work life balance report

Public sector: -

Prior to Independence, there were few ‘Public Sector’ Enterprises in the country. These included the Railways, the Posts and Telegraphs, the Port Trusts, the Ordinance Factories, All India Radio, few enterprises like the Government Salt Factories, Quinine Factories, etc. which were departmentally managed.

The public sector is that portion of society controlled by national, state or provincial, and local governments. In the United States, the public sector encompasses universal, critical services such as national defense, homeland security, police protection, fire fighting, urban planning, corrections, taxation, and various social programs.

The public sector overlaps with the private sector in producing or providing certain goods and services. The extent of this overlap varies from country to country, state to state, province to province, and city to city. This overlap is most often seen in waste management, water management, health care, security services, and shelters for homeless and abused people. Sometimes, service providers move from the public sector to the private. This is known as privatization, and has been taking place in recent years on a large scale throughout the world. In other instances, a service may shift from the private sector to the public. This is less common, but health care is one area where some governments are providing or experimenting with services previously furnished by private providers.

Governments routinely hire private corporations to provide goods and services for the public sector, a practice known as outsourcing. Examples include the manufacture, construction, or maintenance of aircraft, military hardware, electronic and communications equipment, computers, roads, freeways, bridges, parks, and recreation areas.

Private Sector:-

The phenomenal growth of private sector of India can be attributed to political will,

financial reforms, usage of more advanced technology, young and large English

speaking working class. The 7-8 % of annual GDP growth rate India is the one of

the highest growth rate in the world. The last 15 years witnessed a phenomenal

rise of the growth of private sector in India. The opening up of Indian economy has

led to free inflow of foreign direct investment (FDI) along with modern cutting edge

technology, which propelled India's economic growth.

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Previously, the Indian market were ruled by the

government enterprises but the scene in Indian market changed as soon as the

markets were opened for investments. This saw the rise of the Indian private

companies which prioritized customer's need and speedy service. This further

fueled competition amongst same industry players and even in government

organizations. Further, the government of India also divested some of its

enterprises to ensure smooth operation of these companies which was otherwise

were loss making. It also went further and forged joint venture private Indian

companies, especially in sectors like, telecommunication, petroleum, housing and

infrastructure. This inculcated healthy competition and benefited the end

consumers, since the cost of service or products come down substantially.

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Public sector

Life Insurance Corporation Limited:-

Insurance is a social device where uncertain risks of individuals

may be combined in a group and thus made more certain - small

periodic contributions by the individuals provide a found out of

which those who suffer losses may be reimbursed. In addition to

being a means to protect oneself, the insurance Industry is an

efficient conduit for the saving of people to be channeled towards

economic growth. In India, the Insurance Industry7 is more than

150 years old. Today, it is monopolized by two PSU's in their

respective fields of life and General Insurance. However, with the

successful passage IRDA Bill through both houses of parliament in

December 1999 the sector has been opened up to private players.This will

provided much. Needed impetus to the Industry and will

improve the quality of service and products and will also increase

employment opportunities. There are still some issues their need to

be sorted out, particularly with regard to the status of

intermediaries as envisaged by the Insurance Regulatory Authority.

Present Status of LIC of India Existing as a towering insurance company

for over 50 years, LIC has acquired almost monopoly power in the

solicitation and sale of life insurance policies in India. In addition to the

summary regarding the present stature provided at the beginning, LIC has

extended its activities in 12 countries other than India with the objective of

catering to the insurance needs of Non Resident Indians. The enforcement

of New Economic Reforms in 1991 coupled with the formation of

Insurance Regulatory and Development Authority Act (IRDA) of 2000

(which started issuing licenses to private life insurers ) has diluted the

monopolistic attitude commanded by LIC. The only insurance company

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belonging to the public sector now has to compete with several other

corporate entities of its kind which often are heavyweight Indian as well as

Multinational Life Insurance Brands in themselves.

Bharat Sanchar Nigam Limited:-Bharat Sanchar Nigam Ltd. formed in October, 2000, is World's 7th largest

Telecommunications Company providing comprehensive range of telecom

services in India: Wireline, CDMA mobile, GSM Mobile, Internet, Broadband,

Carrier service, MPLS-VPN, VSAT, VoIP services, IN Services etc. Presently it is

one of the largest & leading public sector unit in India.

State Bank of India:-The State Bank of India, popularly known as SBI, is one of the leading banks in

India. The bank traces its origin to the first decade of the 19th century. Later on, it

was merged with the Imperial Bank. In the year 1955, the Government of India

nationalized the Imperial Bank along with the Reserve Bank of India. Ever since

that time, the bank acquired its present name that is SBI.

The State Bank of India is India's largest commercial bank. The

bank has been striving sincerely to adhere to the efforts of providing utmost

customer satisfaction to the best possible extent.

Personal Loan

For Pensioners

Against Mortgage of Property

Against Shares & Debentures

Plus Scheme

Medi-Plus Scheme

Rates of Interest

SBI created a unique method of serving its customers even on a

holiday. One can find a floating SBI ATM on a boat in the backwaters of Kerala.

This caters to the needs of the customers by providing service round the clock.

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Besides, the customers can also avail the facilities of online banking and

transaction.

Private sector

ICICI:-ICICI Bank is India's second-largest bank with total assets of Rs. 3,634.00 billion

(US$ 81 billion) at March 31, 2010 and profit after tax Rs. 40.25 billion (US$ 896

million) for the year ended March 31, 2010. The Bank has a network of 2,009

branches and about 5,219 ATMs in India and presence in 18 countries. ICICI Bank

offers a wide range of banking products and financial services to corporate and

retail customers through a variety of delivery channels and through its specialised

subsidiaries in the areas of investment banking, life and non-life insurance, venture

capital and asset management. The Bank currently has subsidiaries in the United

Kingdom, Russia and Canada, branches in United States, Singapore, Bahrain,

Hong Kong, Sri Lanka, Qatar and Dubai International Finance Centre and

representative offices in United Arab Emirates, China, South Africa, Bangladesh,

Thailand, Malaysia and Indonesia. Our UK subsidiary has established branches in

Belgium and Germany.

HDFC:-HDFC Bank was amongst the first to receive an 'in-principle' approval from the

Reserve Bank of India (RBI) to set up a bank in the private sector from Housing

Development Finance Corporation Limited (HDFC), in 1994 during the period of

liberalization of the banking sector in India. HDFC India was incorporated in August

1994 in the name of 'HDFC Bank Limited'. HDFC India commenced operations as

a Scheduled Commercial Bank in January 1955.

HDFC India deals in varieties of products like home loan, standard life

insurance, mutual fund, securities, credit cards, etc. HDFC has branch offices in all

major cities in India like Calcutta, Chennai, Delhi, Bangalore, Hyderabad,

Ahmedabad apart from HDFC Mumbai.

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Personal Banking Services : Savings Accounts, Salary Accounts, Current

Accounts, Fixed Deposits, Demat Account, Safe Deposit Lockers, Loans,

Credit Cards, Debit Cards, Prepaid Cards, Investments & Insurance, Forex

Services, Payment Services, Net Banking, Insta Alerts ,Mobile-

Banking ,InstaQuery ,ATM , Phone Banking.

