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PREFACE
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Project Report On Work Life Balance of Employees
CONTENTS
SL. NO. TOPIC PAGE NO.
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4.2 Conclusion
4.3 Limitations
4.4 Recommendation
CHAPTER 5: ANNEXURE
5.1 Figure Of Work Life Balance
5.2 Questionnaire
5.3 Bibliography
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CHAPTER 1
INTRODUCTION OF CONCEPT
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History
The work-leisure dichotomy was invented in the mid-1800s.Paul
Krassneer remarked that anthropologists use a definition of happiness that is to have as
little separation as possible "between your work and your play". The expression "work–life
balance" was first used in the United Kingdom in the late 1970s to describe the balance
between an individual's work and personal life. In the United States, this phrase was first
used in 1986.
Most recently, there has been a shift in the workplace as a result of advances in
technology. Employees have many methods, such as emails, computers, and cell phones,
which enable them to accomplish their work beyond the physical boundaries of their office.
Researchers have found that employees who consider their work roles to be an important
component of their identities will be more likely to apply these communication technologies
to work while in their non-work domain.
Many authors believe that parents being affected by work-life conflict will either
reduce the number of hour’s one works where other authors suggest that a parent may run
away from family life or work more hours at a workplace. This implies that each individual
views work-life conflict differently.
Employee assistance professionals say there are many causes for this situation
ranging from personal ambition and the pressure of family obligations to the accelerating
pace of technology. According to a recent study for the Center for Work-Life Policy, 1.7
million people consider their jobs and their work hours excessive because of globalization.
Work-life balance is about effectively managing the juggling act between paid work
and the other activities that are important to people. It's not about saying that work is wrong
or bad, but that work shouldn't completely crowd out the other things that matter to people
like time with family, participation in community activities, voluntary work, personal
development, leisure and recreation.
The 'right' balance is a very personal thing and will change for each person at
different times of his or her lives. For some people the issue is being able to get into work or
find more work rather than having too much work. There is no 'one size fits all' solution.
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A balanced life is one where we spread our energy and effort - emotional,
intellectual, imaginative, spiritual and physical – between key areas of importance. The
neglect of one or more areas, or anchor points, may threaten the vitality of the whole.
Technology changes the way we work - e.g. cell phones and PCs blur the
distinction between work and personal time.
For any country, the two biggest work-life balance problems are:
People who have too much work: the low paid who need to work long hours
to earn enough and the higher paid who may feel trapped into working more
hours than they want to.
Through the consultation, employers told that they wanted to address work-
life balance issues in their workplaces, and that they wanted practical tools to
implement work-life balance initiatives. Workers, families and individuals told us that
the key issues for them in achieving work-life balance concerned their caring
responsibilities, workplace practices and cultures, and the need to earn sufficient
income.
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Government think about how people balance paid and unpaid work and care
Individuals think about the role work has and will have at different stages of their
lives.
Broadly, this shift is influenced by changes to markets, ways of working, the labour
market and expectations of work. In the public sector, these drivers mean:
First, that work-life balance improves individuals’ health, wellbeing and job satisfaction.
Second, that business can benefit from work-life balance because these policies:
increase retention rates for talented workers and reduce replacement costs
Characteristics
Work Life Balance Business Benefits.
It takes WORK
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Gender Concerns
Young Generation
Gender concerns
Similar discrimination is experienced by men who take time off or reduce working
hours for taking care of the family.
For many employees today—both male and female—their lives are becoming more
consumed with a host of family and other personal responsibilities and interests. Therefore,
in an effort to retain employees, it is increasingly important for organizations to recognize
this balance.
Young generation
According to Kathleen Gerson, Sociologist, young people "are searching for new
ways to define care that do not force them to choose between spending time with their
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children and earning an income" and " are looking for definition of personal identity that do
not pit their own development against creating committed ties to others readily. Young
adults believe that parents should get involved and support the children both economically
and emotionally, as well as share labor equally. Young people do not believe work-life
balance is possible and think it is dangerous to build a life dependent on another when
relationships are unpredictable. They are looking for partners to share the house work and
family work together. Men and women believe that women should have jobs before
considering marriage, for better life and to be happy in marriage. Young people do not think
their mother’s generations were unhappy. They also do not think they were powerless
because they were economically dependent.
