Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
2 LITERATURE SURVEY 23
3 METHODOLOGY 26
3.1 RESEARCH DESIGN 26
3.2 RESEARCH TYPE 26
3.3 DATA COLLECTION 27
3.4 STATISTICAL TOOL 30
4 DATA ANALYSIS AND 33
INTERPRETATION
4.4 STATISTICAL ANALYSIS
5.1 FINDINGS 74
5.2 SUGGESTION 78
5
5.3 LIMITATIONS OF THE STUDY 22
5.4 CONCLUSION 81
APPENDIX 1- QUESTIONNAIRE 83
REFERENCES 82
LIST OF TABLES
T. No Tables P.No
1 Classification of employees based on age 33
2 Classification of employees on the basis of gender 34
3 Classification of employees based on designation 35
4 Employees years of experience 36
5 Resource availability of manager 37
6 Availability of information 38
Orientation of employees concern towards following
7 rules 39
8 Perception towards goal achievement 40
9 Training effectiveness 41
10 Training perception towards career moves 42
11 Scope of growth 43
12 Awareness about the growth possibilities 44
13 Perception towards informal communication 45
14 Team Work 46
15 Interpersonal relationship supervisor's suggestions 47
16 Concern towards others 48
17 Relationship with management 49
18 Sense of accomplishment 50
19 Satisfaction towards job 51
20 Motivation factor 52
21 Management of conflicts 53
22 Importance to individual's suggestions 54
23 Utilization of skills 55
24 Individual's importance in organization 56
25 Improvement in performance 57
26 Help from others 58
27 Delegation of Authority 59
28 Encouragement towards innovation 60
29 Risk taking 61
30 Fair work compensation 62
31 Rewards for achievements 63
32 Satisfaction with regard to incentives 64
33 Perception towards organization's image 65
LIST OF CHARTS
C. No Charts P.No
1 Classification of employees based on age 33
2 Classification of employees on the basis of gender 34
3 Classification of employees based on designation 35
4 Employees years of experience 36
2
5 Resource availability of manager 37
6 Availability of information 38
Orientation of employees concern towards following
7 rules 39
8 Perception towards goal achievement 40
9 Training effectiveness 41
10 Training perception towards career moves 42
11 Scope of growth 43
12 Awareness about the growth possibilities 44
13 Perception towards informal communication 45
14 Team Work 46
15 Interpersonal relationship supervisor's suggestions 47
16 Concern towards others 48
17 Relationship with management 49
18 Sense of accomplishment 50
19 Satisfaction towards job 51
20 Motivation factor 52
21 Management of conflicts 53
22 Importance to individual's suggestions 54
23 Utilization of skills 55
24 Individual's importance in organization 56
25 Improvement in performance 57
26 Help from others 58
27 Delegation of Authority 59
28 Encouragement towards innovation 60
29 Risk taking 61
30 Fair work compensation 62
31 Rewards for achievements 63
32 Satisfaction with regard to incentives 64
33 Perception towards organization's image 65
INTRODUCTION
Work life balance describes the relationship between your work and the
commitments in the rest of your life, and how they impact on one another.
3
Employers, employees and government want to maximize participation in the
work and the responsibilities of caring for children, family members with a
For other workers it's often difficult to find time outside work for study,
recreation.
There is no ideal work life balance; everyone is different and the 'right'
balance may alter over time as families grow older and personal commitments
change.
Having options about how work is organized makes managing work and life
patterns and locations that better fit their personal commitments. Overall
quality of life improves and businesses also benefit from employees' higher
an antidote to loss of skills and experience and the high cost of recruitment
4
Work life balance was perceived as a set of methods, approaches or
benefit and reward the individual employee but also the company, its
Stacey and Wise stated “Work life balance” is a management style that
What constitutes a high Work life balance may vary in relation to both
the worker’s aspirations and objective reality of his work and society; whether
This is proved beyond doubt that in many organizations the Unions are
understanding in the form of Standing orders are laid down and signed by
and perks.
worker with great participation in the decision involving his work, the Work
5
life balance will be improved. Some organisations have responded by
process of their work group by allowing them greater freedom in deciding how
Here are 5 ideas to help you bring a little better balance into your life:
An uncle, who was also an entrepreneur, told me when I started my very first
business that I needed to block out time on my calendar for my family up front
or I would never have it open. He was right, but unfortunately it took me a lot
of years of my life to realize how right he was. I never blocked out the family
time, and work slowly overtook my life because I wasn’t doing anything to
make family time as scheduled as business meetings were. I would block off
an hour lunch meeting with someone for business, so why not block off an
It took me years and many hard lessons to figure out how critical it was for me
important thing is that you treat your family as if they matter just as much as
the most important business person in the world, and don’t miss your
6
scheduled meetings you have with them. Block out dinner on your calendar.
