INTRODUCTION INTRODUCTION TO THE STUDY

1WORK LIFE BALANCE OF WOMEN EMPLOYEES IN PRECOT MERIDIAN LIMITED, WALAYAR

INTRODUCTION

LEAD COLLEGE OF MANAGEMENT DHONI


INTRODUCTION TO THE STUDY

This organization study is based on the Precot Meridian Pvt Ltd

Walayar and Kanjikode. Purely the study is in the field of human

resource management and it is undergone through this organization

study on the topic “ work life balance of women employees in

textile Industry of Palakkad District.

Work - life Balance of women employees has become an

important subject since the

time has changed from men was the bread winner to today's world

where both men and women equally sharing the responsibility of

family life. Though it is a very broad subject which speaks about

both career development on one side and the family care on the

other side, it is very necessary to know how the women balance

the professional demands and domestic compulsions. Professional

life means the aim to grow and earn respect in the organization

and society at large and Personal life means taking care of

family, children, parents, health and spending the leisure time

effectively with the development of educational economical and



social standards. Things have improved to a great extent and the

role of women in balancing their lifestyle is less taxing. But

not all women have been able to achieve this balance, as each one

of them has different challenges to balance. Therefore only

periodical research will bring to light the inadequacies of the

initiatives to achieve a healthy work life balance.

Career women are challenged by the full-time work and at

the end of each work day they carry more of the responsibilities

and commitments to home. Majority of women are working 40-45

hours per week and most of them are struggling to achieve work-

life balance. Women reported that their life has become a

juggling act as they have to shoulder multiple responsibilities

at work and home. This project highlights the issues connected

with work-life balance of women and the factors that determine

work life balance.

1.1ORGANIZATION PROFILE

Precot meridian is one of the oldest groups which

started its mill in 1958, promoted by N.Damodaran. Precot



Meridian limited (PML) was incorporated in 1962 in Palakkad,

Kerala, to produce cotton yarns with an initial capacity of 12096

spindles. Precot Meridian limited made its maiden issue in 1962.

Production of cotton yarns commenced during 1964.The Precot has

symbolized Quality and Trust in the textile industry. With four

decades of spinning experience and a diverse range of products

that include cotton yarns, sewing threads, fabrics and garments;

Precot is one of the few totally integrated textile players with

a total turnover of 90 million US Dollars. The Group has state of

the art infrastructure facilities and skilled personnel to rise

up to customer expectations. The group has been accorded the

status of ‘Export House’ by The Cotton Textile Export Promotion

Council of India (TEXPROCIL).Precot exporting its products to

Belgium, China, Italy, Japan, Malaysia, Portugal, South Korea,

Turkey and U.K.

Key mile stones

From an initial capacity of 12,096 Spindles at Kanjikode,

Kerala (A-Unit) in 1964, now the capacity of the unit is

57,600 spindles.

In 1983, the second unit (B-Unit) was set up at Hindupur,

Andhra Pradesh with an initial capacity of 28,800 Spindles

and the current capacity is 69,120 spindles.



In 1992, the third unit (C-Unit) was set up at Walayar,

Kerala as a 100% Export Oriented Unit with a capacity of

12,096 Spindles and the current capacity is 25,344 spindles.

In 1995, an OE Unit (D Unit) was set up at Walayar adjacent

to its third Unit with a capacity of 1344 Rotors.

In 1998, a yarn dyeing Unit (K Unit) was set up at Kolar,

Karnataka to manufacture polyester sewing threads and its

capacity is 7 tons per day.

In 2001, a modern weaving plant at Sethumadai near Pollachi

was set up to manufacture yarn-dyed fabrics.

In January 2004, yarn dyeing operations were started at

Perundurai, which caters to the needs of the Sethumadai

unit.

In 2006, Meridian Industries merged with Precot Mills and

the name was changed to Precot Meridian Ltd., and the

current capacity is 66,154 spindles.

Precot Meridian is looking towards green power generation

and has invested in 17 Windmills. These windmills cater 50%

of the power requirements of units located in Tamil Nadu.



Quality Systems

Precot Meridian being an ISO 9001 certified

company is focused on providing the finest quality yarns

and fabrics. In order to meet customer requirements and

to ensure their satisfaction, Precot Meridian implemented

TQM in all the units for executing ‘5S’ methods of

housekeeping and 3M methods to control wastage of

resources. Quality System is achieved through total

employee involvement, technical Innovation and continual

improvement

Meridian Industries Limited merges with Precot

Meridian Industries Limited has been merged with

Precot Mills Limited with effect from 01st April, 2006. Meridian

Industries Ltd (MIL) which was incorporated in the year 1993 was

promoted by Precot Mills Limited and around 70% of the shares of

MIL were held by the shareholders of Precot. To have larger

capacity in a single company, instead of the capacities being

spread over in two companies having common shareholders, the

merger was proposed. This has been approved by the High Court of

Madras vide its order dated 30th August and 1st Sept, 06. As per

the scheme of Merger, the shareholders of MIL are entitled for

one share of Precot for every two shares of MIL. Accordingly the



share certificates of Precot were dispatched in Dec, 06 to those

shareholders who have surrendered the certificates of MIL.

