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Public sector: -
Prior to Independence, there were few Public Sector Enterprises in the country.These included the Railways, the Posts and Telegraphs, the Port Trusts, the
Ordinance Factories, All India Radio, few enterprises like the Government SaltFactories, Quinine Factories, etc. which were departmentally managed.
The public sector is that portion of society controlled by national, state orprovincial, and local governments. In the United States, the public sectorencompasses universal, critical services such as national defense, homelandsecurity, police protection, fire fighting, urban planning, corrections, taxation, andvarious social programs.
The public sector overlaps with the private sector in producing or providing certaingoods and services. The extent of this overlap varies from country to country, stateto state, province to province, and city to city. This overlap is most often seen inwaste management, water management, health care, security services, andshelters for homeless and abused people. Sometimes, service providers movefrom the public sector to the private. This is known as privatization, and has beentaking place in recent years on a large scale throughout the world. In otherinstances, a service may shift from the private sector to the public. This is lesscommon, but health care is one area where some governments are providing orexperimenting with services previously furnished by private providers.
Governments routinely hire private corporations to provide goods and services forthe public sector, a practice known as outsourcing. Examples include themanufacture, construction, or maintenance of aircraft, military hardware, electronicand communications equipment, computers, roads, freeways, bridges, parks, andrecreation areas.
Private Sector:-
The phenomenal growth of private sector of India can be attributed to political will,
financial reforms, usage of more advanced technology, young and large English
speaking working class. The 7-8 % of annual GDP growth rate India is the one of
the highest growth rate in the world. The last 15 years witnessed a phenomenalrise of the growth of private sector in India. The opening up of Indian economy has
led to free inflow of foreign direct investment (FDI) along with modern cutting edge
technology, which propelled India's economic growth.
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Previously, the Indian market were ruled by the
government enterprises but the scene in Indian market changed as soon as the
markets were opened for investments. This saw the rise of the Indian private
companies which prioritized customer's need and speedy service. This further
fueled competition amongst same industry players and even in government
organizations. Further, the government of India also divested some of its
enterprises to ensure smooth operation of these companies which was otherwise
were loss making. It also went further and forged joint venture private Indian
companies, especially in sectors like, telecommunication, petroleum, housing and
infrastructure. This inculcated healthy competition and benefited the end
consumers, since the cost of service or products come down substantially.
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Public sector
Life Insurance Corporation Limited:-
Insurance is a social device where uncertain risks of individuals
may be combined in a group and thus made more certain - small
periodic contributions by the individuals provide a found out of
which those who suffer losses may be reimbursed. In addition to
being a means to protect oneself, the insurance Industry is an
efficient conduit for the saving of people to be channeled towards
economic growth. In India, the Insurance Industry7 is more than
150 years old. Today, it is monopolized by two PSU's in their
respective fields of life and General Insurance. However, with the
successful passage IRDA Bill through both houses of parliament in
December 1999 the sector has been opened up to private players.This will
provided much. Needed impetus to the Industry and will
improve the quality of service and products and will also increase
employment opportunities. There are still some issues their need to
be sorted out, particularly with regard to the status of
intermediaries as envisaged by the Insurance Regulatory Authority.
Present Status of LIC of India Existing as a towering insurance company
for over 50 years, LIC has acquired almost monopoly power in the
solicitation and sale of life insurance policies in India. In addition to the
summary regarding the present stature provided at the beginning, LIC has
extended its activities in 12 countries other than India with the objective of
catering to the insurance needs of Non Resident Indians. The enforcement
of New Economic Reforms in 1991 coupled with the formation of
Insurance Regulatory and Development Authority Act (IRDA) of 2000
(which started issuing licenses to private life insurers ) has diluted the
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monopolistic attitude commanded by LIC. The only insurance company
belonging to the public sector now has to compete with several other
corporate entities of its kind which often are heavyweight Indian as well as
Multinational Life Insurance Brands in themselves.
Bharat Sanchar Nigam Limited:-Bharat Sanchar Nigam Ltd. formed in October, 2000, is World's 7th largest
Telecommunications Company providing comprehensive range of telecom
services in India: Wireline, CDMA mobile, GSM Mobile, Internet, Broadband,
Carrier service, MPLS-VPN, VSAT, VoIP services, IN Services etc. Presently it is
one of the largest & leading public sector unit in India.
State Bank of India:-The State Bank of India, popularly known as SBI, is one of the leading banks in
India. The bank traces its origin to the first decade of the 19th century. Later on, it
was merged with the Imperial Bank. In the year 1955, the Government of India
nationalized the Imperial Bank along with the Reserve Bank of India. Ever since
that time, the bank acquired its present name that is SBI.
The State Bank of India is India's largest commercial bank. The
bank has been striving sincerely to adhere to the efforts of providing utmost
customer satisfaction to the best possible extent.
Personal Loan
For Pensioners
Against Mortgage of Property
Against Shares & Debentures
Plus Scheme Medi-Plus Scheme
Rates of Interest
SBI created a unique method of serving its customers even on a
holiday. One can find a floating SBI ATM on a boat in the backwaters of Kerala.
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Personal Banking Services : Savings Accounts, Salary Accounts, Current
Accounts, Fixed Deposits, Demat Account, Safe Deposit Lockers, Loans,
Credit Cards, Debit Cards, Prepaid Cards, Investments & Insurance, Forex
Services, Payment Services, Net Banking, Insta Alerts ,Mobile-Banking
,InstaQuery ,ATM , Phone Banking.
Airtel:- Established in 1995 by Sunil Mittal as a Public Limited Company, Airtel is the
largest telecom service provider in Indian telecom sector. With market
capitalization of over Rs. 1,360 billion, Airtel has 31% of total market share of GSM
service providers. Providing GSM services in all the 23 circles, Airtel was the first
private player in telecom sector to connect all states of India. Also, Airtel is the first
mobile service provider to introduce the lifetime prepaid services and electronic
recharge systems.
After establishing itself in the domestic market, Airtel is now spreading
its wings in US by providing its mobile service under the name 'CALLHOME' to the
NRIs.
Airtel is listed on The Stock Exchange, Mumbai (BSE) and The National
Stock Exchange of India Limited (NSE).
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Defining work-life balance
We all play many roles: employee, boss, subordinate, spouse, parent, child,
sibling, friend and community member. Each of these roles imposes demands on
us that require time, energy and commitment to fulfill. Work-family or work-life
conflict occurs when the cumulative demands of these many work and non-work
life roles are incompatible in some respect so that participation in one role is made
more difficult by participation in the other role.
