, indicating that organizational practices impact all executives regardless of their home state.
What role does NETA play in this research?
NETA, which represents 180 tea estates and factories, supported the study to gain insights into workplace stress, hoping to use the findings to strengthen employee well-being and enhance productivity.
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