Block out Saturday family events. Always keep Sunday as a sacred time with
your family. Block out date night if you are married. Block out a once-a-
month father/daughter or mother/son date with your child. Put these things on
your calendar in advance of each month and then treat them with the
importance of any other meeting. Schedule that time with them. They need
you.
CUT OUT THE THINGS THAT DON’T ADD VALUE TO YOUR LIFE
There are a lot of things we waste time on in life. Television, Internet, video
remind myself of this often when I find myself on a Saturday looking at a cute
you have distractions in your life that take too much time away from family
then put stickers on the TV or computer or video game console that ask you
“what matters most in my life?” It won’t take long for that to hit you in the
gut. Trust me. I have tried it. It’s a good way to pull yourself away from
wasting time when you could be spending it on quality time with your family.
People in your life that gossip, are negative, complain, or vent can be a huge
drain on your energy. Avoid them! They will take up your time and leave
absolutely no redeeming value to your universe. Don’t give them two seconds
7
of your day because if you give two seconds they will take two hours. If you
run into one of them, or they text you, or Facebook FB -0.72% message you,
or call you, or whatever, just don’t engage. Simply tell them you are too busy
being happy to swim in their pool of negativity and then avoid them like the
plague!
The day I discovered online grocery shopping was a good day for me. Getting
groceries was a tough task, especially when I was a single mom. When I found
out I could order groceries online and for a few dollars have them delivered to
my front door I was thrilled. A few dollars saved me hours of time in a store.
There are a lot of similar little things that can free up your day a so you can
have a more time with your family. Some other good finds are local dairies,
such as Winder Dairy in Utah, for milk delivery to your home and dry
cleaning services that let you bring your clothes to the office and they will
In all the talk about work/life balance we forget that part of balance is taking
time for yourself. It is the very first thing that always goes – you. Women are
especially bad at this. We are so worried about everyone else that we forget
about us. Everyone – men and women – need a little time each day just for
them. Time to read a little, time to take a hot bath once in a while, time to
8
swing on a swing and look at the garden. No matter what you choose to do
with your five minutes, it needs to be time that is just for you. Meditate. Write
in a journal. Pray. Just take that time for you – it will make you a better person
I hope these ideas will help a little bit. This topic of balance is one I have
struggled with my entire life and I certainly haven’t figured it out, yet. But I
am getting a little better at it all the time and that is what is important.
Rewards
Work Group
Company Status
9
1. One has working life quality when he burns his work, because it is an
Work life balance starts with taking responsibility for one’s own life and
surface of life, which means that he is happy and contented and doing fine. He
lives up to the norms of society: good education, good job, reasonable pay,
One can also live well in the depth of life , i.e., deep within his soul.
then he knows what he wants in life and act accordingly. He lives out his
dreams. You devote heart and soul to whatever you are doing. The good life is
conquer himself, his inertia, his fear and incompetence. A lot of work seems to
provide the challenges. He has to discover them for himself in life and at his
obtain mastery.
10
Fellowship is found when people pool their efforts to accomplish something
they would not be able to do on their own. It is natural that a certain division
of labour will take place as different people have different interests and skills.
the group. The more you blame management for everything, the less you allow
yourself the possibility to act and control your own working life.
All companies strive to create real value for the surrounding world
(customers, clients, users and society as a whole). Creating real value is not a
matter of just money. It starts with the individual person. Creating real value
We are valuable when we take responsibility for our lives and try to
make it good, good life for ourselves as well as for others.
If you owned part of the company you work for, it would be easier to
think that you have to be valuable at work. But even if joint ownership does
not exist, employees can have a great influence on the work, the way the task
is solved, the quality of the product, the sales to the customers etc. You can be
11
responsible for influencing the company in such a way that your work will
result in the greatest possible value.
Economic Adversity /
Economic Difficulties
Strong Effect
Job nature (e.g. work load
work hours and pay)
Minor Effect
12
Criteria for Measuring QWL
labour, the cost of living and such other factors must be taken into
canteen, rest room, toilet etc. are the major aspects of physical
environment.