Work/life balance, in its broadest sense, is defined as a
satisfactory level of involvement or fit between the multiple roles in a persons life.
Although definitions and explanations vary, work/life balance is generally
associated with equilibrium, or maintaining an overall sense of harmony in life. The
study of work/life balance involves the examination of peoples ability to manage
simultaneously the multi-faceted demands of life. Although work/life balance has
traditionally been assumed to involve the devotion of equal amounts of time to paid
work and non-work roles, more recently the concept has been recognized as more
complex. There exists three basic aspects of work life balance
Time balance, which concerns the amount of time given to work andnon-work roles.
Involvement balance, meaning the level of psychological involvementin, or commitment to, work and non-work roles.
Satisfaction balance, or the level of satisfaction with work and non-work roles.
This model of work/life balance, with time, involvement and
satisfaction components, enables a broader and more inclusive picture to emerge.For example, someone who works two days a week and spends the rest of the
week with his or her family may be unbalanced in terms of time (i.e. equal
measures of work and life), but may be equally committed to the work and non-
work roles (balanced involvement) and may also be highly satisfied with the level
of involvement in both work and family (balanced satisfaction). Someone who
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works 60 hours a week might be perceived as not having work/life balance in terms
of time. However, like the person who works only a few hours a week, this
individual would also be unbalanced in terms of time, but may be quite content with
this greater involvement in paid work (balanced satisfaction). Alternatively,
someone who works 36 hours a week, doesnt enjoy his or her job and spends the
rest of the time pursuing preferred outside activities may be time-balanced but
unbalanced in terms of involvement and satisfaction. Thus, achieving balance
needs to be considered from multiple perspectives.
Work life and personal life are the two sides of the same coin.
According to various work /life balance surveys, more than 60% of the respondent
professionals surveyed said that are not able to find a balance between their
personal and professional lives. They have to make tough choices even when their
work and personal life is nowhere close to equilibrium. Traditionally creating and
managing a balance between the work-life was considered to be a woman's issue.
But increasing work pressures, globalization and technological advancement have
made it an issue with both the sexes, all professionals working across all levels
and all industries throughout the world. Achieving "work-life balance" is not as
simple as it sounds.
Work life and personal life are inter-connected and
interdependent. Spending more time in office, dealing with clients and the
pressures of job can interfere and affect the personal life, sometimes making it
impossible to even complete the household chores. On the other hand, personal
life can also be demanding if you have a kid or aging parents, financial problems or
even problems in the life of a dear relative. It can lead to absenteeism from work,
creating stress and lack of concentration at work.
Work-personal life conflict occurs when the burden, obligations and responsibilities
of work and family roles become incompatible. Obligation of one can force an
individual to neglect the other.
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Changing & increasing work pressures
A decade back, employees used to have fixed working hours or rather a 9 to 5 job
from Monday to Friday. The boundary between the work and home hasdisappeared with time. But with globalization and people working across countries,
the concept of fixed working hours is fading away. Instead of just 7 or 8 a day,
people are spending as much as 12-16 hours every day in office.
The technological blessings like e-mail, text messaging
and cell phones which were thought of as tools to connect them to their work being
away from their workplace, have actually integrated their personal and professional
lives. Now professionals find themselves working even when they are on
vacations.
The ever-increasing working hours leave the individuals
with less time for themselves and to pursue his hobbies or leisure activities. This
hinders the growth of the person as an individual in terms of his personal and
spiritual growth. Professionals working in the BPO industry, doctors and nurses
and especially IT professionals are the few examples who are facing the brunt of
the hazard constantly.
Reasons of imbalance:There are various reasons for this imbalance and conflicts in the life of an
employee. From individual career ambitions to pressure to cope up with family or
work, the reasons can be situation and individual specific. The speed of
advancement of information technology, the increasing competition in the talent
supply market has led to a "performance-driven" culture creating pressures and
expectations to performance more and better every time. Also, many a times,
many people find it difficult to say "NO" to others especially their superiors. They
usually end up over burdening themselves with work. The increasing
responsibilities on the personal front with age can also create stress on personal
and professional fronts.
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EffectsConstant struggle and effort to maintain a balance between the work and personal
life can have serious implications on the life of an individual. According to a survey,
81 per cent of the respondents have admitted that their jobs are affecting and
creating stress in their personal lives. The pressures of the work or personal life
can lead to stress. According to studies, it has been found to that such situation
can take a toll on the person's health both physiologically and psychologically.
Heart ailments, cardiovascular problems, sleep disorders, depression, irritability,
jumpiness, insecurity, poor concentration and even nervous breakdowns are
becoming common among the victims of such imbalance. Pressure, stress or
tension in work life can lead to bad social life and vice versa.
Why Should Employers Care about Employees Work-Life Balance?
Many organizations feel that helping employees balance competing work and non-
work demands is not their responsibility. Rather, they subscribe to a somewhat
outdated view called the myth of separate worlds that is based on the premise
that work is work and life is life and that the domains do not overlap. Such
organizations argue that it was the employees choice to have a family so
balancing competing demands is their problem not ours. Such organizations also
note that they are in the business of increasing shareholder value and serving
customers and not helping employees cope with stress.
In other organizations, employees without dependent care responsibilities interpret
family friendly as favoritism and complain that they are being unfairly or
inequitably treated. Such employees feel that their colleagues with childcare or
eldercare responsibilities are getting away with less work and that the needs of
childless employees are being ignored. This backlash against family friendly
makes it harder for organizations who wish to address the issue.
Our research debunks the above preconceptions and supports that the inability to
balance work and family is everyones problem. High work-life conflict negatively
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impacts the employer, the employees colleagues, the employee, the employees
family, and society as a whole. From the employers perspective, the inability to
balance work and family demands has been linked to reduced work performance,
increased absenteeism, higher turnover, lower commitment and poorer morale.
Work-life conflict has also been linked to productivity decreases associated with
lateness, unscheduled days off, emergency time off, excessive use of the
telephone, missed meetings, and difficulty concentrating on the job. Conflict
between work and family demands is also a problem for employees and their
families.
Benefits of Work Life Balance Initiatives
Work Life Balance initiatives have been an integral part of the HR policies for along time. There are certainly obvious benefits to the employer as well as theemployee.