Shareholders of MIL, who are yet to claim the certificates of

Precot can, do so by sending the MIL certificates along with the

following application duly filled in to the registrars.

Corporate / Central office

Corporate office is situated at “Suprem” P.B No:

7161737, Pulikulam Road, Coimbatore-641 045.Corporate office

deals with raw material purchase, testing, approval and allotment

to group mills. In addition to that finalization of sales

contract, approval of production-planning, policy decisions etc.

are also taken at corporate office.

A-Unit

Unit A is located at Kanjikode west, Palghat, Kerala

and was established in the year 1964.the area used is 2 Hectors

surrounded by 15 Hectors of its own land. Present Spendlage of

the Factory is 57600,working 24 hours in a day and 7 days in a

week and Spinning Hosiery yarns, warp and weft yarns and doubled

yarns counts ranging from 30s to 100s combed and cradle

varieties. All are ring spun yarns only.

B-Unit

B unit is at Kodigerahalli, H.S.Mandir,

Hindupur(post),Andra Pradesh and won established in the year



1983.Mill is located in an area of around 5 Hectars. Present

installed capacity of the mill is 72000 spindles engaged in

manufacturing of ring spun yarn and working 24 hours a day and 7

days a week continuously.

C-Unit

C-Unit is at Chandrapuram, Walayar Dam (post),

Palghat (Dist), Kerala. Unit was established in the year

1992.Factory is build up in an area of 9600 square meter. Present

spindlage of the unit is 24720 company produces yarn ranging

between 20s Ne to 40s Ne in both 100% Cotton Combed varieties to

suit different end uses. At present the yarn produced from the

mil is being widely used for knitting (Banians and Knitwear).

D-Unit

D-Unit is situated at Chandrapuram, Walayar Dam

(post), Palghat (Dist), Kerala and was established in the year

1995. This is located in an area of around 5.3 Hectors. Present

capacity of the factory is 1344 rollers, manufacturing yarn

ranging between 60s Ne in both 100% Cotton and Processed wastes

in carded and combed varieties to suit different end uses. At

present the yarn produced from the mill is being widely used for

Industrial fabrics and bed sheets.

About Precot C



1. Founder of the Group: Sri.V.N Ramachandran (Late)Sri.N.Damodaran

2. Chairman &Managing Director: Sri.D.Sarath Chandran

3. Starting of the Mill: January 92

4. Total Spindles Installed: 24288 Spindles (23*1056)

5. Raw-material: Cotton and Polyster staple fiber

6. Count of yarn processed: 20s to 40s cotton combed knittingyarn

7. End use of products: Sportswear, Casual wears

8. Raw-material used: Raw cotton, Polysters staples

9. Exporting countries: U.K, Germany, Isreil ,Mauritius,Singapore, Malaysia and Portugal

10. Number of workers in the mill: 126 permanent workers

About Precot D

1. Mill started on: October 95

2. Total rolors installed: 1344 (7*192)

3. Count of yarn manufactured: 10s OE,16s OE, 20s OE

4. End use of products: Weaving, knitting

5. Raw-material used: Raw cotton and Noils/Flat strips

6. Yarn sold in Local: 30% Export: 70%

General Information



Shift Timings Precot C

Morning - 8.00 AM to 4.30 PM - I shift

Evening - 4.30 PM to 1.00 AM - II shift

Morning - 1.00 AM to 8.00 AM - III Shift

Shift Timings Precot D

Morning - 8.00 AM to 4.30 PM - I Shift

Evening - 4.30 PM to 1.00 AM - II Shift

Morning - 1.00 AM to 8.00 AM - III shift

Lunch timing

I shift - 11.30 AM to1.30 PM

II shift - 7.30 PM to 9.30 PM

III shift - 4.30 AM to 6.00 AM

Weekly Holiday

One day in week shall be given as weekly holiday to alltrainees.

Other Facilities, Regulations:

Cycle shed provided for keeping vehicles

ERC functions all 24 hrs and provides food.



When an employee enters the mill we has to collect the card

from the security main gate and handover the same at gate

while leaving.

Dormitory is provided for ladies inside the mill promises

with mess facility.

A lady matron is appointed to core the needs of girls.

Smoking is strictly prohibited inside the mill premises.

Creche is provided to cater the needs of working women’s

children.

First aid boxes are provided with required medicines insidethe department and HRD department to meet any accidents onwork.

SIC’s / Supervisors are present in all shifts to manageworkers.

In all shifts shift supervisor / SIC will be these to lookafter the shift.

Uniform is Supplied to all operatives and non – Operatives.



1.2 RESEARCH PROBLEM STATEMENT

Indian families are undergoing rapid changes due to the

increased pace of urbanization and modernization. Indian women,

who belong to all classes, have entered paid occupations. Most

studies regarding married women who are employed, in India have

reported economic need as being the primary reason given for

working.