13
certain jobs. Employees must also have the opportunity to update
mingle freely with his colleagues and superiors. In other words, the
the employee should be able to pay equal attention to his work and
14
1.1 COMPANY PROFILE
Company History
Novartis was created in 1996 through the merger of Ciba-Geigy and Sandoz,
two companies with a rich and diverse corporate history. Throughout the
years, Novartis and its predecessor companies have discovered and developed
many innovative products for patients and consumers worldwide.
Mission
Healthcare portfolio
People
Corporate citizenship
Video stories
Partnerships
Locations
Mission
Healthcare portfolio
Business strategy
Pharmaceuticals
Vaccines and Diagnostics
Sandoz
Consumer Health
People
Corporate citizenship
Video stories
Partnerships
Locations
15
Healthcare portfolio
We believe our portfolio best meets the varied and often complex needs of
patients and societies. Novartis is positioned to lead in innovation, partner
with others and offer solutions to patients across a broad healthcare spectrum.
In addition, a diverse portfolio reduces financial risk, bringing greater value to
those who invest in our company.
Our portfolio, focused on broad areas of healthcare, aims to best meet the
evolving needs of patients and societies worldwide.
Novartis is the only company with leading positions in four key areas:
16
provide. Please consult your physician about any medical condition or
prescription product.
Note that some product links are intended for US residents only.
Novartis Vaccines
Novartis Diagnostics, the blood testing business
Over-the-Counter
The main Novartis OTC product categories are analgesics, cough, cold,
allergy, gastrointestinal, skin care and smoking-cessation treatments, as well as
mineral supplements.
Sandoz (Generics)
17
In addition to its retail generics business, Sandoz operates three businesses
that focus on anti-infectives, oncology injectables and biopharmaceuticals.
In pets, our products are effective aids in preventing internal and external
parasites and treating ailments such as arthritic pain and kidney, heart and
allergic diseases.
Primary Objective
18
To find out the work life balance in Novartis
Secondary Objective
19
Need of the Study
studied attitude.
Employee work life is a critical element not only in providing for high
The employee’s attitude toward his job simply means his feeling about
20
SCOPE OF THE STUDY
Novartis.
21
LIMITATIONS OF THE STUDY
The study on Work life balance in maintaining work life balance has the
following limitations.
The time limit for the study is short which creates hurdles in complete
enumeration of Novartis.
22
REVIEW OF LITERATURE
Miller, 1978; Kirkman, 1981; Metz, 1982; Mirvis & Lawler, 1984;
Cooper, 1988) define the qualities of work life are broadly similar to the study
life balance labeled as, i) Favorable work environment ii) Personal growth and
upon performance while employees are respected and treated like mature
people.
physical comfort. Jobs seen to exist within high QWL work situations are
23
those in which there is minimal negative impact on one’s personal life, and
that were found in the present sample are consistent with the rapid economic
Research studies (Taylor, 1977; Taylor, 1978; Donald, 1997) have generally
for management is the need to consider the type of intrinsic and extrinsic
factors highlighted by the four aspects of QWL that comprise the motivational
being, and provide a more positive start to other work motivation programmes
within the organization. Kirkman (1989) suggests that in the future work
society; the drive for more humanitarian treatment both in and out of work
will increase.
Singapore has discussed the following four different approaches to Work life
24
This is an interesting situation given the high degree of emphasis on
Work life balance has also been viewed in a variety of ways including
American Africans.
When for many people sex and relationships are troublesome – since
they are often hazardous to our health –work plays an even greater role in
have some kind of agenda or work plan. And with so many people opening a
compelled to get done, spending the greatest portion of our lives in what we
consider our workplace. So Work life balance is not some notion of frivolous
25
RESEARCH METHODOLOGY
carried out. The applied method will improve the validity of finding. This
RESEARCH
the companies to understand the needs and wants of the customers and also
RESEARCH DESIGN
The research design is purely and simply the frame work or plan for a
study, that guides the collection or analysis of data research design has been
26
Descriptive Research
Experimental Study
It is the blue print of the procedure which enables the research to test
occur in a setting at the description of the experiments and the contents are
27
SOURCES OF DATA
the data is not adequate and accurate, the findings are bound to be misleading.
Primary Data
data. Data was collected through primary source. The primary data was
Secondary Data
relevant information.
DATA ANALYSIS
analyzing the information from the data collected and analyzing the
information statistically. Analysis of the collected data was done with the help
all possible answers has been made use of and multiple choice questions has
28
SAMPLE SIZE
sampling. This is because the size has a direct barring upon accuracy, time,
flexibility.