Airtel:- Established in 1995 by Sunil Mittal as a Public Limited Company, Airtel is the

largest telecom service provider in Indian telecom sector. With market

capitalization of over Rs. 1,360 billion, Airtel has 31% of total market share of GSM

service providers. Providing GSM services in all the 23 circles, Airtel was the first

private player in telecom sector to connect all states of India. Also, Airtel is the first

mobile service provider to introduce the lifetime prepaid services and electronic

recharge systems.

After establishing itself in the domestic market, Airtel is now spreading

its wings in US by providing its mobile service under the name 'CALLHOME' to the

NRIs.

Airtel is listed on The Stock Exchange, Mumbai (BSE) and The National

Stock Exchange of India Limited (NSE).

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Defining work-life balance

We all play many roles: employee, boss, subordinate, spouse, parent, child,

sibling, friend and community member. Each of these roles imposes demands on

us that require time, energy and commitment to fulfill. Work-family or work-life

conflict occurs when the cumulative demands of these many work and non-work

life roles are incompatible in some respect so that participation in one role is made

more difficult by participation in the other role.

Work/life balance, in its broadest sense, is defined as a

satisfactory level of involvement or ‘fit’ between the multiple roles in a person’s life.

Although definitions and explanations vary, work/life balance is generally

associated with equilibrium, or maintaining an overall sense of harmony in life. The

study of work/life balance involves the examination of people’s ability to manage

simultaneously the multi-faceted demands of life. Although work/life balance has

traditionally been assumed to involve the devotion of equal amounts of time to paid

work and non-work roles, more recently the concept has been recognized as more

complex. There exists three basic aspects of work life balance

Time balance, which concerns the amount of time given to work and non-work roles.

Involvement balance, meaning the level of psychological involvement in, or commitment to, work and non-work roles.

Satisfaction balance, or the level of satisfaction with work and non-work roles.

This model of work/life balance, with time, involvement and

satisfaction components, enables a broader and more inclusive picture to emerge.

For example, someone who works two days a week and spends the rest of the

week with his or her family may be unbalanced in terms of time (i.e. equal

measures of work and life), but may be equally committed to the work and non-

work roles (balanced involvement) and may also be highly satisfied with the level

of involvement in both work and family (balanced satisfaction). Someone who

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works 60 hours a week might be perceived as not having work/life balance in terms

of time. However, like the person who works only a few hours a week, this

individual would also be unbalanced in terms of time, but may be quite content with

this greater involvement in paid work (balanced satisfaction). Alternatively,

someone who works 36 hours a week, doesn’t enjoy his or her job and spends the

rest of the time pursuing preferred outside activities may be time-balanced but

unbalanced in terms of involvement and satisfaction. Thus, achieving balance

needs to be considered from multiple perspectives.

Work life and personal life are the two sides of the same coin.

According to various work /life balance surveys, more than 60% of the respondent

professionals surveyed said that are not able to find a balance between their

personal and professional lives. They have to make tough choices even when their

work and personal life is nowhere close to equilibrium. Traditionally creating and

managing a balance between the work-life was considered to be a woman's issue.

But increasing work pressures, globalization and technological advancement have

made it an issue with both the sexes, all professionals working across all levels

and all industries throughout the world. Achieving "work-life balance" is not as

simple as it sounds.

Work life and personal life are inter-connected and

interdependent. Spending more time in office, dealing with clients and the

pressures of job can interfere and affect the personal life, sometimes making it

impossible to even complete the household chores. On the other hand, personal

life can also be demanding if you have a kid or aging parents, financial problems or

even problems in the life of a dear relative. It can lead to absenteeism from work,

creating stress and lack of concentration at work.

Work-personal life conflict occurs when the burden, obligations and responsibilities

of work and family roles become incompatible. Obligation of one can force an

individual to neglect the other.

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Changing & increasing work pressures

A decade back, employees used to have fixed working hours or rather a 9 to 5 job

from Monday to Friday. The boundary between the work and home has

disappeared with time. But with globalization and people working across countries,

the concept of fixed working hours is fading away. Instead of just 7 or 8 a day,

people are spending as much as 12-16 hours every day in office.

The technological blessings like e-mail, text messaging

and cell phones which were thought of as tools to connect them to their work being

away from their workplace, have actually integrated their personal and professional

lives. Now professionals find themselves working even when they are on

vacations.

The ever-increasing working hours leave the individuals

with less time for themselves and to pursue his hobbies or leisure activities. This

hinders the growth of the person as an individual in terms of his personal and

spiritual growth. Professionals working in the BPO industry, doctors and nurses

and especially IT professionals are the few examples who are facing the brunt of

the hazard constantly.

Reasons of imbalance:There are various reasons for this imbalance and conflicts in the life of an

employee. From individual career ambitions to pressure to cope up with family or

work, the reasons can be situation and individual specific. The speed of

advancement of information technology, the increasing competition in the talent

supply market has led to a "performance-driven" culture creating pressures and

expectations to performance more and better every time. Also, many a times,

many people find it difficult to say "NO" to others especially their superiors. They

usually end up over burdening themselves with work. The increasing

responsibilities on the personal front with age can also create stress on personal

and professional fronts.

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EffectsConstant struggle and effort to maintain a balance between the work and personal

life can have serious implications on the life of an individual. According to a survey,

81 per cent of the respondents have admitted that their jobs are affecting and

creating stress in their personal lives. The pressures of the work or personal life

can lead to stress. According to studies, it has been found to that such situation

can take a toll on the person's health both physiologically and psychologically.

Heart ailments, cardiovascular problems, sleep disorders, depression, irritability,

jumpiness, insecurity, poor concentration and even nervous breakdowns are

becoming common among the victims of such imbalance. Pressure, stress or

tension in work life can lead to bad social life and vice versa.

Why Should Employers Care about Employees’ Work-Life Balance?

Many organizations feel that helping employees balance competing work and non-

work demands is not their responsibility. Rather, they subscribe to a somewhat

outdated view called the “myth of separate worlds” that is based on the premise

that work is work and life is life and that the domains do not overlap. Such

organizations argue that “it was the employee’s choice to have a family so

balancing competing demands is their problem not ours.” Such organizations also

note that they are “in the business” of increasing shareholder value and serving

customers and not helping employees cope with stress.

In other organizations, employees without dependent care responsibilities interpret

“family friendly” as favoritism and complain that they are being “unfairly” or

inequitably treated. Such employees feel that their colleagues with childcare or

eldercare responsibilities are “getting away with less work” and that the needs of

childless employees are being ignored. This backlash against “family friendly”

makes it harder for organizations who wish to address the issue.

Our research debunks the above preconceptions and supports that the inability to

balance work and family is “everyone’s problem.” High work-life conflict negatively

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impacts the employer, the employees’ colleagues, the employee, the employees’

family, and society as a whole. From the employer’s perspective, the inability to

balance work and family demands has been linked to reduced work performance,

increased absenteeism, higher turnover, lower commitment and poorer morale.