The present study is an attempt to investigate the various

factors which affect the work sphere and personal life of women

working, causing undue stress in Textile Industry, in this sector

more number of employees are females, some of them are contract



workers, and others are permanent employees. In precot meridian,

a severe problem faced in the past 2 years is that the women

employees dissatisfaction in work. The work is done in three

shifts where the employees need to work in night shifts too. The

health problems from inhaling of the cotton particles may also

affect the worker’s daily life. The tension employees feel both

physically and mentally would affect their personal life.

With the help of labor welfare officer we find the problem,

“difficulty of employees to balancing the work & personal life”.

The situation demands a study whether the women employees are

really struggling to balance their work and the personal life and

if yes what are the reasons which causes an imbalance.

1.3 OBJECTIVES OF THE STUDY



• To study the problems faced by the female employees in

balancing work life at Precot Meridian Limited.

• To know whether the female employees are balancing their

work and personal life.

1.4 RESERCH METHODOLOGY

POPULATION:

The employees of PRECOT MERIDIAN LIMITED textile in Walayar

and Kanjikode.

SAMPLE SIZE:

The size of the sample selected for the study is 40

respondents

QUESTIONNAIRE DESIGN

The questionnaire was prepared by the researcher itself for

direct interview. It was for collecting the details from the

researcher perspective

RESERCH DESIGN:

A research design is the arrangement of conditions for

collection and analysis of data in a manner that aims to



combine relevance to the research purpose .It is a blue

print of the study. Descriptive research design was used in

this study for analysis.

1.5 METHODS OF DATA COLLECTION

PRIMARY DATA

In the study, the primary data was collected through

structured questionnaire, the questionnaire was prepared by

the researcheritself in such a way that it covers the entire

objectives of the study.

Convenient Sampling method is used in collecting information

from the employees

SECONDARY DATA

Secondary data are those which are collected from the

magazines, booklets, websites etc.

STATISTICAL TOOLS USED

Simple percentage method It was initially done to edit and tabulate data collected

through questionnaire



Percentage of respondents = Number of respondents *100 Total respondents

1.6 LIMITATIONS OF THE STUDY

Only regular employees were taken into account for the study

Incorrect opinion expressed by the respondents may affect

the outcome of findings.

The survey is purely based on the opinion of employees,

which may be biased at times.



CHAPTER 2

REVIEW OF LITRATURE

REVIEW OF LITRATURE



1) According to PARASURAMAN & STAMMERS (2001) in their study

stated that dissatisfaction and stress in job resulted from

work-family conflict among women employees' Focuses on the

suggestion to ask for a flexible working hours to be able to

balance work and life by women employees, percentage of

employees who have access to some form of flextime'.

2) THE SUNDAY TIMES reported that women in the workplace are

the theme of the week for several signs, thanks to the

female asteroids. This may be about you, or a woman you

know' but it looks as if a mother-daughter relationship is

behind it all. That doesn't necessarily mean it's taken to

work. But female family dymamics are certainly behind

attitudes and expectations surfacing. Call it the repetition

of a family pattern, but either you or a woman in your world

has some questions to answer. If time and space are required

for dealing with emotion, rather than work procedure, then

time and space must now be found'

3) According to Victoria Wellington & University Technology

MARA, Malaysia (2003) in entrepreneurial Studies Source,

Women Family matters in workplace, the secret to increasing

the number of women in the workforce and overcoming skill

shortages may lie in introducing work-life balance



initiatives or changing policy to make workplaces family

friendly'

4) According to PREETHI& ANU (2005) in management research said

that night shifts and the continues stress and strain health

of women and as 4 result' they cannot carry the double

burden of work and family effectively.

5) According to INDRADEYI & KAMALAPRIYA (2006)'women working in

textiles are personally affected in the family and social

life; they face stress due to various reasons like night

shifts and less autonomy at work. Finally the authors

identified that poor work environment also adds to stress.

6) SOURCE: BUSINESS IMPROVEMENT ARCHTTECTS

According to DUXBURG & HIGGINS (2007)' women are more

likely than me

to report high level of role overload and caregiver

strain'. This is because

Women devote more hours per week than men to non-work

activities such as

Child care, eldercare and are more likely to have

primary responsibility for

unpaid labor such as domestic work.



7) WORLD SOCIALIST WEBSITE (www.wsws.org)' news and analysis

study documents state that, women employees are under

constant stress because of their workload, competitive

pressure and surveillance.

8) SOURCE: INTERNATIONAL JOURNAL OF MANAGEMENT RESEARCH'(2010)

The study states that flexibility at the

workplace may have an effect on

women’s ability to balance work and family

responsibilities. It further

Examines whether working arrangements may have

an effect on lifestyles of

working women. Finally, the paper concludes with

discussions on possible

workplace reforms which may have an impact on

women's ability to balance

work and family responsibilities.

9) SOURCE: JOURNAL OF APPLIED BEHAVIORAL SCIENCE.(2OI1).

This article says about the effectiveness of work-life

balance initiatives in helping women progress to senior

management lt explores the main barriers to women's

Progression and highlights the long hours associated with

managerial roles as a major problem. The article show

that the business case which when the labor market is

tight' and even then, the benefits for women in s



underpins diversity management and a voluntary approach

to work life balance may only deliver positive benefits

to women management are far front demonstrated .