METHOD OF SAMPLING
Convenience sampling
QUESTIONNAIRE DESIGN
1. Resources
2. Orientation
3. Training
4. Career
5. Communication
6. Team work
7. Interpersonal Relationship
8. Satisfaction
9. Conflict Management
10. Motivation
29
11. Recognition
15. Empowerment
interpreting the data, in this study the following tools are applied.
Percentage analysis
Chi-square analysis
Percentage Analysis
making comparison between two or more series of data. Percentages are used
No. of respondents
Percentage of respondents = ----------------------- X 100
Total respondents
Chi-Square Test
The chi-square test is one of the simplest and most widely used non-
30
This steps involved in chi-square are as follows :
Expected frequencies for any cell can be calculated using the formula
RT x CT
E = -------------
N
Where,
E = Expected frequency
RT = the row total for the row containing cell
CT = the column total for the column containing cell
N = the total number of operation.
(O – E ) 2.
by degree of freedom, we mean the number of classes to which the values can
^2 is more than table value of ^2 is more than the table value of ^2, the
31
On the other hand, the calculated value of ^2 is less than table value. The
V = ( c -1 ) (r – 1)
Where, c – refers to columns,
And r = refers to rows.
32
DATA ANALYSIS
Table No. 1
Inference :
The graph clearly a show depicts that 70% of the employees belong to
the age group of 21 to 40 years and 30% of the employees belong to the group
of above 40 years.
CHART NO. 1
30%
30
20
10
0
21-40 Age group Above 40
33
Table No. 2
Inference :
The graph depicts that 60% of the employees surveyed are male and
CHART NO. 2
Male 60%
Gender
Female 40%
0 20 40 60 80
Percentage
34
Table No. 3
CLASSIFICATION OF EMPLOYEES BASED ON
DESIGNATION
Inference :
Around 85% of the employees belong to the Clerk/Assistant [Junior. &
Chart No. 3
35
Table No. 4
Inference :
30% of the employees have experience of about below 10 years. 45%
of the employees have experience of about 11 to 15 years. 15% of the
employees have an experience of about 16 to 20 years and about 10% of the
employees have an experience of above 20 years.
CHART NO. 4
10%
30%
15%
45%
36
Table No. 5
RESOURCES AVAILABILITY OF MANAGER
S.No. PARTICULARS NO. OF PERCENTAGE
RESPONDENTS of respondents (%)
1 Strongly Agree 30 25%
2 Agree 78 65%
3 Neither Agree nor 12 10%
Disagree
4 Disagree 0 0%
5 Strongly Disagree 0 0%
Total 120 100
Inference :
Almost 90% of the employees experienced the availability of manager
in times of help and also whenever needed. And the remaining 10% of the
CHART NO.5
40
65%
30
20
10 25%
10%
0 0% 0%
Strongly Agree Neither Disagree Strongly
Agree Agree Disagree
nor
DISAGREE
37
Table No. 6
AVAILABILITY OF INFORMATION
Inference :
Almost 75% of the employees feel that information is readily available
to them and they are given rights Access it 15% of them fail to give opinion in
this case. The remaining 10% of the employees is disagree with regard to the
availability of information.
CHART NO.6
AVAILABILITY OF INFORMATION
15% Agree
Strongly Disagree
65%
38
Table No. 7
ORIENTATION EMPLOYEES
CONCERN TOWARDS FOLLOWING RULES
Inference :
Most of the employees (about 65%) follow the rules and regulations of
the company. The remaining 35% of the people refrain to go according to rules
and regulations.
CHART NO.7
60
55%
50
PERCENTAGE
40
30
20 20%
10 10% 10%
5%
0
Strongly Agree Neither Disagree Strongly
Agree Agree nor Disagree
Disagree
PARTICULARS
39
Table No. 8
PRECEPTION TOWARDS GOAL ACHIEVEMENT
Inference :
Nearly 75% of the employees feel that achievement of goals is the
main concern for them. 20% of the employees fail to express any opinion in
CHART NO. 8
60 60%
50
40
PERCENTAGE
30
20 20%
15%
10
5%
0 0%
Strongly Agree Neither Disagree Strongly
Agree Agree nor Disagree
Disagree
PARTICULARS
40
Table No. 9
TRAINING EFFECTIVENESS
CHART NO. 9
TRAINING EFFECTIVENESS
PARTICULARS
41
Table No. 10
CHART NO. 10
70 70%
60
PERCENTAGE
50
40
30
20
15%
10 10%
5%
0 0%
Strongly Agree Neither Disagree Strongly
Agree Agree nor Disagree
Disagree
Particulars
42
Table No. 11
SCOPE OF GROWTH
Inference :
About 75% of the employees of this organization believe that there is a
scope for their career growth. 20% of the employees fail to give their opinion.