Work-life conflict has also been linked to productivity decreases associated with

lateness, unscheduled days off, emergency time off, excessive use of the

telephone, missed meetings, and difficulty concentrating on the job. Conflict

between work and family demands is also a problem for employees and their

families.

Benefits of Work Life Balance Initiatives

Work Life Balance initiatives have been an integral part of the HR policies for a long time. There are certainly obvious benefits to the employer as well as the employee.

Benefits for employers include:

Lower staff turnover and increased return on training

Reduced absenteeism and lateness

Improved employee morale and commitment

Reduced stress and improved productivity

A more flexible workforce

Increased ability to attract and recruit staff

Potential for improved occupational health and safety

Fulfillment of equal opportunity objectives

Good corporate citizenship and an enhanced corporate image.

Benefits for employees include:

Ability to manage work and individual commitments

Improved personal and family relationships

Flexible working arrangements resulting in reduced work overload and

stress

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Increased focus, motivation and job satisfaction knowing that family and

work commitments are being met

Increased job security from the knowledge that an organisation

understands and supports workers with family responsibilities

Increased ability to remain employed.

Increased ability to remain competitive in career advancement

Improved health and wellbeing of staff

Critical Success Factors

To achieve the benefits of introducing work life balance initiatives, the critical

success factors are:

Choose work life balance practices that are suitable to the workplace and

the employees’ jobs, and ones that will meet the needs of the employees.

Ensure there is good communication with employees, and they are well

informed of the options available to them.

Provide clear guidelines to all employees on how the work life balance

practices are to work.

Ensure that supervisors do not inhibit employees from accessing the work

life balance practices that are available to them.

Treat all employees fairly and equitably, regardless of their family/personal

responsibilities.

Be flexible with the changing needs of employees.

Ensure that any changes in work practices are consistent with award or

agreement requirements.

Check whether the new work practices are actually assisting employees to

better balance

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BALANCING THE WORK AND LIFE OF YOUR EMPLOYEES

Researches indicate that balanced work-life can lead to greater

employee productivity. With the progressive shift of the economy towards a

knowledge economy, the meaning and Importance of tile quality of work life

is also assuming a new significance. The article details the factor$ that

should be tuned to attain balance between work and life of an employee.

You must have both love and work in your life to make you healthy. Don't

you agree? Well, this is what Sigmund Freud had said decades ago for healthy

workers. Family is an essential ingredient for the love that exists in the life of the

employees. But are the corporate structuring the work patterns so as to ensure the

necessary balances? Are the corporate providing opportunities to their employees

to spend quality time in their personal lives? Many researchers indicate that

maintaining a good balance in work and life has become a priority for the corporate

in the developed nations.

At the dawn of industrialisation, the needs and priorities of

employees were at the lower end of Maslow’s need hierarchy pyramid. The priority

was given more to physical and material security. However, with rapid cultural and

economic developments, the priorities outside job became very different.

Employees started looking for higher and meaningful quality of life as a result of

the outcomes of their work. After all, what are they working for? A good happy

and a decent life.

With the increasing shift of the economy towards knowledge economy, the

meaning and importance of the quality of work life is also assuming a new

significance. Today, the connotation of the term 'work' has also become different. It

has more to do with the intellectual exercise than physical labour. As a result, the

corporates need to streamline and restructure their work schedules in order to

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bring about a balance in work life of their employees. Understanding and

managing the levels and complexities of diverse motivational needs is another

area, which requires careful attention from the corporates to bring about work-life

balance.

Various researchers have pointed out the following.

Shifts in Societal Patterns

Gone are the days of joint families where you had to care for elders and

they, in turn, had to nurture your emotions. Today's nuclear families with both the

partners working, have created new dynamics that has become emotionally

demanding to the employees. Financial and social obligations have assumed a

different level of significance today. Not only this, the needs of organisations today

have also changed. Money is getting accumulated in tiny pockets, among those

sections of people who possess the ‘most wanted’ knowledge. And these so-

called ‘knowledge workers’ are the ones who are in acute need to balancing their

work and life.

Technological Breakthroughs

Tremendous progress in the fields of information technology and

communication system has changed our worldview. At the same time, it demands

more from today’s employees. Strict deadlines, tighter schedules and ever-

escalating corporate targets are the natural outcome of it.

New Horizon of Expectations

Due to the above reasons there has been a total shift in the level of

expectations for today’s employees and how attitudes towards work and life

balance varies from generation to generation.

Researchers have pointed out that a balance between work and life is

maintained when there is no conflict between work and family demands. Though

this seems to be idealistic situation, what the corporates need to remember is that

the conflicts should not reach unacceptable levels where it would tend to affect the

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productivity of the employee and the management recognises the importance of

their personal and family life.

Striking a balance between work and life is as difficult for the corporates as

it is for the employees. The HR managers, along with the functional heads and

line mangers, should try to bring in flexibility to the working patterns within the

organisations. A trade off between organisational needs and personal needs of

the employees has to be worked out. Following are some of the ways in which it

cane be done. Though this is in no way an exhaustive list, yet it does provide a

starting point for corporates to develop flexible work schedules that can balance

work and life.

Creating Institutional Support Mechanisms

The first and the foremost requirement is to create conditions that will

provide organisational support towards maintaining the flexibility of work and life of

the employees. These entail the propagation of the culture of work flexibility, HR

policies and other organisational regulations that allow the employees to maintain

a good mix of personal lives with their career.

There is a need to clearly chalk out the connection between maintaining this

flexibility and the corporate objectives. For instance, managers at Eli Lilly begin

their job in the company with a clear understanding of what the company expects.

They undergo a weeklong program, called Supervisor School that blends the

business case for work life initiatives. Thus, the management ensures that the

flexibility in work is linked with the objectives of the organisation. But this is not

enough. What is needed is to ensure and communicate the support of the senior

management. The top management of the company must clearly communicate its

eagerness and willingness to restructure the work schedules in such a manner that

it can balance the work and life of the employees. This will require clear

articulation from the company that it values the personal lives of its employees.

The employees must understand that their organisation also keeps in mind the

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value of their life and personal relationship. Such articulation can be done through

the company’s vision and mission statements.

Providing Managerial Support

Only lip service towards work life balance will not suffice. Organisations

must make sure that there are proper organisational systems of work design that

allows employees to have flexible time. This may even require a new look towards

HR manual, which the organisation may have.

It is also necessary to evaluate such systems of flexibility from time to time.

Otherwise, stagnancy will creep into the work schedules, which might create new

dimensions of the problem in the work life patterns. To keep pace with the

changing patterns of work and life of employees, the organisations can arrange

special training programs that will inform the employees about the new working

trends. This can be done through sharing successful models of work schedules

and real life case studies.

Practising What You Preach

Above all, the organisations need to execute their flexible work schedules.