Benefits for employers include:
Lower staff turnover and increased return on training
Reduced absenteeism and lateness
Improved employee morale and commitment
Reduced stress and improved productivity
A more flexible workforce
Increased ability to attract and recruit staff
Potential for improved occupational health and safety
Fulfillment of equal opportunity objectives
Good corporate citizenship and an enhanced corporate image.
Benefits for employees include:
Ability to manage work and individual commitments
Improved personal and family relationships
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Flexible working arrangements resulting in reduced work overload and
stress
Increased focus, motivation and job satisfaction knowing that family and
work commitments are being met
Increased job security from the knowledge that an organisation understands
and supports workers with family responsibilities
Increased ability to remain employed.
Increased ability to remain competitive in career advancement
Improved health and wellbeing of staff
Critical Success Factors
To achieve the benefits of introducing work life balance initiatives, the critical
success factors are:
Choose work life balance practices that are suitable to the workplace and
the employees jobs, and ones that will meet the needs of the employees.
Ensure there is good communication with employees, and they are well
informed of the options available to them.
Provide clear guidelines to all employees on how the work life balance
practices are to work.
Ensure that supervisors do not inhibit employees from accessing the work
life balance practices that are available to them.
Treat all employees fairly and equitably, regardless of their family/personal
responsibilities.
Be flexible with the changing needs of employees.
Ensure that any changes in work practices are consistent with award or
agreement requirements.
Check whether the new work practices are actually assisting employees to
better balance
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BALANCING THE WORK AND LIFE OF YOUR EMPLOYEES
Researches indicate that balanced work-life can lead to greater
employee productivity. With the progressive shift of the economy towards a
knowledge economy, the meaning and Importance of tile quality of work
life is also assuming a new significance. The article details the factor$ that
should be tuned to attain balance between work and life of an employee.
You must have both love and work in your life to make you healthy. Don't
you agree? Well, this is what Sigmund Freud had said decades ago for healthy
workers. Family is an essential ingredient for the love that exists in the life of the
employees. But are the corporate structuring the work patterns so as to ensure the
necessary balances? Are the corporate providing opportunities to their employees
to spend quality time in their personal lives? Many researchers indicate that
maintaining a good balance in work and life has become a priority for the corporate
in the developed nations.
At the dawn of industrialisation, the needs and priorities of
employees were at the lower end of Maslows need hierarchy pyramid. The priority
was given more to physical and material security. However, with rapid cultural and
economic developments, the priorities outside job became very different.
Employees started looking for higher and meaningful quality of life as a result of
the outcomes of their work. After all, what are they working for? A good happy
and a decent life.
With the increasing shift of the economy towards knowledge economy, the
meaning and importance of the quality of work life is also assuming a new
significance. Today, the connotation of the term 'work' has also become different. It
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this seems to be idealistic situation, what the corporates need to remember is that
the conflicts should not reach unacceptable levels where it would tend to affect the
productivity of the employee and the management recognises the importance of
their personal and family life.
Striking a balance between work and life is as difficult for the corporates as
it is for the employees. The HR managers, along with the functional heads and
line mangers, should try to bring in flexibility to the working patterns within the
organisations. A trade off between organisational needs and personal needs of
the employees has to be worked out. Following are some of the ways in which it
cane be done. Though this is in no way an exhaustive list, yet it does provide a
starting point for corporates to develop flexible work schedules that can balance
work and life.
Creating Institutional Support Mechanisms
The first and the foremost requirement is to create conditions that will
provide organisational support towards maintaining the flexibility of work and life of
the employees. These entail the propagation of the culture of work flexibility, HR
policies and other organisational regulations that allow the employees to maintain
a good mix of personal lives with their career.
There is a need to clearly chalk out the connection between maintaining this
flexibility and the corporate objectives. For instance, managers at Eli Lilly begin
their job in the company with a clear understanding of what the company expects.
They undergo a weeklong program, called Supervisor School that blends the
business case for work life initiatives. Thus, the management ensures that the
flexibility in work is linked with the objectives of the organisation. But this is not
enough. What is needed is to ensure and communicate the support of the senior
management. The top management of the company must clearly communicate its
eagerness and willingness to restructure the work schedules in such a manner that
it can balance the work and life of the employees. This will require clear
articulation from the company that it values the personal lives of its employees.
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The employees must understand that their organisation also keeps in mind the
value of their life and personal relationship. Such articulation can be done through
the companys vision and mission statements.
Providing Managerial Support
Only lip service towards work life balance will not suffice. Organisations
must make sure that there are proper organisational systems of work design that
allows employees to have flexible time. This may even require a new look towards
HR manual, which the organisation may have.
It is also necessary to evaluate such systems of flexibility from time to time.
Otherwise, stagnancy will creep into the work schedules, which might create new
dimensions of the problem in the work life patterns. To keep pace with the
changing patterns of work and life of employees, the organisations can arrange
special training programs that will inform the employees about the new working
trends. This can be done through sharing successful models of work schedules
and real life case studies.
Practising What You PreachAbove all, the organisations need to execute their flexible work schedules.
Flexible work patterns must become a part of organisational initiatives. This will
require the creation of a networked environment that can provide a back up
system to support work relationship. Essentially this will require employees to
become cross functional, so that a temporary emergency or a shortfall in one
department can be met by other departments. Thus, the role of HR department
needs to be revisited and made more expansive and supportive towards
organisational and individual needs.
Sustain It
Once the organisation follows and internalises the practice of flexible work
schedules for its employees, it is very necessary that it sustains it over a long
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period of time. Such sustainability can e brought about by clear demarcations of
accountability and means to measure it. In other words, the focus and purpose of
creating balanced work life should be maintained at any cost. This will also call for
review and evaluation of the current work environment and make modifications in
the schedules accordingly.
Several researchers have shown that a balanced work-life creates greater
employee productivity. What important is the long-term and not the short-term,
which seems to become the focus of many organisations. So, though it may
apparently seem that employees are having more leisure, the effect of a balanced
work-life will show up positively in the bottom line of the company.
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Objective of the study:-
Major: The major objective of the study is to find out the ways so that the
employees are able to balance their personal and work life.
Minor:
To find out reasons for quality of work life in public and private sector
To find out effects of quality of work life in both the sectors
To find out way to improve quality of work life in both the sector
RESEARCH DESIGN:The exploratory research design is
adopted for this project.
