Project report on work life balance

Project Report On Work Life Balance of Employees
PREFACE
The Field of Human Resource Management is developing very fast
and every department of Human activity is realizing it’s important in the
smooth functioning of the organization. Innovative techniques are
developed to improve the culture at workplace so that the employees
are motivated to give in their best to the organization as also to attain
job satisfaction. Hence, it important implements the latest human
resource practices in the organization.
The Latest Techniques in the field of Human Resource Development
are Employees for Lease, Moon Lighting by Employees, Dual Career
Group, Work Life Balance (flexi time & flexi work), Training &
Development, Management Participation in Employees’ organization,
Employee’s Proxy, Human Resources Accounting, Organizational
Politics, Exit Policy & Practice, etc.
This project is about WORK LIFE BALANCE. A latest technique in
the field of a human resource. To see how the organization is adopting
the new trends in the HR field.
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CONTENTS
SL. NO. TOPIC PAGE NO.
CHAPTER 1: INTODUCTION OF CONCEPT (Work life
Balance)
1.1 History
1.2 What Is Work Life Balance?
1.3 What’s The Issue
1.4 Drivers For Change
1.5 Effect Of Work-Life Balance
1.6 Characteristics
1.7 Work Life Balance Benefits As
1.8 Some Reasons For WLB
1.9 Balancing 5 Things In WLB
1.10 Work Life Balance Includes
1.11 Stress And Work Life Balance
1.12 Flexible Work Life
CHAPTER 2: PROFILE OF BUSINESS UNIT
CHAPTER 3: STUDY OF SELECTED
METHODOLGY
3.1 Research Objective
3.2 Sample Information
3.3 Analysis Design
3.4 Analysis Of Data
CHAPTER 4: FINDINGS AND CONCLUSION
4.1 Summary Of Findings
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4.2 Conclusion
4.3 Limitations
4.4 Recommendation
CHAPTER 5: ANNEXURE
5.1 Figure Of Work Life Balance
5.2 Questionnaire
5.3 Bibliography
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CHAPTER 1
INTRODUCTION OF CONCEPT
(Work life balance)
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History
The work-leisure dichotomy was invented in the mid-1800s.Paul
Krassneer remarked that anthropologists use a definition of happiness that is to have as
little separation as possible "between your work and your play". The expression "work–life
balance" was first used in the United Kingdom in the late 1970s to describe the balance
between an individual's work and personal life. In the United States, this phrase was first
used in 1986.
Most recently, there has been a shift in the workplace as a result of advances in
technology. Employees have many methods, such as emails, computers, and cell phones,
which enable them to accomplish their work beyond the physical boundaries of their office.
Researchers have found that employees who consider their work roles to be an important
component of their identities will be more likely to apply these communication technologies
to work while in their non-work domain.
Many authors believe that parents being affected by work-life conflict will either
reduce the number of hour’s one works where other authors suggest that a parent may run
away from family life or work more hours at a workplace. This implies that each individual
views work-life conflict differently.
Employee assistance professionals say there are many causes for this situation
ranging from personal ambition and the pressure of family obligations to the accelerating
pace of technology. According to a recent study for the Center for Work-Life Policy, 1.7
million people consider their jobs and their work hours excessive because of globalization.
WHAT IS WORK-LIFE BALANCE?
Work-life balance is about effectively managing the juggling act between paid work
and the other activities that are important to people. It's not about saying that work is wrong
or bad, but that work shouldn't completely crowd out the other things that matter to people
like time with family, participation in community activities, voluntary work, personal
development, leisure and recreation.
The 'right' balance is a very personal thing and will change for each person at
different times of his or her lives. For some people the issue is being able to get into work or
find more work rather than having too much work. There is no 'one size fits all' solution.
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A balanced life is one where we spread our energy and effort - emotional,
intellectual, imaginative, spiritual and physical – between key areas of importance. The
neglect of one or more areas, or anchor points, may threaten the vitality of the whole.
WHAT'S THE ISSUE?
Work-life balance is increasingly an issue for any country. Jobs, the workplace and
the workforce are changing as:
 More women and sole parents go into work.
 More people juggle more than one job.
 The workforce ages and is increasingly diverse.
 Businesses continue to compete globally to hire skilled workers.
 Technology changes the way we work - e.g. cell phones and PCs blur the
distinction between work and personal time.