Flexible work patterns must become a part of organisational initiatives. This will

require the creation of a networked environment that can provide a ‘back up’

system to support work relationship. Essentially this will require employees to

become cross functional, so that a temporary emergency or a shortfall in one

department can be met by other departments. Thus, the role of HR department

needs to be revisited and made more expansive and supportive towards

organisational and individual needs.

Sustain It

Once the organisation follows and internalises the practice of flexible work

schedules for its employees, it is very necessary that it sustains it over a long

period of time. Such sustainability can e brought about by clear demarcations of

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accountability and means to measure it. In other words, the focus and purpose of

creating balanced work life should be maintained at any cost. This will also call for

review and evaluation of the current work environment and make modifications in

the schedules accordingly.

Several researchers have shown that a balanced work-life creates greater

employee productivity. What important is the long-term and not the short-term,

which seems to become the focus of many organisations. So, though it may

apparently seem that employees are having more leisure, the effect of a balanced

work-life will show up positively in the bottom line of the company.

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Objective of the study:-

Major: The major objective of the study is to find out the ways so that the

employees are able to balance their personal and work life.

Minor:

To find out reasons for quality of work life in public and private sector

To find out effects of quality of work life in both the sectors

To find out way to improve quality of work life in both the sector

RESEARCH DESIGN: The exploratory research design is

adopted for this project.

RESEARCH APPROACH: Research worker contacted the

respondents personally with well-prepared sequentially arranged

questions. The questionnaire is prepared on the basis of objectives

of the study. Direct contact is used for survey, i.e., contacting

employees directly in order to collect data.

SAMPLE SIZE: The study sample constitutes 50 respondents

constituting in the research area.

25-Public sector

25-Private sector

SAMPLING AREA: AJMER.

SAMPLING DESIGN: Stratified convenience sampling is

used.

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COLLECTION OF DATA: Most of the data collected is

primary data

through personal interview, where the researcher and the

respondent operate face – to – face.

RESEARCH INSTRUMENT: The researcher has used a

structured

questionnaire as a research instrument tool which consists of open

ended questions, multiple choice and dichotomous questions in order

to get data. All the questions in the questionnaire are organized in

such a way that elicits all the relevant information that is needed for

the study.

STATISTICAL TOOLS: The statistical tools used for

analyzing the data collected are percentage method and

charts.

Limitation of the study:-

1. The information provided by the workers is not definitely true.

2 The samples of workers are not representative of the total workforce.

3. The workers hesitate disclosing the true facts in order to secure their job.

4. There is no measure to check out whether the information provided by the

Workers are correct or not.

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1. What is your age?

a) Below 30 b) Between 30-40

c) Above 40

Public sector

Particulars

No of Respons

es

% of responde

ntBelow 30 5 20%Between

30-4015 60%

Above 40 5 20%

Total 25 100

Public Sector

20%

60%

20%

Below 30

Between 30-40

Above 40

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-

The above graph shows that 60% employees are between 30-40 age,

20% are of above 40 & remaining are of below 30.

It means that employees in public sector are more

aged so they can easily balance their personal and work life.

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Private sector

Particulars

No of Responde

nt

Percentage of Respondent(%)

Below 30 20 80Between

30-403 12

Above 40 2 8

Total25

100

Private Sector

80%

12%8%

Below 30

Between 30-40

Above 40

FACTS AND FINDINGS


The above private sector graph shows that 80% of employees are of

below 30 age,12% are of 30-40 & remaining are of above 40.

The employees in private sector are young so they can do more work

so the work load is more on them.

COMPARISION:-

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The overall response shows that in public sector employees are of between 30-

40 age but in private sector below 30 age employees are worked because in

public sector employees are more aged but in private sector employees are

young and they do lots of work.

2 Genders a) Male b) Female

Public sector

Public sector

80%

20%

male

female

FACTS AND FINDINGS


The above graph shows that 80% employees are male and remaining

are female.

Particulars No of Respondent


Male 20 80

Female 5 20

Total 25 100

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Most of the employees in public sector are male because in

public sector aged person are worked more so percentage of female

employees are so low.

Private sector

private sector

60%

40%

male

female

FACTS AND FINDINGS


The above graph shows that 60% are male and remaining are female

employees.

Particulars

No of Responde

nt


Male 15 60

Female 10 40

Total 25 100

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The percentage shows that male and female employees are

equal in the organisation because they are young and they work with full

of dedication because in private sector work load is more so company

required young and energetic employees.

COMPARISION:-

The response shows that in private sector 40% female but in public

sector only 20% females are working and 60% male and 80% male are

working in private and public sector respectively.

3. Do you spend more hours than you would like at work? a) Yes b) No

Public sector

Particulars

No of Responde

nt


Yes 10 40No 15 60

Total 25 100

public sector

40%

60%

Yes

No

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FACTS AND FINDINGS


The above graph shows that 60% employees don’t spend more hour than they

would like at work & 40% employees says yes.

The employees in public sector spend limited hours because 6-8 hours

are fixing for them and they have to work within fix hours.

Private sector

Particulars

No of Responden

t


Yes 18 72

No 7 28

Total 25 100

private sector

72%

28%

Yes

No

FACTS AND FINDINGS


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The above graph shows that 72% employees says yes that they spend more

hours than they would like at work & 28% employees says no.

The employees in private sector spend more time at work because

they have lots of work pressure.

COMPARISION:-

The above both the graph shows that in private sector employees spend more

time at work because there is lots of work load but in public sector employees

spend only limited hours because there is no so much work load on the

employees.

4. How many hours do you work at home in an average week?

a) 1-4 hoursb) 5-9 hours

c) More than 10 hours

Public sector

Particulars

No of Responde

nt


1-4 hours 1352

5-9 hours 832

more than 10 hours 416

Total 25 100

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public sector

52%

32%

16%

1-4 hours

5-9 hours

more than 10 hours

FACTS AND FINDINGS


The above graph shows that 52% employees spend 1-4 hours for their work in

home,32% employees spend 5-9 hours & remaining spend more than 10 hours.

The employees in public sector spend limited time at home for work because they have not so much work load so they rarely work at home.

Private sector

Particulars

No of Responde

nt


1-4 hours 3 125-9 hours 10 40

more than 10 hours 12

48

Total 25 100

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private sector

12%

40%

48%1-4 hours

5-9 hours

more than 10 hours

FACTS AND FINDINGS


The above graph shows that 48% employees spend more than 10 hours for work

at home, 40% employees spend 5-9 hours & remaining spend 1-4 hours.

The employees in private sector spend more time at home for work because they have lost of work so they are not able to do all the work in the limited time periodCOMPARISION:-

The above response shows that on public sector employees do their work in

office because there is a limited time as well as limited work but in private sector

employees do their work in home also because they are not able to do all the work

in office so they do their work also at home so that in private sector employees

are not able to balance their personal and work life.