Indian families are undergoing rapid change

due to the increased pace of urbanization and modernization.

Indian women belonging to all classes have entered into paid

occupations. In the present Indian women’s exposure to

educational opportunities is substantially higher than it was

some decades ago, especially in the urban setting. This has

opened new vistas, increased awareness and raised aspirations of

personal growth. This, along with economic pressure has been

instrumental, in influencing women’s decision to enter the work

force. Most of employed married women in India, reported that

economic need as being the primary reason given for working

( Srivastava, 1978: Ramanna and Bambawale, 1984).

Women’s employment outside the home generally has a positive

rather than negative effect on marriage. Campbell et.al., (1994)

studies the effects of family life on women’s job performance and



work attitudes. The result revealed that women with children were

significantly lower in occupational commitment relative to women

without children, contrary to the expectation, women with younger

children out performed women with older children. Makowska (1995)

studied psychosocial determinants of stress and well being among

working women. The significance of the work related stressors was

evidently greater than that of the stressors associated with the

family function, although the relationship between family

functioning, stress and well-being was also significant.

Super (1980) identified six common life-roles. He indicated

that the need to balance these different roles simultaneously is

a reality for most individuals at various stages throughout their

lives. Rather than following a transitional sequence from one

role to another, women are required to perform an accumulation of

disparate roles simultaneously, each one with its unique pressure

(Kopp and Ruzicka, 1993) multiple role-playing has been found to

have both positive and negative effects on the mental health and



well-being of professional women. In certain instances women with

multiple roles reported better physical and psychological health

than women with less role involvement. In other words, they

cherished motivational stimulation, self esteem, a sense of

control physical stamina, and burst of energy (Doress-Worters,

1994). However, multiple roles have also been found to cause a

variety of adverse effects on women’s mental and physical health,

including loss of appetite, insomnia, overindulgence, and back

pain ( Huges and Glinsky, 1994).



2.1 WORK-LIFE BALANCING OF WOMEN EMPLOYEESWork - life Balance of women employees has become an

important subject since the Time has changed from men was the

bread winner to today's world where both men and women Equally

sharing the responsibility of family life. Though it is a very

broad subject which speaks about both career development on one

side and the family care on the other side, it is very necessary

to know how the women balance the professional demands and

domestic compulsions. Professional life means the aim to grow and

earn respect in the organization and society at large and

Personal life means taking care of family, children, parents,

health and spending the leisure time effectively with the

development in educational economical and social standards things

have improved to a great extent and the role of women in

balancing their lifestyle is less taxing. But not all women have

been able to achieve this balance, as each one of them has

different Challenges to balance. Therefore only periodical

research will bring to light the inadequacies of the initiatives

to achieve a healthy work life balance. Career women are

challenged by the full-time work and at the end of each workday

in a private concern; they carry more of the responsibilities and

commitments to home. Majority of women are working 40-45 hours

per week and most if they are struggling to achieve Work-life



balance. Women reported that their life has become a juggling act

as they have to Shoulder multiple responsibilities at work and

home. This project highlights the issues connectewith work life

balance of women and the factors that determine work life

balance.

2.2 WHAT IS WORK LIFE BALANCE? Work-life balance is the extent to which individuals are

equally involved in and Satisfied with their organizational role

and their family role. By definition work life balance is About

people having measure of control over when, where and how they

work .There is a view that work life balance only in the

framework of what the company does for the individual. The core

of work life balance could also be summed as achievement with

enjoyment. A healthy work life balance is very essential for a

professional to be productive and successful. To achieve this

success it is very important that she sets her priorities as per

her needs but, keeping in mind the demands of her profession and

her family. Most important is that she needs to work as per her

planned schedules and achieve her targets on time so that she

does not mess up her duties.

The data is divided into three heads. They are as follows:-

i. Health related

ii. Family related

iii. Work related



i. Health related factors

Four wellbeing areas were identified that affect women workingare:-

Health related

Physical health Digestive healthGynec health Psychological health

ii. Family related factors

The two factors that influence women working infamily sphere are:-

Family related

Family lifeWork life balance

iii. Work related factors



Three major factors that affect women working identified are: -

Work related

Job security Work culture Status and relations

The following few tips would help her achieve her goal.

First and foremost she needs to have a thorough

understanding of her priorities to decide about things that

she can and cannot give up.

Awareness also calls for understanding her current position,

her work and family environment and the resources available

for her to work towards her goal.

Her goal needs to be realistic and achievable and the steps

to achieve it have to be Smart.

She need to have an understanding for her strengths and

areas of improvement and should be open to ask for help and

assistance where ever required. She should be willing to

share her views and take suggestions from other members and

also from other online resources and build up her

capabilities



All through her dealings she needs to have a regular check

on her values and Principles and monitor herself from time

to time.

She needs to design schedules in such a manner that she has

sufficient time for her family and other social calls. She

should make sure that she does not neglect either of them

profession and family in the bargain.