For any country, the two biggest work-life balance problems are:
 People with not enough work or income
 People who have too much work: the low paid who need to work long hours
to earn enough and the higher paid who may feel trapped into working more
hours than they want to.
Through the consultation, employers told that they wanted to address work-
life balance issues in their workplaces, and that they wanted practical tools to
implement work-life balance initiatives. Workers, families and individuals told us that
the key issues for them in achieving work-life balance concerned their caring
responsibilities, workplace practices and cultures, and the need to earn sufficient
income.
Drivers for Change
Work-life balance has become increasingly important for a number of social and
economic reasons that are making:
 organizations think about how they work
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 Government think about how people balance paid and unpaid work and care
 Individuals think about the role work has and will have at different stages of their
lives.
Broadly, this shift is influenced by changes to markets, ways of working, the labour
market and expectations of work. In the public sector, these drivers mean:
 Pressures to increase efficiencies while at the same time responding to the
demands of service users, creating more flexible and responsive public services.
 That there is a need to understand better and respond to customer requirements in a
population that is becoming older and more ethnically diverse. Therefore people who
possess these skills and relationships are crucial to helping organizations
understand new customer segments, promote creativity and cope with increasingly
complex business models.
Effect of Work-Life Balance
The case for work-life balance tends to be made on two counts.
 First, that work-life balance improves individuals’ health, wellbeing and job satisfaction.
 Second, that business can benefit from work-life balance because these policies:
 improve productivity and worker commitment
 reduce sickness absence
 increase retention rates for talented workers and reduce replacement costs
 allow organizations to recruit from a wider pool of talent
 Enable organizations to offer services beyond usual business hours by employing
workers on different shifts that fit in with caring responsibilities.
Characteristics
 Work Life Balance Business Benefits.
 Not constant, comes and goes with life changes
 It takes WORK
 The process of seeking balance can be deeply rewarding
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Work Life Balance benefits as
 Attracts new employees
 Helps to retain staff
 Builds diversity in skills and personnel
 Improves morale
 Reduces sickness and absenteeism
 Enhances working relationships between colleagues
 Encourages employees to show more initiative and teamwork
 Increases levels of production and satisfaction
 Decreases stress and burnout
Some reasons for WLB
A review of public holidays and paid holidays across a sample of countries, including
Australia, China, France, Germany, Singapore, the US and the UK shows that India is
actually quite comparable in terms of the number of days of vacation and holidays provided
by law and general practice. It would, therefore, be fair to assume that the intent of law as
well as the espoused values of organizations seems to be in favor of providing a fair amount
of leisure and balance. Whether it has translated into reality is another matter.
 Gender Concerns
 Young Generation
 Identity Through Work
Gender concerns
Similar discrimination is experienced by men who take time off or reduce working
hours for taking care of the family.
For many employees today—both male and female—their lives are becoming more
consumed with a host of family and other personal responsibilities and interests. Therefore,
in an effort to retain employees, it is increasingly important for organizations to recognize
this balance.
Young generation
According to Kathleen Gerson, Sociologist, young people "are searching for new
ways to define care that do not force them to choose between spending time with their
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children and earning an income" and " are looking for definition of personal identity that do
not pit their own development against creating committed ties to others readily. Young
adults believe that parents should get involved and support the children both economically
and emotionally, as well as share labor equally. Young people do not believe work-life
balance is possible and think it is dangerous to build a life dependent on another when
relationships are unpredictable. They are looking for partners to share the house work and
family work together. Men and women believe that women should have jobs before
considering marriage, for better life and to be happy in marriage. Young people do not think
their mother’s generations were unhappy. They also do not think they were powerless
because they were economically dependent.
Identity through work
By working in an organization, employees identify, to some extent, with the
organization, as part of a collective group. Organizational values, norms and interests
become incorporated in the self-concept as employees increase their identify with the
organization. However, employees also identify with their outside roles, or their "true
self". Examples of these might be parental/caretaker roles, identifications with certain
groups, religious affiliations, align with certain values and morals, mass media etc. Most
employees identify with not only the organization, but also other facets of their life (family,
children, religion, etc.). Sometimes these identities align and sometimes they do not. When
identities are in conflict, the sense of a healthy work-life balance may be affected.
Organization members must perform identity work so that they align themselves with the
area in which they are performing to avoid conflict and any stress.