5 How many hours a day do you spend traveling to work?

a) Less than half an hour b) Nearly one hour c) Nearly two hours Public sector

ParticularsLess than half an

hourNearly one

hourNearly two

hours

Total

No of Respondent 15 5 5

25

28

Percentage of

Respondent(%) 60 20 20

100

Public sector

60%20%

20%

Less than half an hour

Nearly one hour

Nearly two hours

FACTS AND FINDINGS


The above graph of public sector shows that 60% of employees spend less than

half an hour in traveling to work & 20% employees spend nearly one hour &

remaining spend 2 hours.

The employees in public sector spend so less time in traveling for work because they are work only in office and they have not so much work load.

Private sector

ParticularsLess than half an

hourNearly one

hourNearly two

hoursTotal

No of Respondent 5 5 15

25

Percentage of

20 20 60 100

29

Respondent(%)

private sector

20%

20%60%

Less than half an hour

Nearly one hour

Nearly two hours

FACTS AND FINDINGS


In private sector 60% employees spend 2 hours,20% employees spend less that

half an hour and remaining spend 1 hours in traveling for work.

The employees in private sector spend time in traveling

because the company gives them targets and they have to complete them in the fix

time which is given to them so they have to travel for completion of target

COMPARISION:-

The response shows that in private sector employees travel more for their work

compare to public sector because there is lots of work on the employees and they

have to travel from one city to another for their work so private sector employees

never be able to manage their life.

6 Do you spend time for working out? a) Yes b) No

Public sector

Particulars No of Respondent Percentage of Respondent(

30

%)

Yes 18 72

No 7 28

Total 25 100

Public sector

72%

28%

Yes

No

FACTS AND FINDINGS


The above graph of public sector shows that 72% employees spend time for

working out & remaining says no.

The employees in public sector are not spend time for working out because they work only in organisation within time period.

Private sector

Particulars

No of Respondent Percentage of Respondent(%)

31

Yes 20 80

No 5 20

Total 25 100

Private sector

80%

20%

Yes

No

FACTS AND FINDINGS


In private sector 80% employees says yes that their spend time for working out &

remaining says no.

The employees in private sector spend time for working out

because they have target so they have to go out side to complete them.

COMPARISION:-

The response shows that in public sector employees spend more time for working

out compare to private sector because in private sector employees have to do

their work out side the company so they have to go for working out but in public

sector employees do their work in the office only.

7 Do you work in job shifts? a) General shift b) Night shift c) Alternative

32

Public sector

Particulars


General shift 18 72

Night shift 3 12Alternate 5 20

Total 25 100

public sector

69%

12%

19%

General shift

Night shift

Alternate

FACTS AND FINDINGS


The above graph of public sector shows that 72% employees work in general

shift,20% in alternate shift and remaining are work in night shift.

Employees in organisation always work in general shift specially in public sector.

33

Private sector

Particulars


General shift 10 40

Night shift 10 40Alternate 5 20

Total 25 100

private sector

40%

40%

20%

General shift

Night shift

Alternate

FACTS AND FINDINGS


In private sector 40% employees work in general shift, 40% in night shift &

remaining are in night shift.

In private sector employees have to do work in night shift because

they have lots of work pressure.

COMPARISION:-

The response shows that in public sector only employees work in general shift

but in private sector employees work in night and general shift because there is

lots of work and pressure but in public sector employees are work in general shift

only because they do all the work in general shift so employees are rarely work in

night shift.

34

8 Marital status? a) Married b) Unmarried

Public sector

Particulars


Married 20 80

Unmarried 5 20

Total 25 100

public sector

80

20

0

10

20

30

40

50

60

70

80

90

Married Unmarried

response

FACTS AND FINDINGS


In public sector 80% employees are married & remaining are unmarried.

35

Private sector

Particulars


Married 7 28

Unmarried 18 72

Total 25 100

private sector

28

72

0

10

20

30

40

50

60

70

80

Married Unmarried

response

FACTS AND FINDINGS


The above graph of private sector shows that 72% employees are unmarried and

remaining are married.

COMPARISION:-

The response shows that in public sector most of the employees are married but

in private sector most of the employees are unmarried because in public sector

employees are so aged but in private sector employees are young and they have a

ability to do a work effectively so the employees in the private sector are not

married.

36

If you are married, Is your partner employed?

a) Yesb) No Public sector

Particulars


Yes 12 48

No 13 52

Total 25 100

Public sector

48%52%

Yes

No

FACTS AND FINDINGS


The above graph of public sector shows that 52% of employee’s partner is not

employed & remaining says no.

37

The employees partner is not so much employed in

public organisation.

Private sector

Particulars


Yes 20 80

No 5 20

Total 25 100

Private sector

80%

20%

Yes

No

FACTS AND FINDINGS


In private sector 80% employees says that their partner is employed and

remaining says no.

In Private sector most of the employee’s partner is more educated

and they are employed.

COMPARISION:-

38

The response says that in private sector most of the employee’s partner is

employed compare in public sector because in private sector employees are

young so their partner is also employed.

9 Do you have children? a) Yes b) No Public sector

ParticularsNo of Respondent Percentage of

Respondent(%)

Yes 18 72

No 7 28Total 25 100

Public sector

72%

28%

Yes

No

FACTS AND FINDINGS


The above graph of public sector shows that 72% employees have children &

remaining says no.

39

Private sector


Respondent(%)

Yes 9 36

No 16 64Total 25 100

Private sector

36%

64%

Yes

No

FACTS AND FINDINGS


In private sector 64% employees says no & remaining says yes.

COMPARISION:-

40

The response shows that in private sector most of the employees are not married

so they have no children but in public sector employees have children because

most of the employees are married.

10 Being employed man/women who are helping to take care of your children? a) Spouse b) In –laws c) Parents d) Servants e) Day care center

Public sector


Respondent(%)

Spouse 1 4

In –laws 312

Parents 1560

Servants 312

Day care centers 312

Total 25100

Public sector

4%12%

60%

12%

12%

Spouse

In –laws

Parents

Servants

Day care centers

41

FACTS AND FINDINGS


The above graph of public sector shows that 60% of employees take care their

children,12% of employees says that their In -laws take care ,12% for servant &

remaining are spouse.

The care of child in public sector is done by their parents because they have no work load so they can easily take care of their child. Private sector


Respondent(%)

Spouse 1 4

In –laws 520

Parents 1040

Servants 832

Day care centers 14

Total 25100

Private sector

4%

20%

40%

32%

4%

Spouse

In –laws

Parents

Servants

Day care centers

FACTS AND FINDINGS


The above graph of private sector shows that 40% of employees take care their

children, 32% of employees says that their servant take care ,20% for In-laws,4%

for day care centers & remaining are spouse.

42

In private sector the other sources are used for take are

of their children because employees are so busy in their work life so they can not

give time to their children

COMPARISION:-

The response shows that in public sector most of the employees take care their

children bye own and in private sector most of the employees use other sources

because of work load and they are not able to manage both the personal and work

life.

11 How many hours in a day do you spend with your child/children?a) Less than 2 hoursb) 2-3 hoursc) 3-4 hours Public sector


Respondent(%)

Less than 2 hours 5 20

2-3 hours 8 32

3-4 hours 12 48

Total 25100

Public sector

20%

32%

48%Less than 2 hours

2-3 hours

3-4 hours

FACTS AND FINDINGS


43

The above graph of public sector shows that 48% of employees spend 3-4 hours

with their child,36% says 2-3 hours & remaining spend less than 2 hours.