RESEARCH APPROACH: Research worker contacted the
respondents personally with well-prepared sequentially arranged
questions. The questionnaire is prepared on the basis of objectives
of the study. Direct contact is used for survey, i.e., contacting
employees directly in order to collect data.
SAMPLE SIZE: The study sample constitutes 50 respondents
constituting in the research area.
25-Public sector
25-Private sector
SAMPLING AREA: AJMER.
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SAMPLING DESIGN: Stratified convenience sampling is
used.
COLLECTION OF DATA: Most of the data collected isprimary data
through personal interview, where the researcher and the
respondent operate face to face.
RESEARCH INSTRUMENT: The researcher has used a
structured
questionnaire as a research instrument tool which consists of open
ended questions, multiple choice and dichotomous questions in order
to get data. All the questions in the questionnaire are organized in
such a way that elicits all the relevant information that is needed for
the study.
STATISTICAL TOOLS: The statistical tools used for
analyzing the data collected are percentage method and
charts.
Limitation of the study:-
1. The information provided by the workers is not definitely true.
2 The samples of workers are not representative of the total workforce.
3. The workers hesitate disclosing the true facts in order to secure their job.
4. There is no measure to check out whether the information provided by the
Workers are correct or not.
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The above graph shows that 60% employees are between 30-40 age,
20% are of above 40 & remaining are of below 30.
It means that employees in public sector are more
aged so they can easily balance their personal and work life.
Private sector
Particula
rs
No of
Respondent
Percentage
ofRespondent(%)
Below 30 20 80Between
30-403 12
Above 40 2 8
Total25
100
Private Sector
80%
12%8%
Below30
Between 30-40
Above 40
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
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The above private sector graph shows that 80% of employees are of
below 30 age,12% are of 30-40 & remaining are of above 40.
The employees in private sector are young so they can do more work
so the work load is more on them.
COMPARISION:-
The overall response shows that in public sectoremployees are of between 30-
40 age but in private sectorbelow 30 age employees are worked because in
public sectoremployees are more aged but in private sectoremployees are
young and they do lots of work.
2 Gendersa) Male b) Female
Public sector
Public sector
80%
20%
ma
fem
FACTS AND FINDINGS
Particulars No of Respondent
Percentage ofRespondent(%)
Male 20 80
Female 5 20
Total 25 100
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ANALYSIS AND INTERPRETATION:-
The above graph shows that 80% employees are male and remaining
are female.
Most of the employees in public sector are male because in
public sector aged person are worked more so percentage of female
employees are so low.
Private sector
private sector
60%
40%
mal
fem
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
Particulars
No ofResponde
nt
PercentageofRespondent(%)
Male 15 60
Female 10 40
Total 25 100
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private sector
72%
28%
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
The above graph shows that 72% employees says yes that they spend morehours than they would like at work & 28% employees says no.
The employees in private sector spend more time at work because
they have lots of work pressure.
COMPARISION:-
The above both the graph shows that in private sectoremployees spend more
time at work because there is lots of work load but in public sectoremployees
spend only limited hours because there is no so much work load on the
employees.
4. How many hours do you work at home in an average week?
a) 1-4 hours
b) 5-9 hours
c) More than 10 hours
Public sector
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1-4 hours 3 12
5-9 hours 10 40
more than 10hours 12
48
Total 25 100
private sector
12%
40%
48%1-4 hours
5-9 hours
more than 10 hour
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
The above graph shows that 48% employees spend more than 10 hours for work
at home, 40% employees spend 5-9 hours & remaining spend 1-4 hours.
The employees in private sector spend more time athome for work because they have lost of work so they are not able to do all thework in the limited time periodCOMPARISION:-
The above response shows that on public sector employees do their work in
office because there is a limited time as well as limited work but in private sector
employees do their work in home also because they are not able to do all the work
in office so they do their work also at home so that in private sectoremployees
are not able to balance their personal and work life.
5 How many hours a day do you spend traveling to work?
a) Less than half an hourb) Nearly one hour
c) Nearly two hours
Public sector
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ParticularsLess than half an
hourNearly one
hourNearly two
hours
Total
No ofRespondent 15 5 5
25
Percentageof
Respondent(%) 60 20 20
100
Public sector
60%20%
20%
Less than half an h
Nearly one hour
Nearly two hours
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
The above graph ofpublic sectorshows that 60% of employees spend less than
half an hour in traveling to work & 20% employees spend nearly one hour &
remaining spend 2 hours.
The employees in public sector spend so less time intraveling for work because they are work only in office and they have not so muchwork load.
Private sector
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ParticularsLess than half an
hour
Nearly one
hour
Nearly two
hours
Total
No ofRespondent 5 5 15
25
Percentage
ofRespondent(
%) 20 20 60
100
private sector
20%
20%60%
Less than half an hou
Nearly one hour
Nearly two hours
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
In private sector60% employees spend 2 hours,20% employees spend less that
half an hour and remaining spend 1 hours in traveling for work.
The employees in private sector spend time in traveling
because the company gives them targets and they have to complete them in the fix
time which is given to them so they have to travel for completion of target
COMPARISION:-
The response shows that in private sectoremployees travel more for their workcompare to public sectorbecause there is lots of work on the employees and they
have to travel from one city to another for their work so private sectoremployees
never be able to manage their life.
6 Do you spend time for working out? a) Yes
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b) No
Public sector
Particulars
No of Respondent Percentageof
Respondent(%)
Yes 1872
No 7 28
Total 25 100
Public secto
72%
28%
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
The above graph of public sector shows that 72% employees spend time for
working out & remaining says no.
The employees in public sector are not spend time forworking out because they work only in organisation within time period.
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Private sector
Particulars
No of Respondent PercentageofRespondent(
%)
Yes 2080
No 5 20
Total 25 100
Private sector
80%
20%
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
In private sector80% employees says yes that their spend time for working out &
remaining says no.
The employees in private sector spend time for working out
because they have target so they have to go out side to complete them.
COMPARISION:-
The response shows that in public sectoremployees spend more time for working
out compare to private sectorbecause in private sectoremployees have to do
their work out side the company so they have to go for working out but in public
sectoremployees do their work in the office only.
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7 Do you work in job shifts?a) General shift
b) Night shift
c) Alternative
Public sector
Particulars
No of Respondent PercentageofRespondent(%)
General shift 1872
Night shift 3 12
Alternate 5 20Total 25 100
public sector
69%
12%
19%
General sh
Night shift
Alternate
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
The above graph of public sector shows that 72% employees work in general
shift,20% in alternate shift and remaining are work in night shift.