She should keep herself updated on the latest technologies

and improvements and utilize the same for her professional

or personal growth.

Time is premium and management of time should be her utmost

skill.

Needs to have a regular monitoring of her performance and

improve on areas as and when required.

2.3 WORKLIFE BALANCE IN INDIA

Times have changed. Unlike the old situation now both men

and women are doing almost the same job at the work place, but

the drastic situation is still a major proportion of husbands are

just supervisors at home, which makes the life of working women

more miserable.



Although, over the years women in India have struggled to

establish an identity & create a mark in the organizational

platforms and our society, but with our present educational

system and wide open opportunities more and more women tend to

enter professional careers which have drastically changed the

scenario.

In fact, between 1991 and 2001 female employment in India on

the whole, have increased by 3.6% per annum. Within the

professional world, which reflects India's small but growing

middle class more than the country as a whole, the phenomenon of

Indian women "breaking through the glass ceiling" is perhaps more

muted. Even, despite legal provisions made by acts like those of

the Equal Remuneration Act of 1976 (which promulgates equal

payment for equal work, regardless of gender & prohibits gender

discrimination in hiring practices), the so-called "glass

ceiling" is perhaps still very prevalent within organizations.

Work life and private life are intertwined for a vast

majority of Indian workforce as significant technological

development has created a 24x7 intrusion in the private lives of

employees, says a study. According to Ma Foi Randstad Work

monitor Survey 2012 Wave 1, there is a definite challenge for

employees in India in handling work-life balance.



"Technology has increased work efficiency to a large extent,

but the downside is that it has also simultaneously created a

24/7 intrusion in the private lives of employees," Ma Foi

Randstad MD and CEO E Balaji said. Balaji further said Western

economies have understood the significance of work-life balance

and employers there have consciously created processes to address

this challenge. "This trend is now catching up in our country,

where employers have started recognizing the significance of

providing a good work-life balance and are focusing on the well-

being of their employees," he added.

Nearly half the employees surveyed (49 per cent) said that

they attend to private matters during working hours, while 69 per

cent said they handle official matters during private time.

Moreover, 79 per cent of employees said that they receive work-

related phone calls/e-mail while on holiday and similar

proportion (80 per cent) said they receive work-related phone

calls/e-mails after office hours.

By gender, men seem to receive a slightly higher level of

work-related calls/e-mail during holiday/after office hours than

women, the survey noted. A majority of the workforce have

Internet connectivity at their workplace besides 70 per cent of

respondents had smart-phone with e-mail facility. But, despite

easy access to Internet and email, as many as 78 per cent said

they prefer face-to-face contact.



Interestingly, a large proportion of public sector employees

surveyed in India feel that their employers expect them to be

available at all times than those who work in private

organizations. The work monitor survey is a quarterly review that

tracks jobseeker confidence and provides comprehensive

understanding of the job market sentiment and trends relating to

the employment market.

Women have a number of roles that they play throughout their

life. Work-life conflict occurs when time and energy demands

imposed by the diverse roles cannot be efficiently met , as

participation in one role is made increasingly difficult by

participation in another. During the past decade, in India the

environment for multinational corporations has been quite

volatile, with numerous challenges for the firms operating in

this arena. However, throughout this period there have emerged a

number of corporate women who have been recognized for their

contributions to organizational excellence and leadership despite

the environmental fluctuations. But invariably even few years

back women power were not so welcome to hold and glorify the top

positions of different corporate houses. Due to the Indian social

structure, prejudices and myths women employees used to face

barriers while climbing up the corporate ladder. But women power

has been proved and they succeeded in overcoming those barriers

and made major contribution towards organizational excellence.



2.4 WHY WORK LIFE BALANCE IS IMPORTANT TO WOMEN?

Today's career women are continually challenged by the

demands of full-time work and when the day is done at the office,

they carry more of the responsibilities and commitments to home.

The majority of women are working 40-45 hours per week and 53%

are struggling to achieve work/life balance. Women reported that

their lives were a juggling act that included multiple

responsibilities at work, heavy meeting schedules, business

trips, on top of managing the daily routine responsibilities of

life and home. "Successfully achieving work/life balance will

ultimately create a more satisfied workforce that contributes to

productivity and success in the workplace." Employers can

facilitate WLB with many schemes that can attract women employees

and satisfy their needs.



CHAPTER -3

ANALYSIS AND INTERPRETATIONLEAD COLLEGE OF MANAGEMENT DHONI


3.1 AGE GROUP

Table No: 3.1

SCALE NO.OF RESPONDENTS PERCENTAGE (%)Under 30 13 32.531-40 12 30Above 40 years 15 37.5TOTAL 40 1003.1A AGE GROUP

Chart No: 3.1A



under 3033%

31-4030%

above 4038%

age

INTERPRETATION

38% of the sample was in the age region of above 40. Under 30

were 32% and 31- 40 have the percentage of 30%. This shows that

textile industry is encouraging the participation of women in

their affairs from earlier days itself and still continuing the

same. There are no gender differences in office affairs of the

Precot Meridian.

