Mini project

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

CHAPTER 1

INTRODUCTION

LEAD COLLEGE OF MANAGEMENT DHONI


INTRODUCTION TO THE STUDY

This research is based on the Precot Meridian Pvt Ltd Walayar and Kanjikode. Purely the

research is in the field of human resource management and it is undergone through this research

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 knitting yarn

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 all trainees.

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 inside the department and HRD department to meet any accidents on work.

SIC’s / Supervisors are present in all shifts to manage workers. In all shifts shift supervisor / SIC will be these to look after 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 EMPLOYEES

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 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 working are:-

Health related

Physical health Digestive health Gynec health Psychological health

ii. Family related factors

The two factors that influence women working in family sphere are:-

Family related

Family life Work 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 INTERPRETATION



3.1 AGE GROUP

Table No: 3.1

SCALE NO.OF RESPONDENTS PERCENTAGE (%)

Under 30 13 32.5

31-40 12 30

Above 40 years 15 37.5

TOTAL 40 100

3.1A 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


Not yet 5 12.5

1 child 15 37.5

2 children 17 42.5

3 and above 3 7.5

TOTAL 40 100

3.2A 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


Regularly 30 75

Occasionally 7 17.5

Not at all 3 7.5

TOTAL 40 100

3.3A 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


Regularly 3 7.5

Occasionally 10 25

Not at all 27 67.5

TOTAL 40 100

3.4A 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


Regularly 8 20

Occasionally 19 47.5

Not at all 13 32.5

TOTAL 40 100

3.5A 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


Yes 28 70

No 12 30

TOTAL 40 100

3.6A 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 PERCENTAGE

Agree Partially 11 27.5

Agree Fully 8 20

Disagree Partially 4 10

Disagree Fully 17 42.5

TOTAL 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 behind asking this question was to know whether women employees are taking the burden of work to their home and then postpone their personal work to do the office work. Since almost half of the employees were on the opinion that they do not have to take the work home it is a good sign that they don’t feel the work as disturbing their personal life.



3.8 WORRY ABOUT WORK AFTER WORK HOURS

Table No: 3.8

SCALE NO. OF RESPONDENTS PERCENTAGE

Agree Partially 10 25

Agree Fully 26 65

Disagree Partially 2 5

Disagree Fully 2 5

TOTAL 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 42.5

Agree fully 13 32.5

Disagree fully 3 7.5

Disagree partially 7 17.5

TOTAL 40 100

3.9A 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 30

Agree fully 12 30

Disagree fully 13 32.5Disagree partially 3 7.5

TOTAL 40 100

3.10A 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 opinion is 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 provided by the organization



3.11 COMPANY HAS PROVISIONS FOR DEPENDENTS

Table No: 3.11


Agree partially 9 22.5

Agree fully 1 2.5

Disagree fully 30 75

Disagree partially 0 0

TOTAL 40 100

3.11A COMPANY HAS PROVISIONS FOR DEPENDENTS

Chart No: 3.11A

Agree partially23%

Agree fully3%

Disagree fully75%

COMPANY HAS PROVISIONS FOR DE-PENDENTS

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


Agree partially 19 47.5Agree fully 18 45Disagree fully 2 5Disagree partially 1 2.5TOTAL 40 100

3.12A 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-4

FINDINGS 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/

3. Lakshmipriya , “work life balance of women employees”,

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


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

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/


QUESTIONNAIRE

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

Name of the organizat ion:--------------------------------------------------------

Name of the employee:-------------------------------Designat ion:---------------

Section 1: Demographic information

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

2 . No. of chi ldren you have Not yet Only 1 chi ld 2 Children 3 and above

3. How old are your chi ldren 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 s leep

Regular ly Occasional ly Not at a l l

2 . I cancel hol idays or cut them short due to work Regular ly Occasional ly



Not at a l l3 . I have enough t ime to give myself , exercise , hobbies and sports

Regular ly Occasional ly Not at a l l

4 . I am sat isf ied with the heal th care provis ions provided by my company Yes No

Section 3: Impact of work-l i fe

1. I cancel hol idays or cut them short due to work I agree par t ia l ly I agree ful ly I disagree ful ly I disagree par t ia l ly

2. I have a lot of workload in my present job. I have to take my work home I agree par t ia l ly I agree ful ly I disagree ful ly I disagree par t ia l ly

3. I worry about work af ter working hours I agree par t ia l ly I agree ful ly I disagree ful ly I disagree par t ia l ly

4. My work is sat isfying and rewarding I agree par t ia l ly I agree ful ly I disagree ful ly I disagree par t ia l ly

Section 4: Arrangement by the company

1. My organizat ion provides addi t ional leave for family emergencies and events . I agree par t ia l ly I agree ful ly I disagree ful ly I disagree par t ia l ly

2. My organizat ion provides f lexible working hours . I agree par t ia l ly I agree ful ly I disagree ful ly I disagree par t ia l ly

3. My company has provis ions for chi ld care and dependents I agree par t ia l ly I agree ful ly



I disagree ful ly I disagree par t ia l ly

4. General ly I feel , I am able to balance my work and family l i fe?

I agree par t ia l ly I agree ful ly I disagree ful ly I disagree par t ia l ly

THANK YOU FOR YOUR TIME


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