Employees in organisation always work in general shift specially inpublic sector.
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Private sector
Particulars
No of Respondent PercentageofRespondent(%)
General shift 1040
Night shift 10 40
Alternate 5 20
Total 25 100
private sector
40%
40%
20%
General shi
Night shift
Alternate
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
In private sector 40% employees work in general shift, 40% in night shift &
remaining are in night shift.
In private sector employees have to do work in night shift because
they have lots of work pressure.
COMPARISION:-
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The response shows that in public sectoronly employees work in general shift
but in private sectoremployees work in night and general shift because there is
lots of work and pressure but in public sectoremployees are work in general shift
only because they do all the work in general shift so employees are rarely work in
night shift.
8 Marital status? a) Married
b) Unmarried
Public sector
Particulars
No of Respondent Percentageof
Respondent(%)
Married 2080
Unmarried 5 20
Total 25 100
public sector
80
20
0
10
20
30
40
50
60
70
80
90
Married Unmarried
respo
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
In public sector80% employees are married & remaining are unmarried.
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Private sector
Particulars
No of Respondent PercentageofRespondent(%)
Married 728
Unmarried 18 72
Total 25 100
private sector
28
72
0
10
20
30
40
50
60
70
80
Married Unmarried
respon
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
The above graph ofprivate sectorshows that 72% employees are unmarried and
remaining are married.
COMPARISION:-
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The response shows that in public sectormost of the employees are married but
in private sectormost of the employees are unmarried because in public sector
employees are so aged but in private sector employees are young and they have a
ability to do a work effectively so the employees in the private sector are not
married.
If you are married, Is your partner employed?
a) Yesb) No
Public sector
Particulars
No of Respondent PercentageofRespondent(%)
Yes 1248
No 13 52
Total 25 100
Public sector
48%
52%
Y
N
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FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
The above graph ofpublic sectorshows that 52% of employees partner is not
employed & remaining says no.
The employees partner is not so much employed in
public organisation.
Private sector
Particulars
No of Respondent PercentageofRespondent(%)
Yes 2080
No 5 20
Total 25 100
Private sector
80%
20%
Y
N
FACTS AND FINDINGSANALYSIS AND INTERPRETATION:-
In private sector 80% employees says that their partner is employed and
remaining says no.
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In Private sector most of the employees partner is more educated
and they are employed.
COMPARISION:-
The response says that in private sector most of the employees partner is
employed compare in public sector because in private sector employees are
young so their partner is also employed.
9 Do you have children?a) Yesb) No
Public sector
Particulars
No of Respondent Percentage ofRespondent(%)
Yes 18 72
No 7 28
Total 25 100
Public sector
72%
28%
N
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
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The above graph of public sector shows that 72% employees have children &
remaining says no.
Private sector
Particulars
No of Respondent Percentage ofRespondent(%)
Yes 9 36
No 16 64Total 25 100
Private sector
36%
64%
Y
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
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In private sector64% employees says no & remaining says yes.
COMPARISION:-
The response shows that in private sectormost of the employees are not married
so they have no children but in public sectoremployees have children because
most of the employees are married.
10 Being employed man/women who are helping to take care of your
children?
a) Spouseb) In laws
c) Parentsd) Servants
e) Day care center
Public sector
Particulars
No of Respondent Percentage ofRespondent(%)
Spouse 1 4
In laws 312
Parents 1560
Servants 312
Day care centers 312
Total 25100
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Public sector
4%12%
60%
12%
12%
Spouse
In laws
Parents
Servants
Day care centers
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
The above graph ofpublic sectorshows that 60% of employees take care their
children,12% of employees says that their In -laws take care ,12% for servant &
remaining are spouse.
The care of child in public sector is done by their parentsbecause they have no work load so they can easily take care of their child.
Private sector
Particulars
No of Respondent Percentage of
Respondent(%)Spouse 1 4
In laws 520
Parents 1040
Servants 832
Day care centers 14
Total 25100
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Private sector
4%
20%
40%
32%
4%
Spouse
In laws
Parents
ServantsDay care centers
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
The above graph ofprivate sectorshows that 40% of employees take care their
children, 32% of employees says that their servant take care ,20% for In-laws,4%for day care centers & remaining are spouse.
In private sector the other sources are used for take are
of their children because employees are so busy in their work life so they can not
give time to their children
COMPARISION:-
The response shows that in public sectormost of the employees take care their
children bye own and in private sectormost of the employees use other sources
because of work load and they are not able to manage both the personal and work
life.
11 How many hours in a day do you spend with your child/children?a) Less than 2 hours
b) 2-3 hoursc) 3-4 hours
Public sector
Particulars
No of Respondent Percentage of
Respondent(%)
Less than 2 hours 5 20
2-3 hours 8 32
3-4 hours 12 48
Total 25100
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Public sector
20%
32%
48%
Less than 2 hours
2-3 hours
3-4 hours
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
The above graph ofpublic sectorshows that 48% of employees spend 3-4 hours
with their child,36% says 2-3 hours & remaining spend less than 2 hours.
The employees in public sector can give more time to
their children because they are easily managing their personal and work life.
Private sector
Particulars
No of Respondent Percentage ofRespondent(%)
Less than 2 hours 6 24
2-3 hours 9 36
3-4 hours 10 40
Total 25100
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Private sector
24%
36%
40%Less than 2 hours
2-3 hours
3-4 hours
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-The above graph ofprivate sectorshows that 40% spend 3-4 hours,36% spend
2-3 hours & remaining says that they spend less than 2 hours.
The employees in private sector are not giving so much
time to their child.
COMPARISION:-
The response shows that in private sectoremployees are not able to spend more
hours with their child because of work but in public sectoremployees spend more
time with their child because in public sectoremployees are work in 6-8 hours so
they can spend more time with their childrens but in private sectoremployees
have no fix time for work they have to work more than 10 hours sometimes so they
are not able to spend more time with their childrens.