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Figure 1
Work Life Balance
Balancing 5 things in WLB
Figure 2
Work Life Balance
 Family- Successful parenting, the culture of care and selflessness that are part of
family life, requires energy, time, patience and a tolerance for mess and confusion…
a tall order when the working day has proved stressful and long. The key question
here is ‘who finds time to care for whom?’, for what often happens is that the time-
consuming listening part of relationships gets ditched in favour of quick fixes, and
then the unattended get to feel unloved and react accordingly. Families need
nurturing, and our responses have to be sufficiently deep and elastic to
accommodate the unexpected, not just the scheduled bits that fit in neatly with our
jobs.
 Home- Home making is time-consuming. In the making of a home we create an
atmosphere that reflects our sense of place in this world. Like a warm and familiar
jumper, the home provides us with an extension of ourselves, a place where we can
feel free in our emotions and content to be who we really are. The paradox is that
the more we work, the more desperate we are to find such a home with its timeless
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associations and the less time we have to create it. Homes can so easily become
houses, pit stops that provide briefly for sleep, rest and the bare essentials in the
intervals between works.
 Friendships- It’s often been said that the art of friendship requires common skills to
an uncommon degree: a combination of affection, tolerance and patience as well as
a sense of constancy in times of struggle and difference. Yet when our work-life
balance spirals out of control, often friendships along with exercise are the first
things to suffer. In a report entitled ‘Social Trends; British Social Attitudes Survey 30
(HMSO 2000) a significant factor over the past two decades is that we are seeing
less of our best friends. Yet, as the extended family gets to be geographically more
and more challenged, our friendships become increasingly relevant to our circle of
mutual nurture and support.
 Community- Like family, home and friendships, our local communities depend on
our time and energy in order to function effectively, freely and spontaneously. It is in
the reciprocal context of its activities that our communal identity can be experienced
and enjoyed. Yet if we lose that vital life-work balance then the many activities
through which neighborhood and locality are expressed are marginalized and we are
the poorer for that neglect. Hobbies, interests and sporting pursuits derive much of
their meaning through our interaction with others. If we fail to address the issues of
work-life balance as a society then one of the first casualties will be the richness and
diversity of community life.
By work life balance we mean that all workers should have a right to work that does not
damage their freedom to pursue activities & responsibilities outside the work place. That
means making work more sensitive, arranging work more effectively & organizing it more
intelligently.
Work Life Balance Includes
 Flexi-time
 Staggered hours
 Time off in lieu
 Compressed working hours
 Shift swapping
 Self-roistering
 Job sharing
 Term-time working
 Working from home
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 Tele-working
 Breaks from home
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Stress and work life balance:-
The number of stress-related disability claims by employees has doubled according
to the Employee Assistance Professionals Association in Arlington, Virginia. Seventy-five to
ninety percent of physician visits are related to stress.
It is clear that problems caused by stress have become a major concern to both
employers and employees. Symptoms of stress are manifested both physiologically and
psychologically. Persistent stress can result in cardiovascular disease, sexual health
problems, a weaker immune system and frequent headaches, stiff muscles, or backache. It
can also result in poor coping skills, irritability, jumpiness, insecurity, exhaustion, and
difficulty in concentrating. Stress may also perpetuate or lead to binge eating, smoking, and
alcohol consumption.
The feeling that, simply working hard is not enough anymore is acknowledged by
many other Multinational/Private and round the clock working bank workers. “To get ahead,
a seventy-hour work week is the new standard. What little time is left is often divvied up
among relationships, kids, and sleep.” This increase in work hours over the past two
decades means that less time will be spent with family, friends, and community as well as
pursing activities that one enjoys and taking the time to grow personally and spiritually.
Unfortunately, many women feel additional stress when they must decide what they
feel is best for their families or what is best for their career. According to Sylvia Hewlett,
president of the Centre for Work-Life Policy, if a woman takes time off to care for children or
an older parent, employers tend to “see these people as less than full committed. It’s as
though their identity is transformed.” Brett Graff, Nightly Business Report correspondent
states that (because a female may have trouble re-entering the market or, if she does find a
position, it will likely be a lower position with less pay) “If you thought choosing a baby name
was hard, you have yet to wrestle with the idea of leaving your career to be a full-time mom
or take care of an older parent…Most will want to re-enter, but will do so accepting lesser
positions or lower wages.” This circumstance only increases the work-life balance stress
experienced by many women employees. Men who take time off or reduce working hours
for taking care of the family experience similar discrimination.