CHART NO. 11
SCOPE OF GROWTH
70
65%
60
50
40
G
R
C
A
P
E
E
T
30
20 20%
10 10%
5%
0 0%
Strongly Agree Neither Disagree Strongly
Agree Agree nor Disagree
Disagree
Particulars
43
Table No. 12
AWARENESS ABOUT THE GROWTH POSSIBILITIES
Inference :
Almost 75% of the employees are aware of their career growth in the
organization. About 20% of the employees neither agree nor disagree with the
awareness in their career growth. Only 5% of the employees are unaware of
their growth possibilities.
CHART NO. 12
40 40%
35 35%
PERCENTAGE
30
25
20 20%
15
10
5 5%
0 0%
Strongly Agree Neither Disagree Strongly
Agree Agree nor Disagree
Disagree
PARTICULARS
44
Table No. 13
PERCEPTION TOWARDS INFORMAL COMMUNICATION
CHART NO. 13
COMMUNICATION
60
50
40
30 55%
20
30%
10
0 15%
0% 0%
Strongly
Agree
Agree
Neither Agree
nor Disagree
Disagree
Strongly
Disagree
CRITERIA
45
Table No. 14
TEAMWORK
Inference :
About 75% of the employees agree with the participation in teamwork
and 20% of the employees do not express any opinion about the participation
in teamwork. Majority of the employees feel that teamwork pays and hence
they show interest in it.
CHART NO.14
TEAMWORK
60
55%
50
PERCENTAGE
40
30
20 20% 20%
10
5%
0 0%
Strongly Agree Neither Disagree Strongly
Agree Agree nor Disagree
Disagree
46
Table No. 15
INTERPERSONAL RELATIONSHIP
SUPERVISOR’S SUGGESTIONS
CHART NO. 15
SUGGESTIONS
80
70
60
PERCENTAGE
50
40
70%
30
20
10 15%
10% 5%
0 0%
Strongly Agree Agree Neither Agree Disagree Strongly
nor Disagree Disagree
PARTICULARS
47
Table No. 16
CONCERN TOWARDS OTHERS
CHART NO. 16
0% 15%
20%
65%
Strongly Agree Agree Neither agree nor Disagree Disagree Strongly Disagree
48
Table No. 17
RELATIONSHIP WITH MANAGEMENT
Inference :
The graph shows that 65% of the employees agree that there is a strong
relationship between the employees and the management. 30% of the
employees neither agree nor disagree with the statement.
CHART NO. 17
MANAGEMENT
60
50
40
30 55%
PERCENTAGE
20
30%
10
10% 5%
0 0%
Strongly Agree Agree Neither Agree Disagree Strongly
nor Disagree Disagree
PARTICULARS
49
Table No. 18
SENSE OF ACCOMPLISHMENT
CHART NO. 18
SENSE OF ACCOMPLISHMENT
60
55%
50
PERCENTAGE
40
35%
30
20
10 10%
0 0% 0%
Strongly Agree Neither Disagree Strongly
Agree agree nor Disagree
disagree
CRITERIA
50
Table No. 19
SATISFACTION TOWARDS JOB
CHART NO. 19
51
Table No. 20
MOTIVATION FACTOR
CHART NO. 20
MOTIVATION FACTOR
PARTICULARS
52
Table No. 21
MANAGEMENT OF CONFLICTS
CHART NO.21
53
Table No. 22
IMPORTANCE TO INDIVIDUAL’S SUGGESTIONS
Inference :
Nearly half of the employees i.e., 50% feel that their opinion is given
importance in decision making. About 40% of the employees do not give any
opinion. Around 10% of the employees feel that their opinion is not given
much importance.
CHART NO.22
SUGGESTIONS
50
40
PERCENTAGE
30
50%
20 40%
10
10%
0 0% 0%
Strongly Agree Neither Disagree Strongly
Agree agree nor Disagree
disagree
PARTICULARS
CRITERIA
54
Table No. 23
UTILIZATION OF SKILLS
Inference :
Around 60% of the employees feel that their skills are utilized
effectively in this organization. About 30% of the employees neither agree nor
disagree with the effective utilization of skills. About 10% of the employees
feel that their skills are not effectively utilized.