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Figure 1
Figure 2
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associations and the less time we have to create it. Homes can so easily become
houses, pit stops that provide briefly for sleep, rest and the bare essentials in the
intervals between works.
Friendships- It’s often been said that the art of friendship requires common skills to
an uncommon degree: a combination of affection, tolerance and patience as well as
a sense of constancy in times of struggle and difference. Yet when our work-life
balance spirals out of control, often friendships along with exercise are the first
things to suffer. In a report entitled ‘Social Trends; British Social Attitudes Survey 30
(HMSO 2000) a significant factor over the past two decades is that we are seeing
less of our best friends. Yet, as the extended family gets to be geographically more
and more challenged, our friendships become increasingly relevant to our circle of
mutual nurture and support.
Community- Like family, home and friendships, our local communities depend on
our time and energy in order to function effectively, freely and spontaneously. It is in
the reciprocal context of its activities that our communal identity can be experienced
and enjoyed. Yet if we lose that vital life-work balance then the many activities
through which neighborhood and locality are expressed are marginalized and we are
the poorer for that neglect. Hobbies, interests and sporting pursuits derive much of
their meaning through our interaction with others. If we fail to address the issues of
work-life balance as a society then one of the first casualties will be the richness and
diversity of community life.
By work life balance we mean that all workers should have a right to work that does not
damage their freedom to pursue activities & responsibilities outside the work place. That
means making work more sensitive, arranging work more effectively & organizing it more
intelligently.
Flexi-time
Staggered hours
Time off in lieu
Compressed working hours
Shift swapping
Self-roistering
Job sharing
Term-time working
Working from home
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Tele-working
Breaks from home
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Workplace practice and culture impact on the work, family and life balance of all
employees. International research and experience across both the public and private sector,
and feedback within the Banking sector, highlights the tangible benefits of mutually agreed
flexible work options and a supportive workplace culture.
Increased capacity to attract and retain skilled and specialist employees and
professional staff.
Improved learning outcomes through matching work options and available Skills with
student needs.
Competitive edge in attracting and maintaining high demand skills to the public
education and training system and positive public recognition in both the education
sector and across other industries.
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Research has repeatedly shown that there is significant business benefits associated
with implementing work-life balance policies. In a Department of Labour scan of more than
85 case studies of organisations implementing work-life balance policies, employers
experienced benefits such as:
Improved productivity;
Being able to effectively manage multiple responsibilities at home, work and in the
community without guilt or regret.
Being able to work in flexible ways so that earning an income and managing
family/other commitments become easier
Over the past 20 years the demands of the modern workplace are perceived to have
impacted heavily on family and community life. Parents wish they had more time with their
children. 'Me time' seems to be shrinking and an ageing population means eldercare is
becoming a serious issue. There's also less time for volunteering.
Work-life balance initiatives can make it easier to juggle multiple responsibilities at home,
work and in the community. People with a good work-life balance are healthy physically,
emotionally and socially, and have a sense of control over their life.
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CHAPTER 2
PROFILE OF BUSINESS UNIT
(-----------)
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CHAPTER 3
STUDY OF SELECTED
METHODOLGY
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Research objective:-
To study how the nature of family structure influences work related stress.
To know that employees position in the firm affect their balance between dual life.
To know that employees are willing to take advantage of flexible schedule.
To know if individuals are able to attend their family as well as office gathering.
Sample Information:-
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Analysis Design:-
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40
30
20
n
rs
eN
fp
o
10
0
Family Structure
Nuclear 50
Joint 50
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50 employees are in 18-25 where as 45 employees are in 25-35 and only 5 are un
age of 45-65.
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Analysis of Data:-
1) Normal Working Hour per Day
Interpretation:-
Form the surveyed data it is clear that 50 employees are working from 8-10 hr daily. Even
30 employees from surveyed data are working for less than 8hrs per day. Due to
privatization working hour is major factor which affect flexibility of employees.