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Flexible Work life
A significant feature within the changing world of work is the need to develop a
diverse, skilled and motivated workforce able to respond quickly and efficiently to client
needs. Ensuring a committed, responsive and high performing workforce often depends on
creating an environment that enables employees to more easily manage the demands of
work and life—particularly their family responsibilities. Flexible work options for employees
contribute to a positive, healthy and productive work environment. Flexible work options are
defined as mutually agreed long- or short-term changes to working time and leave
arrangements within the context of organizational needs. Their successful implementation
depends on employee and management knowledge, pre-planning, regular review, and the
creation of a supportive workplace culture.
BENEFITS OF FLEXIBLE WORK:
Workplace practice and culture impact on the work, family and life balance of all
employees. International research and experience across both the public and private sector,
and feedback within the Banking sector, highlights the tangible benefits of mutually agreed
flexible work options and a supportive workplace culture.
Benefits of flexible work options include:
 Increased capacity to attract and retain skilled and specialist employees and
professional staff.
 Maximizing returns on training and professional development investment renewed
energy and freshness contributing to resilience as well as increased morale,
commitment and high work performance from staff.
 Improved learning outcomes through matching work options and available Skills with
student needs.
 Increased performance and productivity, through improved organizational climate,
reduction of absenteeism and stress and a more efficient use of staff.
 Competitive edge in attracting and maintaining high demand skills to the public
education and training system and positive public recognition in both the education
sector and across other industries.
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The benefits for businesses
Research has repeatedly shown that there is significant business benefits associated
with implementing work-life balance policies. In a Department of Labour scan of more than
85 case studies of organisations implementing work-life balance policies, employers
experienced benefits such as:
 Improved recruitment and retention rates, with associated cost savings;
 Reduced absenteeism and sick leave usage;
 A reduction in worker stress and improvements in employee satisfaction and loyalty;
 Greater flexibility for business operating hours;
 Improved productivity;
 Improved corporate image, becoming an ‘employer of choice’.
The benefits for employees
Employees in companies already implementing work - life practices enjoy significant
benefits such as:
 Being able to effectively manage multiple responsibilities at home, work and in the
community without guilt or regret.
 Being able to work in flexible ways so that earning an income and managing
family/other commitments become easier
 Being part of a supportive workplace that values and trusts staff.
The benefits for families and communities
Over the past 20 years the demands of the modern workplace are perceived to have
impacted heavily on family and community life. Parents wish they had more time with their
children. 'Me time' seems to be shrinking and an ageing population means eldercare is
becoming a serious issue. There's also less time for volunteering.
Work-life balance initiatives can make it easier to juggle multiple responsibilities at home,
work and in the community. People with a good work-life balance are healthy physically,
emotionally and socially, and have a sense of control over their life.
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CHAPTER 2
PROFILE OF BUSINESS UNIT
(-----------)
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CHAPTER 3
STUDY OF SELECTED
METHODOLGY
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Research methodology is a way to systematically solve the research problem. It may be
understood as science of studying how research is done scientifically.
Research objective:-
 To study how the nature of family structure influences work related stress.
 To know that employees position in the firm affect their balance between dual life.
 To know that employees are willing to take advantage of flexible schedule.
 To know if individuals are able to attend their family as well as office gathering.
 To know that long working hour affect individual efficiency.
 To know that is there health is affecting due to work.
 To know what are the top most priorities of employees.
Sample Information:-
• Data Collection Survey
• Type of Data Primary data & Secondary data
• Sample Area Pyrotech Electronics Pvt Limited
• Type of Questionnaire Structured
•
Research Instruments
Questionnaire, Observation & Personal
Interview
• Statistical tools used Column charts & Pie Charts
• Sample Size 100
• Sampling Technique Random Sampling
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Analysis Design:-
Males are 60 and females are 40
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Family Structure
Nuclear 50
Joint 50
50 50
0
10
20
30
40
50
60
Noofpersons
Family Structure of Participates
50 employees prefer to live in nuclear family where as 50 employees’ lives in joint
family.
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60 employees are bachelor, 30 married and 10 widowed
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50 employees are in 18-25 where as 45 employees are in 25-35 and only 5 are un
age of 45-65.
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Analysis of Data:-
1) Normal Working Hour per Day
Interpretation:-
Form the surveyed data it is clear that 50 employees are working from 8-10 hr daily. Even
30 employees from surveyed data are working for less than 8hrs per day. Due to
privatization working hour is major factor which affect flexibility of employees.