CHART NO. 23
UTILIZATION OF SKILLS
10% 0% 10%
Strongly Agree
Agree
30% Neither agree nor disagree
Disagree
50%
Strongly Disagree
55
Table No. 24
INDIVIDUAL’S IMPORTANCE IN ORGANIZATION
CHART NO.24
60
50%
50
40
30%
PERCENTAGE
30
20
10% 10%
10
0%
0
Strongly Agree Neither Disagree Strongly
Agree agree nor Disagree
disagree
PARTICULARS
56
Table No. 25
IMPROVEMENT IN PERFORMANCE
CHART NO.25
PERFORMANCE
5% 0% 15%
10%
70%
Strongly Agree
Agree Neither agree nor disagree
Disagree Strongly Disagree
57
Table No. 26
HELP FROM OTHERS
Inference :
Around 75% of the employees feel that they receive help from others
to analyze their mistakes while 5% of them do not feel in that manner. About
20% of the employees neither agree nor disagree with the statement.
CHART NO.26
Strongly Disagree 0%
Disagree 5%
Neither agree nor disagree 20%
Agree 65%
RS
RT
UL
PA
IC
0 10 20 30 40 50 60 70
PERCENTAGE
58
Table No. 27
DELEGATION OF AUTHORITY
CHART NO.27
EMPOWERMENT DELEGATION OF AUTHORITY
59
Table No. 28
ENCOURAGEMENT TOWARDS INNOVATION
CHART NO.28
40
30 60%
20
10 20%
15%
0 5% 0%
Strongly Agree Neither Disagree Strongly
Agree agree nor Disagree
disagree
CRITERIA
PARTICULARS
60
Table No. 29
RISK TAKING
Inference :
The graph depicts that 70% of the employees are willing to take risk
readily. 20% of the employees neither agree nor disagree with the statement.
10% of the employees are boot willing to take risks.
CHART NO.29
RISK TAKING
10% 0% 5%
20%
65%
61
Table No. 30
FAIR WORK COMPENSATION
CHART NO. 30
5% 5% 0%
COMPENSATION
40%
50%
62
Table No. 31
REWARDS FOR ACHIEVEMENTS
CHART NO.31
10% 0%
10% 35%
45%
63
Table No. 32
SATISFACTION WITH REGARD TO INCENTIVES
CHART NO.32
15% 0% 15%
20%
50%
64
Table No. 33
PERCEPTION TOWARDS ORGANIZATION’S IMAGE
CHART NO.33
PARTICULARS
65
Statistical Tool
Chi – Square
Table : I
Below 10 yrs 6 22 6 2 0 36
11 – 15 yrs 10 40 2 2 0 54
16 – 20 yrs 4 10 2 2 0 18
Above 20 yrs 4 6 2 0 0 12
Total 24 78 12 6 0 120
66
S.No Oi Ei Oi – Ei (Oi- Ei)2 (Oi-Ei)2 /Ei
1 6 7.2 1.2 1.44 0.2
2 22 23.4 1.4 1.96 0.08
3 6 3.6 2.4 5.76 1.6
4 2 1.8 0.2 0.04 0.02
5 0 0 0 0 0
6 10 10.8 0.8 0.64 0.05
7 40 35.4 4.9 24.01 0.68
8 2 5.4 - 3.4 11.56 2.14
9 2 2.7 - 0.7 0.49 0.18
10 0 0 0 0 0
11 4 3.6 0.4 0.16 0.04
12 10 11.7 - 1.7 2.89 0.24
13 2 1.8 0.2 0.04 0.02
14 2 0.9 1.1 1.21 1.34
15 0 0 0 0 0
16 4 2.4 1.6 2.56 1.06
17 6 7.8 - 1.8 3.24 0.41
18 2 1.2 0.8 0.64 0.53
19 0 0.6 - 0.6 0.36 0.6
20 0 0 0 0 0
Total 9.19
Formula:-
= (R-1) x (C-1)
= (4-1) x (5-1)
= 3x4
= 12
67
Table value of X2 for 12 df at 5% level = 21.026
Calculated value = 9.19
Calculated value < Tabulated value
Ho is accepted
Inference:-
Calculation:-
E1 = 24 x 36/120 = 7.2
E2 = 78 x 36/120 = 23.4
E3 = 12 x 36/120 = 3.6
E4 = 6 x 36/120 = 1.8
E5 = 0 x 36/120 = 0
E6 = 24 x 54/120 = 10.8
E7 = 78 x 54/120 = 35.1
E8 = 12 x 54/120 = 5.4
E9 = 6 x 54/120 = 2.7
E10 = 0 x 54/120 = 0