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2) Position of employees
Interpretation:-
Form the surveyed data it is clear that 40 employees are working at executive &Technical
position. Even 10 employees from surveyed data are working at skilled craft & secretarial
position. Due to privatization working is divided into various head so that best output can be
taken.
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3) Currently working as
Interpretation:-
Form the surveyed data it is clear that 100 employees are working as full time employees.
Usually employees prefer to do work as full time rather than part time.
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4) Response of employees about the level of balance between work life and
home life?
Interpretation:-
Form the surveyed data it is clear that 40 employees feel that their work life and home life is
somewhat balanced. Even 30 employees from surveyed data feel that their work life and
home life is very well balanced & balanced. Max no of employees says that they can
balance their dual life at certain heights.
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5) Which of the following is best describing the level of stress among Employees
about their work life Balance?
Interpretation:-
Form the surveyed data it is clear that 70 employees feel that balancing dual life is slightly
stressful. Even 20 employees from surveyed data feel that balancing dual life is stressful.
Making balance between home n work lives increases the stress level.
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Interpretation:-
Form the surveyed data it is clear that 40 employees sometimes do over stay at office to
finish their work. Even 30 employees from surveyed data most of the times do over stay at
office to finish their work. Max no of employees have to do over stay at office after their
normal time to finish their work.
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Interpretation:-
Form the surveyed data it is clear that 60 employees does not get flexible schedule. But 40
employees receive flexi schedule. Max no of employees don’t receive flexi schedule.
If No then:-
o Is Flexible schedule should be available to all Employees of organization?
Yes 16% No 84%
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Interpretation:-
Form the surveyed data we can see that 12% employees work during lunch time daily. 24%
employees work weekly after their usual working hrs. 28% & 36% employees never work at
home & during vacations respectively. Max no of employees never work after they go to
home or on vacations.
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Interpretation:-
Form the surveyed data it is clear that 50 employees Attend family gathering sometimes
only. Even 20 employees from surveyed data Attend family gathering most of the times.
Max no of employees get chance to attend their family gathering.
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Interpretation:-
Form the surveyed data it is clear that 40 employees Attend office gathering sometimes
only. Even 30 employees from surveyed data attend office gathering seldom only. Max no of
employees Attend office gathering sometimes.
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11) Are employees able to pay their Home Bills (like Electricity Bill, Water Bill, Telephone
Bill, etc)?
Interpretation:-
Form the surveyed data it is clear that 60 employees pay their home bills. 20 employees
never or sometime pay their bills. Max no of employees pay their home bills.
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Interpretation:-
Form the surveyed data it is clear that 60 employees take their family out on the vacation
once in year. 20 employees from surveyed data take their family out on vacation 2 in a year.
But 15 employees never take their family out on vacation. Thus we can say that some
employees are balancing their dual life.
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Interpretation:-
Form the surveyed data it is clear that 50 employees never go for purchasing grocery item
from the market. 30 employees from surveyed data go sometimes. It is surprising that max
no of employees who are say that they have balanced dual life never goes for grocery
marketing.
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Project Report On Work Life Balance of Employees
Interpretation:-
Form the surveyed data it is clear that 70 employees says that long hours affect their
efficiency some of the times. 10 employees from surveyed data say that long hours never
affect their efficiency. Thus we can say that sometimes long working hours affect efficiency
of employees.
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Interpretation:-
Form the surveyed data it is clear that 40 employees agree partially that health is suffering
due to work. 30 employees from surveyed data Disagree that health is suffering not
suffering due to work. Thus we can say that max employees agree that their work is a major
cause of unhealthy.
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Interpretation:-
It is clear that 70% employee give preference to career as well as health. Den 25% gives
top most priorities to family and wealth. Thus we can say that now employees are more
devoted toward their health as well as career.
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CHAPTER 4
FINDING AND CONCLUSION
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Summary of Findings
Women constitute an important section of the workforce. However, the present
situation of a large number of well-qualified women who due to various
circumstances have been left out of their jobs needs to be addressed. The
problems faced are several but significantly, most often the "break in their
careers" arises out of motherhood and family responsibilities.