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2) Position of employees
Interpretation:-
Form the surveyed data it is clear that 40 employees are working at executive &Technical
position. Even 10 employees from surveyed data are working at skilled craft & secretarial
position. Due to privatization working is divided into various head so that best output can be
taken.
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3) Currently working as
Interpretation:-
Form the surveyed data it is clear that 100 employees are working as full time employees.
Usually employees prefer to do work as full time rather than part time.
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4) Response of employees about the level of balance between work life and
home life?
Interpretation:-
Form the surveyed data it is clear that 40 employees feel that their work life and home life is
somewhat balanced. Even 30 employees from surveyed data feel that their work life and
home life is very well balanced & balanced. Max no of employees says that they can
balance their dual life at certain heights.
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5) Which of the following is best describing the level of stress among Employees
about their work life Balance?
Interpretation:-
Form the surveyed data it is clear that 70 employees feel that balancing dual life is slightly
stressful. Even 20 employees from surveyed data feel that balancing dual life is stressful.
Making balance between home n work lives increases the stress level.
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6) How frequently employees do overstay in the office to finish their work?
Interpretation:-
Form the surveyed data it is clear that 40 employees sometimes do over stay at office to
finish their work. Even 30 employees from surveyed data most of the times do over stay at
office to finish their work. Max no of employees have to do over stay at office after their
normal time to finish their work.
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7) Are Employees working under flexible schedule?
Interpretation:-
Form the surveyed data it is clear that 60 employees does not get flexible schedule. But 40
employees receive flexi schedule. Max no of employees don’t receive flexi schedule.
If No then:-
o Is Flexible schedule should be available to all Employees of organization?
Yes 16% No 84%
o Would you like to take advantage of a Flexible Schedule if offered to you?
Yes 100% No 0%
o Would you have a better Balance of Work/Home with Flexible Schedule?
Yes 100% No 0%
o Would you be more efficient at your job with a flexible schedule?
Yes 100% No 0%
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8) How often do employees find themselves working?
Interpretation:-
Form the surveyed data we can see that 12% employees work during lunch time daily. 24%
employees work weekly after their usual working hrs. 28% & 36% employees never work at
home & during vacations respectively. Max no of employees never work after they go to
home or on vacations.
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9) Are employees able to attend social gathering in family?
Interpretation:-
Form the surveyed data it is clear that 50 employees Attend family gathering sometimes
only. Even 20 employees from surveyed data Attend family gathering most of the times.
Max no of employees get chance to attend their family gathering.
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10) Are employees able to attend social gathering of office people?
Interpretation:-
Form the surveyed data it is clear that 40 employees Attend office gathering sometimes
only. Even 30 employees from surveyed data attend office gathering seldom only. Max no of
employees Attend office gathering sometimes.
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11) Are employees able to pay their Home Bills (like Electricity Bill, Water Bill, Telephone
Bill, etc)?
Interpretation:-
Form the surveyed data it is clear that 60 employees pay their home bills. 20 employees
never or sometime pay their bills. Max no of employees pay their home bills.
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12) How frequently they take their family out on vacation?
Interpretation:-
Form the surveyed data it is clear that 60 employees take their family out on the vacation
once in year. 20 employees from surveyed data take their family out on vacation 2 in a year.
But 15 employees never take their family out on vacation. Thus we can say that some
employees are balancing their dual life.
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13) Do employees go to Grocery Shop for purchasing Home Articles?
Interpretation:-
Form the surveyed data it is clear that 50 employees never go for purchasing grocery item
from the market. 30 employees from surveyed data go sometimes. It is surprising that max
no of employees who are say that they have balanced dual life never goes for grocery
marketing.
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14) Does long working Hours affect their Efficiency?
Interpretation:-
Form the surveyed data it is clear that 70 employees says that long hours affect their
efficiency some of the times. 10 employees from surveyed data say that long hours never
affect their efficiency. Thus we can say that sometimes long working hours affect efficiency
of employees.
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15) Do Health is suffering because of their work?
Interpretation:-
Form the surveyed data it is clear that 40 employees agree partially that health is suffering
due to work. 30 employees from surveyed data Disagree that health is suffering not
suffering due to work. Thus we can say that max employees agree that their work is a major
cause of unhealthy.
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16) Top most Priorities given by Employees:
Interpretation:-
It is clear that 70% employee give preference to career as well as health. Den 25% gives
top most priorities to family and wealth. Thus we can say that now employees are more
devoted toward their health as well as career.