E11 = 24 x 18/120 = 3.6
E12 = 78 x 18/120 = 11.7
E13 = 12 x 18/120 = 1.8
E14 = 6 x 18/120 = 0.9
E15 = 0 x 18/120 = 0
E16 = 24 x 12/120 = 2.4
E17 = 78 x 12/120 = 7.8
E18 = 12 x 12/120 = 1.2
E19 = 6 x 12/120 = 0.6
E20 = 0 x 12/120 = 0
68
Table : 2
Chi – Square
21-40 18 54 8 4 0 84
Above 40 6 24 4 2 0 36
Total 24 78 12 6 0 120
69
Formula:-
= (R-1) x (C-1)
= (2-1) x (5-1)
= 1x4
= 4
Inference:-
E1 = 24 x 84/120 = 16.8
E2 = 78 x 84/120 = 54.6
E3 = 12 x 84/120 = 8.4
E4 = 6 x 84/120 = 4.2
E5 = 0 x 84/120 = 0
E6 = 24 x 36/120 = 7.2
E7 = 78 x 36/120 = 23.4
E8 = 12 x 36/120 = 3.6
E9 = 6 x 36/120 = 1.8
E10 = 0 x 36/120 = 0
70
Table : 3
Chi – Square
Below 10-yrs 4 22 8 2 0 36
11 – 15 yrs 6 34 12 2 0 54
16 – 20 yrs 4 10 2 2 0 18
Above 20 yrs 4 6 2 10 0 12
Total 18 72 24 6 0 120
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S.No O E O–E (O - E)2 (O-E)2/E
1 4 5.4 - 1.4 1.96 0.36
2 22 21.6 0.4 0.16 0.1
3 8 7.2 0.8 0.64 0.08
4 2 1.8 0.2 0.04 0.02
5 0 0 0 0 0
6 6 8.1 - 2.1 4.41 0.54
7 34 32.4 1.6 2.56 0.07
8 12 10.8 1.2 1.44 0.13
9 2 2.7 - 0.7 0.49 0.18
10 0 0 0 0 0
11 4 1.7 2.3 5.29 3.11
12 10 10.8 - 0.8 0.64 0.05
13 2 3.6 - 1.6 2.56 0.71
14 2 2.9 - 0.9 0.81 0.27
15 0 0 0 0 0
16 4 1.8 2.2 4.84 2.68
17 6 7.2 - 1.2 1.44 0.2
18 2 2.4 - 0.4 0.16 0.06
19 0 0.6 - 0.6 0.36 0.6
20 0 0 0 0 0
Total 9.16
Formula:-
= (R-1) x (C-1)
= (4-1) x (5-1)
= 3x4
= 12
72
Table value of X2 for 12 df at 5% level = 21.026
Calculated value = 9.16
Calculated value < Tabulated value
Ho is accepted
Inference:-
Calculation:-
E1 = 18 x 36/120 = 5.4
E2 = 72 x 36/120 = 21.6
E3 = 24 x 36/120 = 7.2
E4 = 6 x 36/120 = 1.8
E5 = 0 x 36/120 = 0
E6 = 18 x 54/120 = 8.1
E7 = 72 x 54/120 = 32.4
E8 = 24 x 54/120 = 10.8
E9 = 6 x 54/120 = 2.7
E10 = 0 x 54/120 = 0
E11 = 18 x 18/120 = 1.7
E12 = 72 x 18/120 = 10.8
E13 = 24 x 18/120 = 3.6
E14 = 6 x 18/120 = 2.9
E15 = 0 x 18/120 = 0
E16 = 18 x 12/120 = 1.8
E17 = 72 x 12/120 = 7.2
E18 = 24 x 12/120 = 2.4
E19 = 6 x 12/120 = 0.6
E20 = 0 x 12/120 = 0
73
FINDINGS
right time whenever needed and is not based upon the age or
designation.
case of their career growth and they are handled fairly. Also the
employees have a very good knowledge about their career growth and
Almost 75% of respondents feel that teamwork plays a major part for
synergized output.
Almost 80% of them feel that the conflicts that prevail in the
that and thereby it does not create any difference of opinion between
the employees.
74
Almost 50% of the respondents feel that they have been treated fairly
Almost 70% of them perceive that the power and authority to make
with regard to the compensation given. Only 35% of them are satisfied
with their incentive packages. 15% of them feel that the organization is
organization and for its image. Only 5% are not much satisfied with
the male and the female employees are given equal importance.