When we see the age composition it is clear that the organization is recruiting
young individual that is in age group of 18-25 & 25-35 thus organization is have
new generation but lack of experienced employees having experiencing more
than 30 years.
Merely half of the employees surveyed works between 8-10 hours this is good
thing in the organization but 20% employees work between 10-12 hours which
indicates the increase in stress level.
From survey we can see that company is employing only full-time employees
rather than part-time.
100% employees from surveyed data say that they feel that their work life and
home life is either balanced or somewhat balanced or very well balanced in
short can we can say that employees are balancing their dual life.
Max veto of employees is saying that they find themselves in slightly stressful
situation when balancing work life but they somehow balance their dual life.
Max veto of employees do over stay at office to finish their work. Due to this
their efficiency decreases as well as they feel themselves in stress.
All most all the employees think that flexible schedule should be given to them
that would help them to balance work and home simultaneous and even
increase in efficiency for the job.
All most all the employee’s work after usual working hour monthly, weekly or
daily, but only 70% work during lunch hour. 90% employees enjoy their
vacation without any work load; even 70% never take their work at their home.
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Max veto of employees is able to attend their family gathering. This is some
sight of balancing their dual life.
All most all the employees attend office people gathering some time but around
10% of employees never attend office gathering. Thus we can say some
people are not interested in attending office gathering.
60% employees say that they always pay their home bills (like Electricity Bill, Water
Bill, Telephone Bill, etc) but 20% never do that.
Max veto of employees take their family out at least once in the year but 10%
never take their family out on vacation. Thus can say that employees are not
give free time to their family.
All most all the male employees never go to grocery shop for purchasing home
articles. But on other hand female employees goes to grocery shop always or
most of the time or some time.
Merely 70% of employees saying that long working hours some time affect
their efficiency, but in the same course 10% employees say that long working
hour never affect their efficiency as they are those employees who work less
than 8 hrs.
All most 70% of employees say that they are agreeing that their health is
suffering due to their work. But 30% of employees say that they disagreeing
this.
Career and Health are the two segments which have been set as top most
priorities by employees. In the same course family is also given the second
most imp priorities by employees.
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Conclusion
The family and work life are both important to employees in any sector and if
these two are not maintained properly it creates stress and strain and results into
various diseases. This study is found important because it tries to know how the
work life and family life interface results into stress.
From the research we get to know that the employees living in the joint family
is either not at all stressful or slightly stressful, but employees in nuclear
family who say that their dual life is slightly stressful are bachelor. So now
employees prefer joint family.
Employees on executive position says that their dual life is very well balanced
and even some executive things that it is somewhat balanced. But from the
study we can say that Technical, Secretarial and Skilled Craft employee’s
dual life is balanced and somewhat balanced. Thus all the surveyed
employees have balanced their dual life.
From the study it is clear that 60% of surveyed employees are not working
under flexible schedule. Only those employees who are on executive position
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are working under flexible schedule. But if the flexible schedule is given to all
the employees surveyed are willing to take advantage of it.
Most of the executive are able to attend their family and office function, but
the employees on clerical and on technical position attend family gathering
most of the time and social gathering seldom or never.
70% of employees says that long working hour sometimes effect their
working efficiency. We can say that in private organization decrease in
efficiency is very common.
70% employees say that yes their health is suffering due to their work but
surprising 30% of employees disagree that health is not suffering due to work
and they belong to technical.
40% employees give top most priorities to career, at the same time 40%
employees give top most priorities to health also but more than half of the
employees’ surveyed say that family is their second preference.
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Limitations
Lack of COMMUNICATION: Communication about work/life programs is
LONG working hours: long working hour effect the efficiency of employees.