The employees in public sector can give more time to

their children because they are easily managing their personal and work life.

Private sector


Respondent(%)

Less than 2 hours 6 24

2-3 hours 9 36

3-4 hours 10 40

Total 25100

Private sector

24%

36%

40% Less than 2 hours

2-3 hours

3-4 hours

FACTS AND FINDINGS


The above graph of private sector shows that 40% spend 3-4 hours,36% spend

2-3 hours & remaining says that they spend less than 2 hours.

44

The employees in private sector are not giving so much

time to their child.

COMPARISION:-

The response shows that in private sector employees are not able to spend more

hours with their child because of work but in public sector employees spend more

time with their child because in public sector employees are work in 6-8 hours so

they can spend more time with their children’s but in private sector employees

have no fix time for work they have to work more than 10 hours sometimes so they

are not able to spend more time with their children’s.

12 Do you ever miss out quality time with your family or your friends because of work?

a) Never b) Rarely c) Sometimes d) Always

Public sector


Respondent(%)

Rarely 28

Sometimes 728

Always 520

Never 1144

Total 25100

Public sector

8%

28%

20%

44%Rarely

Sometimes

Always

Never

FACTS AND FINDINGS

45


The above graph of public sector shows that 44% employees never miss out the

quality time with their friends and family, 28% employees sometimes miss out the

quality time with their friends and family and 20% employees always or rarely miss

out the quality time with their friends and family.

Most of the employees rarely miss out the time with their family because their life is balanced.

Private sector


Respondent(%)

Rarely 416

Sometimes 520

Always 1248

Never 416

Total 25100

Private sector

16%

20%

48%

16%

Rarely

Sometimes

Always

Never

FACTS AND FINDINGS


The above graph of private sector shows that 48% employees always miss out

the quality time with their friends and family because of work , 20% employees

sometimes miss out the quality time with their friends and family because of work

and 16% employees always or rarely miss out the quality time with their friends

and family because of work.

46

Most of the employees said that they always miss out

the time with their family because they have lots of work pressure

.

COMPARISION:-

The response shows that in private sector employees always miss their time with

their friends and family but in public sector rarely these will happened because in

public sector employees do their work within the time period but in private sector

no time is fix for work so they have to work more than the fix time so private sector

employees always miss their time with their friends and family.

13 Do you generally feel that you are able to balance your work & personal life?

a) Yes b) No Public sector


Respondent(%)

Yes 2080

No 520

Total 25100

Public sector

80%

20%

Yes

No

FACTS AND FINDINGS


47

The above graph of public sector shows that 80% employees says yes that they

are able to manage work and personal life and remaining says no.

The employees in public sector are easily manage and balance their personal and work life because they have not so much work load .

Private sector


Respondent(%)

Yes 1040

No 1560

Total 25100

Private sector

40%

60%

Yes

No

FACTS AND FINDINGS


48

The above graph of private sector shows that 60% says no that they are able to

manage both the life and remaining says yes.

The employees in private sector are not able to

manage their life because they have lost of work pressure and target.

COMPARISION:-

The response shows that in private sector employees are not able to balance

work and personal life but in public sector employees are able to balance their life

because in private sector employees are work more and they always miss the

time with their families and friends than the public sector.

14 Do you feel tired or depressed because of work? a) Never b) Rarely c) Sometimes d) Always Public sector


Respondent(%)

Rarely 28

Sometimes 728

Always 520

Never 1144

Total 25100

Public sector

8%

28%

20%

44%Rarely

Sometimes

Always

Never

FACTS AND FINDINGS

49


The above graph of public sector shows that 44% employees are never

depressed because of work, 28% employees are sometimes depressed because

of work, 20% employees are always depressed because of work and remaining

employees are rarely depressed because of work.

In public sector employees are rarely depressed because they have no so lots of work.

Private sector


Respondent(%)

Rarely 416

Sometimes 520

Always 1248

Never 416

Total 25100

Private sector

16%

20%

48%

16%

Rarely

Sometimes

Always

Never

FACTS AND FINDINGS


50

The above graph of private sector shows that 48% employees are always

depressed because of work,20% are sometimes,16% are rarely & remaining are

never depressed.

They are always depressed because of work load and

employee cant able to manage the life.

COMPARISION:-

The response shows that in public sector employees are rarely depressed

because of work but in private sector employees are always depressed because

of work pressure and work load so they are sometimes do over time .

15 How do you manage stress arising from your work? a) Yoga b) Meditation c) Dance d) Music

Public sector


Respondent(%)

Dance 520

Music 624

Yoga 1040

Meditation 416

Total 20100

51

public sector

20%

24%

40%

16%

Dance

Music

Yoga

Meditation

FACTS AND FINDINGS


The above graph of public sector shows that 40% employees manage their stress

by yoga, 24% employees manage their stress by music and 20% by dance and

rest of the employees manage their stress by meditation.

It means that in public sector employees manage their stress by yoga so they can concentrate on the work.

Private sector


Respondent(%)

Dance 936

Music 1040

Yoga 520

Meditation 14

Total 25100

52

Private sector

36%

40%

20%

4%

Dance

Music

Yoga

Meditation

FACTS AND FINDINGS


The above graph of private sector shows that 40% employees manage their

stress by music,36% by dance,20% by yoga & remaining are by meditation.

In the private sector employees use music

and dance to manage their stress so that they can feel relax after that.

COMPARISION:-

The response shows that in public sector employees manage their stress by yoga

but in private sector employees uses music and dance because in private sector

employees are young so they prefer music and dance to manage their stress and

they sometimes use yoga to concentrate on their work but in public sector

employees will prefer yoga.

16 Do any of the following hinder you in balancing your work & family commitments? a) Long working hours b) Compulsory overtime c) Shift work

Public sector


Respondent(%)

53

Long working hours 416

Compulsory overtime 936

Shift work 1248

Total 25100

Public sector

16%

36%

48%Long working hours

Compulsory overtime

Shift work

FACTS AND FINDINGS


The above graph of public sector shows that 48% employees are hinder for

balancing their work and personal life because of shift work,36% employees are

hinder for balancing their work and personal life because of compulsory overtime &

remaining are long working hours.

The public sector employees are hinder by the shift work because they have note so much work pressure.

Private sector


Respondent(%)

Long working hours 832

Compulsory overtime 1248

Shift work 520

Total 25100

54

Private sector

32%

48%

20%

Long working hours

Compulsory overtime

Shift work

FACTS AND FINDINGS


The above graph of private sector shows that 48% employees are hinder for

balancing their work and personal life because of compulsory overtime,32% are

long working hours and remaining are for shift work.

COMPARISION:-

The response shows that in public sector employees are hinder for balance their

life because of shift work but in private sector they are hinder of compulsory

overtime because of work load.