3.2 NUMBER OF CHILDREN THEY HAVE

Table No: 3.2

SCALE NO.OF RESPONDENTS PERCENTAGE (%)Not yet 5 12.51 child 15 37.52 children 17 42.5



3 and above 3 7.5TOTAL 40 1003.2A NUMBER OF CHILDREN THEY HAVE

Chart No: 3.2A

NOT YET13%

ONLY 1 CHILD38%

2 CHILDREN43%

3 & ABOVE8%

CHILDREN

INTERPRETATION

Almost all women surveyed were married and have children. 12.5%

said that they not yet have children. 37.5% said that they have

only one child, 42.5% said that they have two children and

remaining 7.5% have three or more children. They are aware about

the importance of family planning there was only having 3 women

said that they have more than 3 children. From this we can

understand that they are giving importance to financial stability

of the family.

3.3 PLENTY OF SLEEP



Table No: 3.3

SCALE NO.OF RESPONDENTS PERCENTAGE (%)Regularly 30 75Occasionally 7 17.5Not at all 3 7.5TOTAL 40 1003.3A PLENTY OF SLEEP

Chart No: 3.3A

Regularly75%

Occasionally18%

Not at all8%

SLEEP

INTERPRETATION

Sleep is an important factor in everyone’s life. It is an

indicator of mental and health wellness. 75% said that they are

regularly getting sleep. 17.5% said that they are only getting

plenty of sleep occasionally. But 7.5% said that they are not at

all getting plenty of sleep. Since the majority is regularly



sleeping well we can’t say that the job dissatisfaction is the

reason for that. It may be because of the tension about the

family or may because of any health issues.

3.4 CANCELLATION OF HOLIDAYS DUE TO WORK

Table No: 3.4

SCALE NO.OF RESPONDENTS PERCENTAGE (%)Regularly 3 7.5Occasionally 10 25Not at all 27 67.5TOTAL 40 1003.4A CANCELLATION OF HOLIDAYS DUE TO WORK

Chart No: 3.4A

Regularly8%

Occasionally25%

Not at all68%

CANCELLATION OF HOLIDAYS DUE TO WORK

INTERPRETATION



68% said that they are not cancelling their holidays or cut short

the holidays due to the work. 25% said that they are occasionally

cancelling the holidays but 7% said that they are regularly cut

short the holidays due to the work. Cancelling and cut short the

holidays are mainly depending upon the nature of the work they

are doing. If they own the higher positions they may want to

cancel the holidays, because those positions have that much

responsibility.

3.5 ENOUGH TIME TO GIVE MYSELF

Table No: 3.5

SCALE NO.OF RESPONDENTS PERCENTAGE (%)Regularly 8 20Occasionally 19 47.5Not at all 13 32.5TOTAL 40 1003.5A ENOUGH TIME TO GIVE MYSELF

Chart No: 3.5A



Regularly20%

Occasionally48%

Not at all33%

ENOUGH TIME TO GIVE MYSELF

INTERPRETATION

20% said that they are regularly caring about themselves where as

47% said that they are only occasionally caring about them. But

33% said that they are not at all getting time to spend for

themselves. The main aims of this question was to know how much

time each of them are spending for themselves. From that we found

that most of them are less bothered about their exercise,

hobbies, sports and themselves.

3.6 SATISFACTION WITH THE HEALTH CARE PROVISIONS

Table No: 3.6

SCALE NO.OF RESPONDENTS PERCENTAGE (%)Yes 28 70



No 12 30TOTAL 40 1003.6A SATISFACTION WITH THE HEALTH CARE PROVISIONS

Chart No: 3.6A

Yes70%

No30%

SATISFACTION WITH THE HEALTH CARE PROVISIONS

INTERPRETATION

70% informed that they are satisfied with the health care

provisions of the company while 30% informed that they are not

satisfied with the health care provisions of the company. Company

is providing medical reimbursement and recreational facilities to

its employees. At this time company can conduct a discussion with

its employees and hear the suggestions from them if the company

feels that they are beneficial to both of them, it can be

implemented. On the other hand company may give solutions for the

worries of their employees.



3.7 I HAVE TO TAKE MY WORK HOME

Table No: 3.7

SCALE NO. OF RESPONDENTS PERCENTAGEAgree Partially 11 27.5

Agree Fully 8 20DisagreePartially

4 10

Disagree Fully 17 42.5TOTAL 40 100

3.7A I HAVE TO TAKE MY WORK HOME

Chart No: 3.7A

Agree partially28%

Agree fully20%

Disagree Partially10%

Disagree Fully43%

I HAVE TO TAKE MY WORK HOME

INTERPRETATION

Where 43% of the surveyed disagreed with the statement, 27%agreed partially, 20% agreed fully on that. The intention behindasking this question was to know whether women employees are



taking the burden of work to their home and then postpone theirpersonal work to do the office work. Since almost half of theemployees were on the opinion that they do not have to take thework home it is a good sign that they don’t feel the work asdisturbing their personal life.