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CHAPTER 4
FINDING AND CONCLUSION
(Work life balance)
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Summary of Findings
 Women constitute an important section of the workforce. However, the present
situation of a large number of well-qualified women who due to various
circumstances have been left out of their jobs needs to be addressed. The
problems faced are several but significantly, most often the "break in their
careers" arises out of motherhood and family responsibilities.
 When we see the age composition it is clear that the organization is recruiting
young individual that is in age group of 18-25 & 25-35 thus organization is have
new generation but lack of experienced employees having experiencing more
than 30 years.
 Merely half of the employees surveyed works between 8-10 hours this is good
thing in the organization but 20% employees work between 10-12 hours which
indicates the increase in stress level.
 From survey we can see that company is employing only full-time employees
rather than part-time.
 100% employees from surveyed data say that they feel that their work life and
home life is either balanced or somewhat balanced or very well balanced in
short can we can say that employees are balancing their dual life.
 Max veto of employees is saying that they find themselves in slightly stressful
situation when balancing work life but they somehow balance their dual life.
 Max veto of employees do over stay at office to finish their work. Due to this
their efficiency decreases as well as they feel themselves in stress.
 All most all the employees think that flexible schedule should be given to them
that would help them to balance work and home simultaneous and even
increase in efficiency for the job.
 All most all the employee’s work after usual working hour monthly, weekly or
daily, but only 70% work during lunch hour. 90% employees enjoy their
vacation without any work load; even 70% never take their work at their home.
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 Max veto of employees is able to attend their family gathering. This is some
sight of balancing their dual life.
 All most all the employees attend office people gathering some time but around
10% of employees never attend office gathering. Thus we can say some
people are not interested in attending office gathering.
 60% employees say that they always pay their home bills (like Electricity Bill, Water
Bill, Telephone Bill, etc) but 20% never do that.
 Max veto of employees take their family out at least once in the year but 10%
never take their family out on vacation. Thus can say that employees are not
give free time to their family.
 All most all the male employees never go to grocery shop for purchasing home
articles. But on other hand female employees goes to grocery shop always or
most of the time or some time.
 Merely 70% of employees saying that long working hours some time affect
their efficiency, but in the same course 10% employees say that long working
hour never affect their efficiency as they are those employees who work less
than 8 hrs.
 All most 70% of employees say that they are agreeing that their health is
suffering due to their work. But 30% of employees say that they disagreeing
this.
 Career and Health are the two segments which have been set as top most
priorities by employees. In the same course family is also given the second
most imp priorities by employees.
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Conclusion
The family and work life are both important to employees in any sector and if
these two are not maintained properly it creates stress and strain and results into
various diseases. This study is found important because it tries to know how the
work life and family life interface results into stress.
Achieving a good balance between work and family commitments is a
growing concern for contemporary employees and organizations. There is now
mounting evidence-linking work– life imbalance to reduced health and wellbeing
among individuals and families. It is not surprising then that there is increasing
interest among organizational stakeholders (e.g. CEOs, HR managers) for
introducing work–life balance policies in their organizations.
Work-life balance policies are most likely to be successfully mainstreamed in
organizations which have a clear understanding of their business rationale and
which respect the importance of work-life balance for all employees.
Conclusion of Research Objective
 From the research we get to know that the employees living in the joint family
is either not at all stressful or slightly stressful, but employees in nuclear
family who say that their dual life is slightly stressful are bachelor. So now
employees prefer joint family.
 Employees on executive position says that their dual life is very well balanced
and even some executive things that it is somewhat balanced. But from the
study we can say that Technical, Secretarial and Skilled Craft employee’s
dual life is balanced and somewhat balanced. Thus all the surveyed
employees have balanced their dual life.
 From the study it is clear that 60% of surveyed employees are not working
under flexible schedule. Only those employees who are on executive position
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are working under flexible schedule. But if the flexible schedule is given to all
the employees surveyed are willing to take advantage of it.
 Most of the executive are able to attend their family and office function, but
the employees on clerical and on technical position attend family gathering
most of the time and social gathering seldom or never.
 70% of employees says that long working hour sometimes effect their
working efficiency. We can say that in private organization decrease in
efficiency is very common.
 70% employees say that yes their health is suffering due to their work but
surprising 30% of employees disagree that health is not suffering due to work
and they belong to technical.