Almost 70% of the respondents of both the designation feel that the
75
Almost 73% of the respondents of both the gender feel that the
from them and they make use of it for the betterment of organization’s
suggestions.
well in the market and the image is competing with the top companies
in the industry. Thus 80% of the employees feel proud to work in the
organization and they are satisfied with the image, and experience level
People are helpful to one another whenever there is a need. People give
solve any problems if occurred thus. They can learn form trouble
shooting.
76
to work in a risky situation when need arises. And thus it is clear that
77
SUGGESTIONS
Almost 25% of the respondents feel that they are not able to access the
and if any barrier is present, they may take necessary steps to change
difficulties are justifiable the policies may be modified and tested with
of achieving their assigned goals and in what way it will be helpful for
78
and with this they can understand what are all the competencies should
and once in two months and informal get together had to be arranged
so that employees can share their opinions with one another. This will
Those who feel that their superiors are not moving well, job rotation
employee and the organization. Or both the superior and the employee
power, monotonous job, etc, So, these factors should be found out and
personality.
79
About 60% of the respondents are not much satisfied with the
focus on this and find out what can be done to increase the satisfaction
level with respect to this. Though compensation comes in the last rank
future year this lower compensation will become the major aspect for
job dissatisfaction and in turn the productivity will decrease and thus
Almost 50% of the respondents are biased when they given opinion
terms of cost to time though it is suggestions and at the same time they
the month”, etc., through this, employees get engagement and come
80
CONCLUSION
Work life balance Maintaining Work life balance plays a vital role in
determining the need for changes in the organization. The top management
should be aware of the employee’s attitude and how they perceive the
organization climate. This would help the management in managing change in
the organization.
The study reveals that employees perceive the Work life balance as
conducive environment, organization which provides them the required
training and resources the necessary autonomy, and finally a better place for
their career growth.
81
BIBLIOGRAPHY
5. WWW.humanresourcemanagement.com
82
QUESTIONNAIRE
PART I
__________________________________________________________
2. Years of Service :
Below 10 yrs 11 to 15 yrs 16 to 20 yrs
21 yrs and above
3. Educational Qualification :
Graduation Post Graduation Profession Degree
Others
4. Age :
Below 20 yrs 21 to 30 yrs 31 to 40 yrs
Above 41 yrs
5. Designation :
Clerk Assistant (Junior & Senior Assistants)
Superintendent (Assistant, Office, Section Superintendent)
PART II
3. People here are mainly considered with following established rules and
procedures.
Strongly agree Agree Neither agree nor disagree
Disagree Strongly disagree
83
6. I believe there are adequate ways for me to develop my career at this
organization.
Strongly agree Agree Neither agree nor disagree
Disagree Strongly disagree
10. In may work group, we participate in deciding how the work gets done.
Strongly agree Agree Neither agree nor disagree
Disagree Strongly disagree
12.People here have strong associations mostly with the supervisors and look
to them for suggestions and guidelines.
Strongly agree Agree Neither agree nor disagree
Disagree Strongly disagree
13.People here have a high concern for one another and tend to help one
another spontaneously when such help is needed.
Strongly agree Agree Neither agree nor disagree
Disagree Strongly disagree
15. This is the type of job in which I can feel a sense of accomplishment.
Strongly agree Agree Neither agree nor disagree
Disagree Strongly disagree
84
17. Conflicts are usually avoided or smoothed over to maintain a friendly
atmosphere.
Strongly agree Agree Neither agree nor disagree
Disagree Strongly disagree
19. Mistakes are not rejected and they are treated as learning experience that
can prevent failure and improve performance in the future.
Strongly agree Agree Neither agree nor disagree
Disagree Strongly disagree
20.People here are able to acknowledge and analyze their mistakes as they can
expect to receive help and support from others.
Strongly agree Agree Neither agree nor disagree
Disagree Strongly disagree
24. I have the support and authority to make the decisions necessary for
accompanying assigned task.
Strongly agree Agree Neither agree nor disagree
Disagree Strongly disagree
25. I receive encouragement to come up with new and better ways of doing
things.
Strongly agree Agree Neither agree nor disagree
Disagree Strongly disagree
85
26. I am compensated fairly for the work I do,
Strongly agree Agree Neither agree nor disagree
Disagree Strongly disagree
31. Suggest the various ways from which the working environment can be
improved.
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86