12 Do you ever miss out quality time with your family or your friends because
of work? a) Never
b) Rarely
c) Sometimesd) Always
Public sector
Particulars
No of Respondent Percentage ofRespondent(%)
Rarely 28
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Sometimes 728
Always 520
Never 1144
Total 25100
Public sector
8%
28%
20%
44%Rarely
Sometimes
Always
Never
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
The above graph ofpublic sectorshows that 44% employees never miss out the
quality time with their friends and family, 28% employees sometimes miss out the
quality time with their friends and family and 20% employees always or rarely miss
out the quality time with their friends and family.
Most of the employees rarely miss out the time with theirfamily because their life is balanced.
Private sector
Particulars
No of Respondent Percentage ofRespondent(%)
Rarely 4 16
Sometimes 520
Always 1248
Never 416
Total 25100
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Private sector
16%
20%
48%
16%
Rarely
Sometimes
Always
Never
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
The above graph ofprivate sectorshows that 48% employees always miss out
the quality time with their friends and family because of work , 20% employees
sometimes miss out the quality time with their friends and family because of work
and 16% employees always or rarely miss out the quality time with their friends
and family because of work.
Most of the employees said that they always miss out
the time with their family because they have lots of work pressure
.
COMPARISION:-
The response shows that in private sectoremployees always miss their time withtheir friends and family but in public sectorrarely these will happened because in
public sector employees do their work within the time period but in private sector
no time is fix for work so they have to work more than the fix time so private sector
employees always miss their time with their friends and family.
13 Do you generally feel that you are able to balance your work & personal
life?a) Yes
b) No Public sector
Particulars
No of Respondent Percentage ofRespondent(%)
Yes 2080
No 520
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Total 25100
Public sector
80%
20%
Y
N
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
The above graph ofpublic sectorshows that 80% employees says yes that they
are able to manage work and personal life and remaining says no.
The employees in public sector are easily manage andbalance their personal and work life because they have not so much work load .
Private sector
Particulars
No of Respondent Percentage ofRespondent(%)
Yes 1040
No 1560
Total 25100
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Private sector
40%
60%
Y
N
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
The above graph ofprivate sectorshows that 60% says no that they are able to
manage both the life and remaining says yes.
The employees in private sector are not able to
manage their life because they have lost of work pressure and target.
COMPARISION:-
The response shows that in private sector employees are not able to balance
work and personal life but in public sectoremployees are able to balance their life
because in private sector employees are work more and they always miss the
time with their families and friends than the public sector.
14 Do you feel tired or depressed because of work? a) Never
b) Rarely
c) Sometimesd) Always
Public sector
Particulars
No of Respondent Percentage ofRespondent(%)
Rarely 28
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Sometimes 728
Always 520
Never 1144
Total 25100
Public sector
8%
28%
20%
44%Rarely
Sometimes
Always
Never
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
The above graph of public sector shows that 44% employees are never
depressed because of work, 28% employees are sometimes depressed because
of work, 20% employees are always depressed because of work and remaining
employees are rarely depressed because of work.
In public sector employees are rarely depressed becausethey have no so lots of work.
Private sector
ParticularsNo of Respondent Percentage of
Respondent(%)
Rarely 416
Sometimes 520
Always 1248
Never 416
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Total 25100
Private sector
16%
20%
48%
16%
Rarely
Sometime
Always
Never
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
The above graph of private sector shows that 48% employees are always
depressed because of work,20% are sometimes,16% are rarely & remaining are
never depressed.
They are always depressed because of work load and
employee cant able to manage the life.
COMPARISION:-
The response shows that in public sector employees are rarely depressed
because of work but in private sectoremployees are always depressed because
of work pressure and work load so they are sometimes do over time .
15 How do you manage stress arising from your work?a) Yoga
b) Meditationc) Danced) Music
Public sector
Particulars
No of Respondent Percentage ofRespondent(%)
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Dance 520
Music 624
Yoga 1040
Meditation 416
Total 20 100
public sector
20%
24%
40%
16%
Dance
Music
Yoga
Meditation
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
The above graph ofpublic sectorshows that 40% employees manage their stress
by yoga, 24% employees manage their stress by music and 20% by dance and
rest of the employees manage their stress by meditation.
It means that in public sector employees managetheir stress by yoga so they can concentrate on the work.
Private sector
Particulars No of Respondent Percentage ofRespondent(%)
Dance 936
Music 1040
Yoga 520
Meditation 14
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Total 25100
Private sector
36%
40%
20%
4%
Dance
Music
Yoga
Meditation
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
The above graph of private sector shows that 40% employees manage their
stress by music,36% by dance,20% by yoga & remaining are by meditation.
In the private sector employees use music
and dance to manage their stress so that they can feel relax after that.
COMPARISION:-
The response shows that in public sectoremployees manage their stress by yoga
but in private sectoremployees uses music and dance because in private sector
employees are young so they prefer music and dance to manage their stress and
they sometimes use yoga to concentrate on their work but in public sector
employees will prefer yoga.
16 Do any of the following hinder you in balancing your work & family
commitments?
a) Long working hoursb) Compulsory overtime
c) Shift work
Public sector
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Private sector
32%
48%
20%
Long working hours
Compulsory overtime
Shift work
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
The above graph of private sector shows that 48% employees are hinder for
balancing their work and personal life because of compulsory overtime,32% are
long working hours and remaining are for shift work.
COMPARISION:-
The response shows that in public sectoremployees are hinder for balance theirlife because of shift work but in private sector they are hinder of compulsory
overtime because of work load.
17 Does your organisation provide you with yearly master health check up? a) Yes b) No
Public sector
Particulars
No of Respondent Percentage ofRespondent(%)
Yes 312
No 2288
Total 25 100
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Public sector
12%
88%
Y
N
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
The above graph of public sector shows that 88% employees says that their
organisation does not provide any master health check up & remaining says yes.
In the public sector company does not provide anymaster health check up to their employees because they have no need.
Private sector
Particulars
No of Respondent Percentage ofRespondent(%)
Yes 20 80
No 520
Total 25100
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Private sector
80%
20%
Y
N
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
The above graph ofprivate sectorshows that 80% employees says yes that their
organisation provide master health check up & remaining says no.
Private sector organisation will provide
daily master check up so that employees can able to manage their work and health
COMPARISION:-
The response shows that in private sectormaster health check is provided to the
employees because they are doing lots of work but in public sectormaster healthcheck up is not provided to the employees.