17 Does your organisation provide you with yearly master health check up? a) Yes b) No Public sector


Respondent(%)

Yes 312

No 2288

Total 25 100

55

Public sector

12%

88%

Yes

No

FACTS AND FINDINGS


The above graph of public sector shows that 88% employees says that their

organisation does not provide any master health check up & remaining says yes.

In the public sector company does not provide any master health check up to their employees because they have no need.

Private sector


Respondent(%)

Yes 2080

No 520

Total 25100

56

Private sector

80%

20%

Yes

No

FACTS AND FINDINGS


The above graph of private sector shows that 80% employees says yes that their

organisation provide master health check up & remaining says no.

Private sector organisation will provide

daily master check up so that employees can able to manage their work and health

COMPARISION:-

The response shows that in private sector master health check is provided to the

employees because they are doing lots of work but in public sector master health

check up is not provided to the employees.

18 Do you suffer from any stress-related disease? a) Hypertension b) Diabetes c) Frequent headache Public Sector


Respondent(%)

Hypertension 520

57

Diabetes 1352

Frequent headache 728

Total 25100

Public sector

20%

52%

28%

Hypertension

Diabetes

Frequent headache

FACTS AND FINDINGS


The above graph of public sector shows that 52% employees are suffer from

diabetes, 28% form frequent headache & remaining are from hypertension.

Public sector employees are suffering from headache and diabetes because they have not so much tension about work.

Private sector

ParticularsNo of

RespondentPercentage of Respondent(%)

Hypertension 10 40

Diabetes 7 28

Frequent headache 8 32

Total 25 100

58

private sector

40%

28%

32%

Hypertension

Diabetes

Frequent headache

FACTS AND FINDINGS


The above graph of private sector shows that 40% employees are suffer from

hypertension,32% employees are from frequent headache & remaining are from

diabetes.

In private sector employees are suffering from hypertension because

they are not able to manage their work and get tensed.

COMPARISION:-

The response shows that in public sector most of the employees are suffer from

diabetes but in private sector most of the employees are suffer from hypertension

because of work pressure and in private sector the targets are given to the

employees so they have to done them in a fixed time so they are suffer from

hypertension .

19 Does your company have a separate policy of work life balance? a) Yes b) No

c) Not aware Public sector


Respondent(%)

Yes 416

59

No 1248

Not aware 936

Total 25100

Public sector

16%

48%

36%Yes

No

Not aware

FACTS AND FINDINGS


The above graph of public sector shows that 48% employees are says no that

their company does not provide any policy for work life balance,36% are not aware

& remaining says yes.

The employees are not ware about the policies because they have no need for any policy regarding work life balance.

Private sector


Respondent(%)

Yes 1560

No 520

Not aware 520

Total 25100

60

Private sector

60%20%

20%

Yes

No

Not aware

FACTS AND FINDINGS


The above graph of private sector shows that 60% employees says yes,20% says

not aware & remaining says no.

In the private sector employees have a need for

policies so they know all the policies of WLB.

COMPARISION

The response shows that in public sector company dose not provide any policy

for work life balance but in private sector company will provided these type of

policies so the employees can manage their both the life.

20 What are the provisions under the policy? a) Flexible start time b) Flexible ending time c) Holiday d) Job sharing e) Career break f) Flexible hours in general Public sector


Respondent(%)

61

Flexible start time 14

Flexible ending time 14

Holiday 1560

Career break 28

Flexible hours in general 14

Total 25100

Public sector

5% 5%

75%

10%5%

Flexible start time

Flexible ending time

Holiday

Career break

Flexible hours in general

FACTS AND FINDINGS


The above graph of public sector shows that 75% employees says that holiday is

consider under the provision of the policy,10% says career break,5% says flexible

time & remaining says flexible hours in general.

They don’t know all the provision which is given to the employees.

Private sector


Respondent(%)

Flexible start time 416

Flexible ending time 312

Holiday 1248

Career break 28

62

Flexible hours in general 416

Total 25100

Private sector

16%

12%

48%

8%

16%

Flexible start time

Flexible ending time

Holiday

Career break

Flexible hours in general

FACTS AND FINDINGS


The above graph of private sector shows that 48% employees says holiday,16%

says flexible start time,165 says flexible ending time,& remaining says career

break.

In the private sector employees are aware about all the policies which are

given to them.

COMPARISION

The response shows that in private sector holidays and flexible time is more

consider under the policy but in public sector holidays is consider more.

21 Do you feel work life balance policy in the organisation should be customized to individual needs?

a) Strongly agree b) Agree c) Indifference d) Disagree e) Strongly disagree

Public sector

63

ParticularsNo of


Highly Agree 2 8Agree 5 20

Indifference 12 48Disagree 4 16

Highly Disagree 2 8TOTAL 25 100

Public sector

8%

20%

48%

16%

8%

Highly Agree

Agree

Indifference

Disagree

Highly Disagree

FACTS AND FINDINGS


The above graph of public sector shows that 48% employees are in indifference

that they don’t know that work life balance policy in the organisation should be

customized to individual needs,20% are agree,16% disagree,8% are highly

disagree & remaining are highly agree.

The employees are agree that the policies which are given in

customized to the needs of individual

Private sector

ParticularsNo of


Highly Agree 5 20Agree 4 16

Indifference 12 48Disagree 2 8

Highly Disagree 2 8TOTAL 25 100

64

Private sector

20%

16%

48%

8%

8%

Highly Agree

Agree

Indifference

Disagree

Highly Disagree

FACTS AND FINDINGS


The above graph of Private sector shows that 48% employees are in indifference

that they don’t know that work life balance policy in the organisation should be

customized to individual needs,20% are highly agree,16% agree,8% are highly

disagree & remaining are agree.

Here employees are highly agree that the policies

are customized to individual needs.

COMPARISION:-

The response shows that in private sector employees are highly agree about the

policies because they have work pressure and they are no able to manage the

both the life so they are highly agree that the organisation provide policy and these

policies are for the benefit of individual but in public sector employees are

indifference and they don’t know about the policies.

22 Are you satisfied with your work life?

a) Yesb) No

Public sector


Respondent(%)

Yes 2080

65

No 520

Total 25100

public sector

80%

20%

Yes

No

FACTS AND FINDINGS


The above graph of public sector shows that 80% employees are satisfied &

remaining are not satisfied with their work life.

In public sector employees are satisfied because they have limited time period for work and they can easily give their time to their family.

Private sector


Respondent(%)

Yes 1040

No 1560

66

Total 25100

Private sector

40%

60%

Yes

No

FACTS AND FINDINGS


The above graph of private sector shows that 60% employees are not satisfied

and remaining are satisfied.

In the private organisation employees are not satisfied and

they are not able to manage their life.

COMPARISION:-

The response shows that in Public sector employees are satisfied with their work

life but in Private sector employees are not satisfied because they have lots of

work pressures so they are not able to manage their work and personal life.

23 Are you living your ideal life? a) Yes b) No

Public sector


Respondent(%)

67

Yes 1352

No 1248

Total 25100

Public sector

52%48% Yes

No

FACTS AND FINDINGS


The above graph of public sector shows that 52% says yes that they are living their ideal life and remaining are says no. Here the employees are able to live ideal life because they have no stress of work and they can live according to what they want.