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Recommendation
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Personal coach Laura Berman Fortgang says, getting your priorities clear is the first and
most essential step toward achieving a well-balanced life. The important point here is to
figure out what you want your priorities to be, not what you think they should. We may use
an exercise for figuring out what matters most; contemplate the following series of
questions:
1. If my life could focus on one thing and one thing only, what would that be?
2. If I could add a Second thing, what would that be?
3. If I could add a Third thing, what would that be?
4. If I could add a Fourth thing, what would that be?
5. If I could add a Fifth thing, what would that be?
If you answer thoughtfully and honestly, the result will be a list of your top five
priorities. Fortgang says a typical top-five list might include some of the following: Children,
Spouse, Satisfying career, Community service, Religion/spirituality, Health, Sports, Art,
Hobbies, such as gardening/ adventure/travel, etc.
By making a concrete list of what really matters to you, you may discover you're
devoting too much time to activities that aren't a priority, and you can adjust your schedule
accordingly. Since having a baby, Al-Ramahi says he and his wife have become much more
efficient in managing their time -- cutting back on television, for example. If at all possible,
Fortgang recommends dropping any commitments and pursuits that don't make your top-
five list, because "unnecessary activities keep you away from the things that matter to you."
You would probably think twice before skipping out on work, a parent-teacher
conference, or a doctor's appointment. Your private time deserves the same respect. "Carve
out hours that contribute to yourself and your relationship," says Steven Hobfoll, PhD,
distinguished professor of psychology at Kent State University. Guard this personal time
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fervently and don't let work or other distractions intrude. "Stop checking email and cell
phones so often". "Few people are so important that they need their phones on at all times."
Allow yourself to rely on your partner, family members, or friends -- anyone who can
watch the kids or run an errand while you focus on other top priorities. "Try tag-teaming,"
Hobfoll suggests. "One spouse works out before dinner, one after dinner, while the other
watches the kids."To get more alone-time with your partner, accept babysitting offers from
friends and family, or try arranging a regular trade-off with another couple. “I'll watch your
kids this Saturday if you watch mine next Saturday.' Tag-teaming is a great way to create
extra free time".
Fun and relaxation are an essential part of living a well-balanced life. That's why
Brown makes time for weekly guitar lessons, a yoga class, a date night with his wife, and a
guys' night out a couple times a month. In addition, he exercises on a trampoline in his
backyard most days of the week. How does he squeeze in all this playtime while running his
business and sharing the responsibilities of raising a daughter? "If you believe that the most
important thing is to be happy in life (not when I'm a millionaire or when I retire but right
now) then you can always make time."
Until you get into the habit of taking time for yourself, set aside space in your planner
for relaxation and fun. Plan what you're going to do and make any necessary arrangements,
such as childcare, to ensure you'll be able to keep your commitment. "Remember, you
make time for what you want to make time for". If something is important to you, don't brush
it aside with a dismissive "I don't have time for that." You are in charge of your own
schedule -- it's up to you to make time.
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(Optional)
Questionnaire
…………………………………..................
Name:-
Gender:-
Male Female
Age :-
Below 18 18-25 25-35
35-45 45-65 Above65
Family Structure:-
Nuclear Joint
Which best describe your marital status:-
Married Widowed
Bachelor Divorced
If Married, Is your Spouse is working:-
Yes No
If Married, No of Children’s:- ….…………………….
QNo.1 Normal Working Hours per Day:-
Less than 8 hrs 8 to 10
10 to 12 Above 12
QNo.2 Your Position best describe as:-
Executive/ Administrative/ Clerical/ Secretarial Skilled craft
Management
Service/
Technical Other Professional
Maintenance
Always Never
Yes No
If No Then,
QNo.7a Is Flexible schedule should be available to all Employees of organization?
Yes No
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QNo.7b Would you like to take advantage of a Flexible Schedule if offered to you?
Yes No
QNo.7c Would you have a better Balance of Work/Home with Flexible Schedule?
Yes No
QNo.7d Would you be more efficient at your job with a flexible schedule?
Yes No
QNo.17 Comment what can be the Reasons & Problem behind your Work Life Imbalance?
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Bibliography
Book Referred:-
Site Referred:-
www.pyrotechindia.com
Work-life balance: Rhetoric versus reality?
By: - UNSION The public service union
www.WORKLIFEBALNACE.com
Work Life Balance
By: -Wikipedia, the free encyclopedia
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