18 Do you suffer from any stress-related disease?a) Hypertension
b) Diabetesc) Frequent headache
Public Sector
Particulars
No of Respondent Percentage ofRespondent(%)
Hypertension 520
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Diabetes 1352
Frequent headache 728
Total 25100
Public sector
20%
52%
28%
Hypertension
Diabetes
Frequent headache
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
The above graph of public sector shows that 52% employees are suffer from
diabetes, 28% form frequent headache & remaining are from hypertension.
Public sector employees are suffering from headacheand diabetes because they have not so much tension about work.
Private sector
Particulars
No ofRespondent
Percentage ofRespondent(%)
Hypertension 10 40
Diabetes 7 28
Frequent headache 8 32
Total 25 100
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private sector
40%
28%
32%Hypertension
Diabetes
Frequent headache
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
The above graph of private sector shows that 40% employees are suffer from
hypertension,32% employees are from frequent headache & remaining are from
diabetes.
In private sector employees are suffering from hypertension because
they are not able to manage their work and get tensed.
COMPARISION:-
The response shows that in public sectormost of the employees are suffer from
diabetes but in private sectormost of the employees are suffer from hypertension
because of work pressure and in private sector the targets are given to the
employees so they have to done them in a fixed time so they are suffer from
hypertension .
19 Does your company have a separate policy of work life balance?a) Yes
b) Noc) Not aware
Public sector
Particulars
No of Respondent Percentage ofRespondent(%)
Yes 416
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No 1248
Not aware 936
Total 25100
Public sector
16%
48%
36%
Yes
No
Not awar
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
The above graph of public sector shows that 48% employees are says no thattheir company does not provide any policy for work life balance,36% are not aware
& remaining says yes.
The employees are not ware about the policies because theyhave no need for any policy regarding work life balance.
Private sector
Particulars
No of Respondent Percentage ofRespondent(%)
Yes 1560
No 520
Not aware 520
Total 25100
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Private sector
60%20%
20%
Yes
No
Not awar
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
The above graph ofprivate sectorshows that 60% employees says yes,20% says
not aware & remaining says no.
In the private sector employees have a need for
policies so they know all the policies of WLB.
COMPARISION
The response shows that in public sectorcompany dose not provide any policy
for work life balance but in private sector company will provided these type of
policies so the employees can manage their both the life.
20 What are the provisions under the policy?a) Flexible start time
b) Flexible ending timec) Holidayd) Job sharing
e) Career break
f) Flexible hours in general
Public sector
Particulars
No of Respondent Percentage ofRespondent(%)
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Flexible start time 14
Flexible ending time 14
Holiday 1560
Career break 28
Flexible hours in general 1 4
Total 25100
Public sector
5%5%
75%
10%5%
Flexible start time
Flexible ending time
Holiday
Career break
Flexible hours in general
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-The above graph ofpublic sectorshows that 75% employees says that holiday is
consider under the provision of the policy,10% says career break,5% says flexible
time & remaining says flexible hours in general.
They dont know all the provision which is givento the employees.
Private sector
ParticularsNo of Respondent Percentage of
Respondent(%)
Flexible start time 416
Flexible ending time 312
Holiday 1248
Career break 28
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Flexible hours in general 416
Total 25100
Private sector
16%
12%
48%
8%
16%
Flexible start time
Flexible ending time
Holiday
Career break
Flexible hours ingeneral
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
The above graph ofprivate sectorshows that 48% employees says holiday,16%
says flexible start time,165 says flexible ending time,& remaining says career
break.
In the private sector employees are aware about all the policies which are
given to them.COMPARISION
The response shows that in private sector holidays and flexible time is more
consider under the policy but in public sectorholidays is consider more.
21 Do you feel work life balance policy in the organisation should be
customized to individual needs?
a) Strongly agreeb) Agree
c) Indifference
d) Disagreee) Strongly disagree
Public sector
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Particulars
No ofRespondent
Percentage ofRespondent(%)
Highly Agree 2 8Agree 5 20
Indifference 12 48Disagree 4 16
Highly Disagree 2 8TOTAL 25 100
Public sector
8%
20%
48%
16%
8%
Highly Agree
Agree
Indifference
Disagree
Highly Disagree
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
The above graph ofpublic sectorshows that 48% employees are in indifferencethat they dont know that work life balance policy in the organisation should be
customized to individual needs,20% are agree,16% disagree,8% are highly
disagree & remaining are highly agree.
The employees are agree that the policies which are given in
customized to the needs of individual
Private sector
ParticularsNo of
RespondentPercentage ofRespondent(%)
Highly Agree 5 20Agree 4 16
Indifference 12 48Disagree 2 8
Highly Disagree 2 8TOTAL 25 100
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Privatesector
20%
16%
48%
8%
8%
Highly Agree
Agree
Indifference
Disagree
Highly Disagree
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
The above graph ofPrivate sectorshows that 48% employees are in indifference
that they dont know that work life balance policy in the organisation should be
customized to individual needs,20% are highly agree,16% agree,8% are highly
disagree & remaining are agree.
Here employees are highly agree that the policies
are customized to individual needs.
COMPARISION:-
The response shows that in private sectoremployees are highly agree about the
policies because they have work pressure and they are no able to manage the
both the life so they are highly agree that the organisation provide policy and these
policies are for the benefit of individual but in public sector employees are
indifference and they dont know about the policies.
22 Are you satisfied with your work life?a) Yes
b) No
Public sector
Particulars
No of Respondent Percentage ofRespondent(%)
Yes 2080
65
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No 520
Total 25100
public sector
80%
20%
Y
N
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
The above graph of public sector shows that 80% employees are satisfied &
remaining are not satisfied with their work life.
In public sector employees are satisfied because they havelimited time period for work and they can easily give their time to their family .
Private sector
Particulars
No of Respondent Percentage ofRespondent(%)
Yes 1040
No 1560
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Total 25100
Private sector
40%
60%
Y
N
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
The above graph ofprivate sectorshows that 60% employees are not satisfied
and remaining are satisfied.
In the private organisation employees are not satisfied and
they are not able to manage their life.
COMPARISION:-
The response shows that in Public sectoremployees are satisfied with their work
life but in Private sector employees are not satisfied because they have lots of
work pressures so they are not able to manage their work and personal life.
23 Are you living your ideal life? a) Yes
b) No
Public sector
Particulars
No of Respondent Percentage ofRespondent(%)
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Yes 1352
No 1248
Total 25100
Public sector
52%48%
N
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
The above graph ofpublic sectorshows that 52% says yes that they are livingtheir ideal life and remaining are says no.