3.8 WORRY ABOUT WORK AFTER WORK HOURS

Table No: 3.8

SCALE NO. OF RESPONDENTS PERCENTAGEAgree Partially 10 25

Agree Fully 26 65DisagreePartially

2 5

Disagree Fully 2 5TOTAL 40 100

3.8A WORRY ABOUT WORK AFTER WORK HOURS

Chart No: 3.8A

Agree Partially25%

Agree Fully65%

Disagree Partially5%

Disagree Fully5%

WORRY ABOUT WORK AFTER WORK HOURS



INTERPRETATION

65% of the employees told that they had to carry the tension

from the work to their personal space even after the working

hours.25% partially agreed and 10% agreed partially and fully on

the statement. It was asked that whether the employees have to

carry their mental strain and worries from the work even after

they finish their working hours, majority of the respondents

agreed fully on that statement. Employees take their memories

either good or bad to home.

3.9 WORK IS REWARDING

Table No: 3.9

SCALE NO.OF RESPONDENTS PERCENTAGE (%)Agree partially 17 42.5Agree fully 13 32.5Disagree fully 3 7.5Disagree partially 7 17.5TOTAL 40 1003.9A WORK IS REWARDING

Chart No: 3.9A



Agree partially43%

Agree fully33%

Disagree fully8%

Disagree partially

18%

WORK IS REWARDING

INTERPRETATION

74% of the employees interviewed are partially or fully agreed that they are getting rewards according to their job and responsibilities.17.5% disagreed partially to the statement and 7.5% disagreed fully. Here we can see that almost all employees think that their work is rewarding and at times they are all get benefited from it. But the amount of satisfaction that they are getting from job is differing from one person to another.

3.10 ORGANIZATION PROVIDES SUFFICIENT LEAVE

Table No: 3.10

SCALE NO.OF RESPONDENTS PERCENTAGE

(%)Agree partially 12 30Agree fully 12 30Disagree fully 13 32.5



Disagree partially 3 7.5TOTAL 40 1003.10A ORGANIZATION PROVIDES SUFFICIENT LEAVE

Chart No: 3.10A

Agree partially30%

Agree fully30%

Disagree fully33%

Disagree partially8%

ORGANIZATION PROVIDES SUFFICIENT LEAVE

INTERPRETATION

Around 60% of the employees interviewed says that they are not getting enough leaves.32% of the employees are fully satisfied with the number of leaves provided and 8% partially feels they are given sufficient leaves. The only part is that some are strongly agrees on the statement and some partially. This opinionis because the employees feel they miss a lot of personal functions and responsibilities. There is also portion of employees saying that they are satisfied with the leaves providedby the organization

3.11 COMPANY HAS PROVISIONS FOR DEPENDENTS

Table No: 3.11



SCALE NO.OF RESPONDENTS PERCENTAGE (%)Agree partially 9 22.5Agree fully 1 2.5Disagree fully 30 75Disagree partially

0 0

TOTAL 40 1003.11A COMPANY HAS PROVISIONS FOR DEPENDENTS

Chart No: 3.11A

Agree partially

23%

Agree fully3%

Disagree fully75%

COMPANY HAS PROVISIONS FOR DEPENDENTS

INTERPRETATION

75% said that there is no such provision and 23% are partially agreeing that there is provision. Only one person (2.5%) agreed the statement that the company has provisions for dependents. Here we can see one thing that provisions for childcare and dependents are comparatively lower. Employees also feel so. Maybe



better provisions to take care their dependants could satisfy them in this area.

3.12 ABLE TO BALANCE FAMILY & WORK LIFE

Table No: 3.12

SCALE NO.OF RESPONDENTS PERCENTAGE (%)Agree partially 19 47.5Agree fully 18 45Disagree fully 2 5Disagree partially 1 2.5TOTAL 40 1003.12A ABLE TO BALANCE FAMILY & WORK LIFE

Chart No: 3.12A

Agree partially48%

Agree fully45%

Disagree fully5%

Disagree partially3%

ABLE TO BALANCE FAMILY & WORK LIFE

INTERPRETATION



From the survey we can find 45% are saying that they are balancing their work and family life. 47.5% are saying that they are partially balancing. 5% says that they are not able balance it. Since 100% of the employees are not thinking that they are not able to balance their work and personal life, we cannot say that 45% is a good number. Number of employees who are balancing their work and family life should increase more.

CHAPTER-4FINDINGS AND SUGGESTIONS



SUMMARY

The study on the work life balance among the female

employees Precot Meridian Limited Walayar, Palakkad, was with the

objective to know whether the female employees are balancing

their work life and to know about the problems faced by them.

Primary data is collected from 40 female employees working in

Precot Meridian Limited under various departments and secondary

data collected from the various reports in the magazines,

journals and company website and other internet sources



The scope of the study is that the work life balance plays a

vital role in measuring the job satisfaction. Main limitations

were the time allotted to the study and the fear of employees to

openly deliver their opinions. Census survey was conducted to

gather the information. Questionnaire was the tool used to get

the information. Percentage method is used here for the analysis.

For collecting the information the questions were organized

under four heads. They are demographic, self -health care, and

arrangement by the company were the various sections. First three

sections were again sub classified into analysis of personal life

and the next one was sub classified into analysis of work life.