 40% employees give top most priorities to career, at the same time 40%
employees give top most priorities to health also but more than half of the
employees’ surveyed say that family is their second preference.
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Limitations
 Lack of COMMUNICATION: Communication about work/life programs is
essential. Although an organization may offer a rich menu of work/life
benefits, the desired effect—yielding positive business results—is unlikely to
occur if employees do not know about the programs or understand them.
 Team WORK: Introducing, operating and implementing work-life balance
requires collaborative working and is very much a holistic process.
 Time CONSUMING: Implementing a WLB strategy takes time. Timescales
for implementation need to be realistic.
 LONG working hours: long working hour effect the efficiency of employees.
 Working ENVIRONMENT: Lazy working environment leads lacks of
motivation thus effect the efficiency of employees.
 Work OVERLOAD: Due to work overload efficiency of employee’s decreases
as the time passes.
48

Recommendation
List of Recommendation on WLB issues of Employees
Recommendation to the Employees Recommendation to the organizations
 Time Management  Integration
 Drop activities that sap your time
or energy
 Offer Flexibility
 A little relaxation goes a long way  Childcare Centers at workplaces
 Be Honest  Women-friendly workplace
 Rethink your errands  Training Programs
 Set your priorities  Promote awareness
 Social Networking  Availability of accommodations
 Learn to say no  Commitment during hiring
 Leave work at work  Continuous Process
 Manage your time  Nominating WLB Champions
 Bolster your support system
 Benchmarking against similar
organizations
 Nurture yourself  Communication
 Seek help of Counselors  Survey questionnaire
 Don't overbook  Role of HR Department
 Use technology
 Avoid as far possible the long
hours of work for employees
 Organize
 Use the facilities available for
WLB in organizations
48

Tips for Better WLB
5 practical steps toward better work-life balance:-
1. Figure Out What Really Matters to You in Life:
Personal coach Laura Berman Fortgang says, getting your priorities clear is the first and
most essential step toward achieving a well-balanced life. The important point here is to
figure out what you want your priorities to be, not what you think they should. We may use
an exercise for figuring out what matters most; contemplate the following series of
questions:
1. If my life could focus on one thing and one thing only, what would that be?
2. If I could add a Second thing, what would that be?
3. If I could add a Third thing, what would that be?
4. If I could add a Fourth thing, what would that be?
5. If I could add a Fifth thing, what would that be?
If you answer thoughtfully and honestly, the result will be a list of your top five
priorities. Fortgang says a typical top-five list might include some of the following: Children,
Spouse, Satisfying career, Community service, Religion/spirituality, Health, Sports, Art,
Hobbies, such as gardening/ adventure/travel, etc.
2. Drop Unnecessary Activities:
By making a concrete list of what really matters to you, you may discover you're
devoting too much time to activities that aren't a priority, and you can adjust your schedule
accordingly. Since having a baby, Al-Ramahi says he and his wife have become much more
efficient in managing their time -- cutting back on television, for example. If at all possible,
Fortgang recommends dropping any commitments and pursuits that don't make your top-
five list, because "unnecessary activities keep you away from the things that matter to you."
3. Protect Your Private Time:
You would probably think twice before skipping out on work, a parent-teacher
conference, or a doctor's appointment. Your private time deserves the same respect. "Carve
out hours that contribute to yourself and your relationship," says Steven Hobfoll, PhD,
distinguished professor of psychology at Kent State University. Guard this personal time
48

fervently and don't let work or other distractions intrude. "Stop checking email and cell
phones so often". "Few people are so important that they need their phones on at all times."
If work consistently interferes with your personal time, Hobfoll recommends
discussing some adjustments with your boss. "There's a mythology in the workplace that
more hours mean more," he tells WebMD. Demonstrate that you can deliver the same or
better results in fewer hours. Your job performance "should never be judged in terms of
hours of input". Protecting your private time often leads to "greater satisfaction in both work
life and personal life, greater productivity, and more creativity."
4. Accept Help to Balance Your Life:
Allow yourself to rely on your partner, family members, or friends -- anyone who can
watch the kids or run an errand while you focus on other top priorities. "Try tag-teaming,"
Hobfoll suggests. "One spouse works out before dinner, one after dinner, while the other
watches the kids."To get more alone-time with your partner, accept babysitting offers from
friends and family, or try arranging a regular trade-off with another couple. “I'll watch your
kids this Saturday if you watch mine next Saturday.' Tag-teaming is a great way to create
extra free time".