Here the employees are able to live ideal life becausethey have no stress of work and they can live according to what they want .
Private sector
Particulars
No of Respondent Percentage ofRespondent(%)
Yes 1040
No 1560
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Total 25100
Private sector
40%
60%
Y
N
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
The above graph of private sector shows that 60% employees says no &remaining says yes that they are living their ideal life.
Here employees does not able to manage their life so
they cant live an ideal life.
COMPARISION
The response shows that in private sectoremployees does not live their ideal lifebecause they are not able to do their work effectively and manage them properlywith their personal life but in public organisation employees are living their ideallife.
24 Do you think that if employees have good work life balance than the
organisation will be more effective and successful?a) Yes
b) No
Public sector
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Particulars
No of Respondent Percentage ofRespondent(%)
Yes 1040
No 1560
Total 25100
Public sector
40
60
0
10
20
30
40
50
60
70
Yes No
Serie
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
The above graph of public sector shows that 40% employees says yes that ifemployees have good work life balance than the organisation will be more effectiveand successful & remaining says no.
In public sector there is no need tobalance their life.
Private sector
Particulars
No of Respondent Percentage ofRespondent(%)
Yes 2080
No 520
Total 25100
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Private sector
80
20
0
10
20
30
40
50
60
70
80
90
Yes No
Serie
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
The above graph ofprivate sector shows that 80% employees says yes that ifemployees have good work life balance than the organisation will be more effectiveand successful And remaining says no.
In private sector employees are says that if they are able tomanage work life than they can easily manage their personal life and so that theirorganisation would be more effective and successful.
COMPARISION
The response shows that in private sectormost of the employees say that if theyhave balance their work and personal life than organisation will be more effectiveand successful but in public sectorall the employees are already balance their lifeso they do not require any policy and the public organisation will be effective.
Work life balance refers to those factors which strike a balance between Work life,
Family life and self life. These factors play an integral part in building an
employees routine and lifestyle. Issues like stress management, personal space,
time for family and friends, time to pursue hobbies etc. start becoming evident as
when there is work life imbalance.
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In our study of Work life balance in the Public and private industry, we considered
three major parameters of Time, Gender and Age in order to aid us in our analysis.
However, there have to be conscious efforts taken by the employer to counter
barriers to work life balance. Also, the employee has to ensure that there is
effective time and stress management. In other words, Work life balance can be
ensured only if there are conscious efforts taken by both, the employer and the
employee.
On the basis of our analysis, the following recommendations can bemade.
RECOMMENDATIONS TO THE EMPLOYER
1. Motivation
Motivation techniques seemed to work in some organisations in which work life
balance was high. I found that employees high on motivation had a better work life
and family life balance.
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2. Appreciation of work
Good work must always be appreciated. The key to making an employee feel
satisfied and acknowledged at work is to have constant supervision. However, a
line should be drawn between supervision and interference.
3. Authority and Responsibility
There should be regular checks on the responsibilities and duties of employees.
They should neither be underperforming nor over performing.
RECOMMENDATIONS TO THE EMPLOYEE
1. Pursuing Hobbies and Passions
It is important for everyone to have a hobby or some activity that he/she can
pursue, as a stress buster or just for fun. It can act as a major stress reliever and
can go a long way in improving the Work life balance of employees.
2. Effective Time and Stress Management
It is a myth that poor work life balance is caused due to the working patterns of thefirm or aggressive attitude of the supervisor, ultimately trying to indicate that
imbalance is due to the organizations practices. But the reality is not so. It is the
individual also who is equally responsible to maintain his or her work life balance.
In fact many a times it is the individuals incapability of managing his time that
results in an unhealthy work-life balance. If the employees can work on their time
management skills, they would definitely be able to improve their work-life balance
Prior to implementing any new work life balance initiatives, employers must ensure
that it is consistent with existing obligations and arrangements under any award,
enterprise agreement, employer-employee agreement or contract of employment
that exists in the workplace.
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Questionnaire
WORK LIFE BALANCE
Q 1. What is your age?a) Below 30
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b) Between 30-40
c) Above 40
Q 2. Gender
a) Male
b) Female
Q 3 Your Designation
Q 4. Do you spend more hours than you would like at work?
a) Yes
b) No
Q 5. How many hours do you work at home in an average week?
a) 1-4 hours
b) 5-9 hours
c) More than 10 hours
Q 6 How many hours a day do you spend traveling to work?a) Less than half an hour
b) Nearly one hour
c) Nearly two hours
Q 7. Do you spend time for working out?
a) Yes
b) No
Q 8. Do you work in job shifts?
a) General shiftb) Night shift
c) Alternative
Q 9 Marital status?
a) Married
b) Unmarried
If you are married, Is your partner employed?
a) Yes
b) No
Q 10 Do you have children?
a) Yesb) No
Q 11 Being employed man/women who are helping to take care of your children?
a) Spouse
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b) In laws
c) Parents
d) Servantse) Day care centers
Q 12 How many hours in a day do you spend with your child/children?a) Less than 2 hours
b) 2-3 hours
c) 3-4 hours
Q 13 Do you ever miss out quality time with your family or your friends because of work?
a) Never
b) Rarelyc) Sometimes
d) Always
Q 14 Do you generally feel that you are able to balance your work & personal life?a) Yes
b) No
Q 15. Do you feel tired or depressed because of work?
a) Neverb) Rarely
c) Sometimes
d) Always
Q 16 How do you manage stress arising from your work?
a) Yoga
b) Meditationc) Dance
d) Music
Q 17. Do any of the following hinder you in balancing your work & family
commitments?
a) Long working hours
b) Compulsory overtimec) Shift work
Q 18 Does your organisation provide you with yearly master health check up?a) Yes b) No
Q 19 Do you suffer from any stress-related disease?a) Hypertension
b) Diabetes
c) Frequent headache
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Harvard Business Review on Work and Life Balance
INTERNET
www.wikepidea.com
www.freefind.com
www.developers.net
BOOKS
Kothari C.R. Research methodology
Traynor, J. B. (1999). A new frontier in work-life benefits. EmployeeBenefits Journal, page no 24, 4, 29-32.
Withers, P. (2001). Retention strategies that respond to worker values.Workforce, page no 80, 7, 36-41.
Reynolds, H. B. (1999). Its not enough to offer work/life programsyou
need to promote them. Benefits Quarterly, page no 15, 2, 13-17.