The facts which were found in the study and the recommendations

which can be given from the study are discussed below.

FINDINGS

1.The Precot Meridian in Palakkad is encouraging the participation of women employees from its inception time

itself.



2.There are women employees of different age group 23 to above 40 years old. There is almost an equal proportion

of different age groups. Table- 4.1

3.Most of the employees are married and have children and family to look after.

4.Majority of them getting plenty of sleep since they are residing nearby.

5.Larger part of the employees never feel that they had to cancel their holidays for work. They are of the opinion

that working days are enough to complete their job.

6. Most of them are giving less importance to self health

care.

7. They are satisfied with the health care provisions.

8. Employees are expecting some more quality time to spend

with their family.

9. Employees feel that company can take more suggestions

from them.

10. Employees are enjoying their

holidays successfully.

11. They are completing their tasks from

the office itself but in sometimes they want to take the

work to the home. Mostly the Office bearers and

management level employees had to take their work home.



12. They feel that their job is

rewarding to them but it’s doesn’t give much scope for

creativity.

13. Near to half of the population said

that they are able to balance their work & life fully,

and fifty percentages of employees says that they are

partially balancing the work and personal life.

5.3 RECOMENTATIONS

1.Participation of families at the time of festival celebrations. It will increase the loyalty of employees

towards the organization.

2.Encourage the creativity of the employees and guide them towards the fulfillment of the tasks.



3.Provide with flexible timings so that the organization can get the best out of the employees.

4. To reduce stress the company must provide proper training

to improve their mental and physical health.

5. Develop more counseling services for problems like

managing work and home

6. Review of work process to see if the burden on employees

can be lightened

BIBILIOGRAPHY



Books

1. Records and manuals, Malabar cements limited.

2. Dr. C.R. Kothari, “Research methodology”, New age

international publishers, second edition, Year- 2004, isbn= 8122415229

Journal

1. Aratharaj V V, “work life balances a source of job satisfaction- an

exploratory study on the view of women employees in service sector”,

international journal of multidisciplinary research,

vol.2, issue 3, ISSN 2231 5780

Websites

1. Krishna Reddy N, “work life balance among married women employees”,

Indian journal of psychological medicine,

http://www.ncbi.nlm.nih.gov/pmc/articles/PMC3122548/

2. Dr. Piage Hall Smith, “research explores work/life balance for

employees”,

http://ure.uncg.edu/prod/news/campus-news/smiths-research-

explores-worklife-balance-for-employees/


http://ure.uncg.edu/prod/news/campus-news/smiths-research-explores-worklife-balance-for-employees/

http://ure.uncg.edu/prod/news/campus-news/smiths-research-explores-worklife-balance-for-employees/

http://www.ncbi.nlm.nih.gov/pmc/articles/PMC3122548/


3. Lakshmipriya , “work life balance of women employees”, http://www.indianmba.com/Occasional_Papers/OP183/op183.html

QUESTIONNAIRE

The research study on the topic “A STUDY ON IMPACT OF WORK ON FAMILY LIFEAMONG WOMEN EMPLOYEES IN INDUSTRIES” , is under taken for the academic purposeand the information provided for the study are kept in strict confidential andused only for the purpose of the study. Please fill the questionnaire andreturn.

Name of theorganization:--------------------------------------------------------

Name of the employee:-------------------------------Designation:---------------

Section 1: Demographic information

1. Age: Under 30 years 31-40 years Above 40 years

2. No. of children you have Not yet


http://www.indianmba.com/Occasional_Papers/OP183/op183.html


Only 1 child 2 Children 3 and above

3. How old are your children Under 2 years 2-5 years 6-10 years 11-14 years 15-18 years Above 18 years

Section 2: Self health and care1. I get plenty of sleep

Regularly Occasionally Not at all

2. I cancel holidays or cut them short due to work Regularly Occasionally Not at all

3. I have enough time to give myself, exercise, hobbies andsports

Regularly Occasionally Not at all

4. I am satisfied with the health care provisions provided by mycompany

Yes No

Section 3: Impact of work-life

1. I cancel holidays or cut them short due to work I agree partially I agree fully I disagree fully I disagree partially

2. I have a lot of workload in my present job. I have to take mywork home

I agree partially I agree fully



I disagree fully I disagree partially

3. I worry about work after working hours I agree partially I agree fully I disagree fully I disagree partially

4. My work is satisfying and rewarding I agree partially I agree fully I disagree fully I disagree partially

Section 4: Arrangement by the company

1. My organization provides additional leave for family emergenciesand events.

I agree partially I agree fully I disagree fully I disagree partially

2. My organization provides flexible working hours. I agree partially I agree fully I disagree fully I disagree partially

3. My company has provisions for child care and dependents I agree partially I agree fully I disagree fully I disagree partially

4. Generally I feel, I am able to balance my work and family life?

I agree partially I agree fully I disagree fully I disagree partially



THANK YOU FOR YOUR TIME


Documents

INTRODUCTION INTRODUCTION TO THE STUDY