Private sector


Respondent(%)

Yes 1040

No 1560

68

Total 25100

Private sector

40%

60%

Yes

No

FACTS AND FINDINGS


The above graph of private sector shows that 60% employees says no & remaining says yes that they are living their ideal life. Here employees does not able to manage their life so they cant live an ideal life.

COMPARISION

The response shows that in private sector employees does not live their ideal life because they are not able to do their work effectively and manage them properly with their personal life but in public organisation employees are living their ideal life.

24 Do you think that if employees have good work life balance than the organisation will be more effective and successful? a) Yes b) No Public sector

69


Respondent(%)

Yes 1040

No 1560

Total 25100

Public sector

40

60

0

10

20

30

40

50

60

70

Yes No

Series1

FACTS AND FINDINGS


The above graph of public sector shows that 40% employees says yes that if employees have good work life balance than the organisation will be more effective and successful & remaining says no. In public sector there is no need to balance their life.

Private sector


Respondent(%)

Yes 2080

No 520

Total 25100

70

Private sector

80

20

0

10

20

30

40

50

60

70

80

90

Yes No

Series1

FACTS AND FINDINGS


The above graph of private sector shows that 80% employees says yes that if employees have good work life balance than the organisation will be more effective and successful And remaining says no.

In private sector employees are says that if they are able to manage work life than they can easily manage their personal life and so that their organisation would be more effective and successful. COMPARISION

The response shows that in private sector most of the employees say that if they have balance their work and personal life than organisation will be more effective and successful but in public sector all the employees are already balance their life so they do not require any policy and the public organisation will be effective.

Work life balance refers to those factors which strike a balance between Work life,

Family life and self life. These factors play an integral part in building an

employee’s routine and lifestyle. Issues like stress management, personal space,

time for family and friends, time to pursue hobbies etc. start becoming evident as

when there is work life imbalance.

71

In our study of Work life balance in the Public and private industry, we considered

three major parameters of Time, Gender and Age in order to aid us in our analysis.

However, there have to be conscious efforts taken by the employer to counter

barriers to work life balance. Also, the employee has to ensure that there is

effective time and stress management. In other words, Work life balance can be

ensured only if there are conscious efforts taken by both, the employer and the

employee.

On the basis of our analysis, the following recommendations can be made.

RECOMMENDATIONS TO THE EMPLOYER

1. Motivation

Motivation techniques seemed to work in some organisations in which work life

balance was high. I found that employees high on motivation had a better work life

and family life balance.

72

2. Appreciation of work

Good work must always be appreciated. The key to making an employee feel

satisfied and acknowledged at work is to have constant supervision. However, a

line should be drawn between supervision and interference.

3. Authority and Responsibility

There should be regular checks on the responsibilities and duties of employees.

They should neither be underperforming nor over performing.

RECOMMENDATIONS TO THE EMPLOYEE

1. Pursuing Hobbies and Passions

It is important for everyone to have a hobby or some activity that he/she can

pursue, as a stress buster or just for fun. It can act as a major stress reliever and

can go a long way in improving the Work life balance of employees.

2. Effective Time and Stress Management

It is a myth that poor work life balance is caused due to the working patterns of the

firm or aggressive attitude of the supervisor, ultimately trying to indicate that

imbalance is due to the organization’s practices. But the reality is not so. It is the

individual also who is equally responsible to maintain his or her work life balance.

In fact many a times it is the individual’s incapability of managing his time that

results in an unhealthy work-life balance. If the employees can work on their time

management skills, they would definitely be able to improve their work-life balance

Prior to implementing any new work life balance initiatives, employers must ensure

that it is consistent with existing obligations and arrangements under any award,

enterprise agreement, employer-employee agreement or contract of employment

that exists in the workplace.

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Questionnaire

WORK LIFE BALANCE

Q 1. What is your age? a) Below 30

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b) Between 30-40 c) Above 40

Q 2. Gender a) Male b) Female

Q 3 Your Designation …………………………………… Q 4. Do you spend more hours than you would like at work? a) Yes b) No

Q 5. How many hours do you work at home in an average week? a) 1-4 hours b) 5-9 hours

c) More than 10 hours

Q 6 How many hours a day do you spend traveling to work? a) Less than half an hour

b) Nearly one hour c) Nearly two hours Q 7. Do you spend time for working out?

a) Yes b) No

Q 8. Do you work in job shifts? a) General shift b) Night shift c) Alternative

Q 9 Marital status? a) Married b) Unmarried

If you are married, Is your partner employed?a) Yesb) No

Q 10 Do you have children? a) Yes b) No Q 11 Being employed man/women who are helping to take care of your children? a) Spouse

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b) In –laws c) Parents d) Servants e) Day care centers

Q 12 How many hours in a day do you spend with your child/children? a) Less than 2 hours

b) 2-3 hours c) 3-4 hours

Q 13 Do you ever miss out quality time with your family or your friends because of work? a) Never b) Rarely c) Sometimes d) Always

Q 14 Do you generally feel that you are able to balance your work & personal life? a) Yes b) No

Q 15. Do you feel tired or depressed because of work? a) Never b) Rarely c) Sometimes d) Always

Q 16 How do you manage stress arising from your work? a) Yoga b) Meditation c) Dance d) Music

Q 17. Do any of the following hinder you in balancing your work & family commitments? a) Long working hours b) Compulsory overtime c) Shift work Q 18 Does your organisation provide you with yearly master health check up? a) Yes b) No

Q 19 Do you suffer from any stress-related disease? a) Hypertension b) Diabetes c) Frequent headache

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Q 20 Does your company have a separate policy of work life balance? a) Yes b) No

c) Not aware Q 21 If yes, what are the provisions under the policy? a) Flexible start time b) Flexible ending time c) Holiday d) Job sharing e) Career break f) Flexible hours in general Q 22. Do you feel work life balance policy in the organisation should be customized to individual needs? a) Strongly agree b) Agree c) Indifference d) Disagree e) Strongly disagree Q 23 Are you satisfied with your work life?

c) Yesd) No

Q 24 Are you living your ideal life? a) Yes b) No

Give reason_____________________

Q 25 Do you think that if employees have good work life balance than the organisation will be more effective and successful? a) Yes b) NoGive reason______________

MAGZINES

HRM Review (Work-Life Balance)

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Harvard Business Review on Work and Life Balance

INTERNET

www.wikepidea.com

www.freefind.com

www.developers.net

BOOKS

Kothari C.R. Research methodology

Traynor, J. B. (1999). A new frontier in work-life benefits. Employee Benefits Journal, page no 24, 4, 29-32.

Withers, P. (2001). Retention strategies that respond to worker values. Workforce, page no 80, 7, 36-41.

Reynolds, H. B. (1999). It’s not enough to offer work/life programs—you need to promote them. Benefits Quarterly, page no 15, 2, 13-17.

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work life balance report

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