5. Plan Fun and Relaxation:
Fun and relaxation are an essential part of living a well-balanced life. That's why
Brown makes time for weekly guitar lessons, a yoga class, a date night with his wife, and a
guys' night out a couple times a month. In addition, he exercises on a trampoline in his
backyard most days of the week. How does he squeeze in all this playtime while running his
business and sharing the responsibilities of raising a daughter? "If you believe that the most
important thing is to be happy in life (not when I'm a millionaire or when I retire but right
now) then you can always make time."
Until you get into the habit of taking time for yourself, set aside space in your planner
for relaxation and fun. Plan what you're going to do and make any necessary arrangements,
such as childcare, to ensure you'll be able to keep your commitment. "Remember, you
make time for what you want to make time for". If something is important to you, don't brush
it aside with a dismissive "I don't have time for that." You are in charge of your own
schedule -- it's up to you to make time.
48

Questionnaire
Name:- (Optional) …………………………………..................
Gender:-
Male Female
Age :-
Below 18 18-25 25-35
35-45 45-65 Above65
Family Structure:-
Nuclear Joint
Which best describe your marital status:-
Married Widowed
Bachelor Divorced
If Married, Is your Spouse is working:-
Yes No
If Married, No of Children’s:- ….…………………….
QNo.1 Normal Working Hours per Day:-
Less than 8 hrs 8 to 10
10 to 12 Above 12
QNo.2 Your Position best describe as:-
Executive/ Administrative/
Management
Clerical/ Secretarial Skilled craft
Technical
Service/
Maintenance
Other Professional
QNo3 You are currently working as: -
Full Time Part Time
QNo.4 Describe your current feeling of balance between your work life and your home life:-
Very well Balanced Somewhat Balanced Balanced
Somewhat out of Balanced Very out of Balanced
QNo.5 Which of the following best describes your feelings of stress (if any) around finding a Work life
balance?
Very Stressful Stressful
Slightly Stressful Not at all Stressful
QNo.6 How frequent you overstay in the office to finish your work:-
Most of the Time Some Times Seldom
Always Never
Please answer the following questions about flexible work schedules:-
QNo.7 Are you currently working under a Flexible Schedule
Yes No
If No Then,
QNo.7a Is Flexible schedule should be available to all Employees of organization?
Yes No
48

QNo.7b Would you like to take advantage of a Flexible Schedule if offered to you?
Yes No
QNo.7c Would you have a better Balance of Work/Home with Flexible Schedule?
Yes No
QNo.7d Would you be more efficient at your job with a flexible schedule?
Yes No
QNo.8 How often do you find yourself working?
Daily Weekly Monthly Year Never
QNo.8a During your lunch hour
QNo.8b At work after your usual work hours
QNo.8c At home after your usual work hours
QNo.8d During vacations
QNo.9 Are you able to attend Social Gathering in Family: -
Always Never
QNo.10 Are you able to attend Social Gathering of Office People: -
Always Never
QNo.11 Do you pay your Home bill (like Electricity Bill, Water Bill, Telephone Bill, etc?
Always Never
QNo.12 How frequently you take your family out on Vacation:
Twice in a year Once in a year Once in three years
Once in five years Never
QNo.13 Do you go to near Grocery Shop for Purchasing Home Articles?
Always Never
QNo.14 Does long working Hours affect your Efficiency:
Always Never
QNo.15 Do you agree, “Your Health Is Suffering Because Of Your Work”
Strongly Agree Agree Partially agree
Disagree Strongly disagree
QNo.16 Give priorities to the following (1 to 5):
Career Health Family
Wealth Hobbies
QNo.17 Comment what can be the Reasons & Problem behind your Work Life Imbalance?
---------------------------------------------------------------------------------------------------------------------------------------------------
--------------------------------------------------------------------------------------------------------------------------------
Thank you in cooperating in the survey.
48

Bibliography
Book Referred:-
 Human Resource Management concepts and issues
By: - T.N.CHHABRA
 Human Resource Management
By: - Dr. C.B.GUPTA
Site Referred:-
 www.pyrotechindia.com
 Work-life balance: Rhetoric versus reality?
By: - UNSION The public service union
 www.WORKLIFEBALNACE.com
 Work Life Balance
By: -Wikipedia, the free encyclopedia
48

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