Report On Work Load Vs Work Life Balance.docx

A Summer Training Report On “Gauging the Impact of Workload & Responsibility on

Work Life Balance (A Case Study of Netsterz InfoTech Pvt. ltd., Mohali)”

In the partial fulfillment of the Degree of Master of Business Administration (Session 2017-2019)

Submitted to:

Submitted by:

Kurukshetra University

Himani

Kurukshetra

MBA 3rd Semester Class Roll No:-2017012

SETH JAI PARKASH MUKAND LAL INSTITUTE OF ENGINEERING AND TECHNOLOGY, RADAUR (YAMUNA NAGAR)

ACKNOWLEDGEMENT

In this present world of competition there is a race of existence in which those who are having wills to come forward will succeed. Project is a bridge between practical and theoretical working, with this will I have joined the project. I really wish to express my gratitude towards all those people who have helped me. I am deeply indebted to my guide Ms. Guneet Kaur for her valuable contribution during the period & guidance in preparation of this project. She gave me her expert advice, inspiration & moral support in spite of her busy schedule & assignment. I am very grateful to her kind hearted approach & encouragement, which helped me immensely in completion of this project. I would like to express my gratitude to all my friends for their invaluable support and cooperation during the course of the project. Last but not the least I would express my gratitude to all the members of JMIT from whom I got all the necessary help whenever required.

(HIMANI)

DECLARATION

I, HIMANI, Roll No. 2017012, MBA (Semester- III) of the Seth Jai Parkash Mukand Lal Institute of Engineering & Technology (JMIT) Radaur, Yamuna Nagar hereby declare that the research project entitled “Gauging the impact of Workload & Responsibility on Work Life Balance (A Case study of Private IT Sector Employees, Mohali, Punjab)” is an original work and information provided in the study is authentic to the best of my knowledge. This report has not been submitted to any other institute for the award of any other degree.

(HIMANI)

PREFACE

In order to achieve positive and concrete result with theoretical concept the exposure to real life situations existing in corporate world is very much needed .In today’s scenario the practical knowledge in education especially in professional course is very essential. It is true that “Experience is the Best Teacher” in today’s globalize world, where cut throat are prevailing in the market, theoretical knowledge is not sufficient, besides this one have practical knowledge, which help an individual in his/her carrier activities. The internship program is designed to make a bridge between the theoretical knowledge and practical life experience. It is designed to have a practical experience while passing through the theoretical understandings. In every professional course, training is an important factor, Professors give us theoretical knowledge of various subjects in the college but we are practically exposed of such subjects when we get training in the organization. Final project in MBA course and study content of such practical knowledge makes the student confidential and introduce them about their ability. I am interested in HR & Marketing so I have done my final project on topic- “Gauging the Impact of Workload & Responsibility on Worklife Balance at Netsterz InfoTech Pvt. Ltd.”

SETH JAI PARKASH MUKAND LAL INSTITUTE OF ENGINEERING AND TECHNOLOGY

A SELF FINANCED ISO 9001; 2008 CERTIFIED INSTITUTE (APPROVED BY AICTE & AFFILIATED TO KURUKSHETRA UNIVERSITY, KURUKSHETRA) (CHHOTA BAANS), RADAUR-135133(YAMUNANAGAR)

/ TO WHOM SO EVER IT MAY CONCERN /

This is certify that Himani d/o Mr. Deepak Kumar bearing roll No............... university registration no. 14-DWK-698 & class roll no. 2017012 a bonafide student of MBA ( 3th semester ), has completed her work on research project (CP-303) entitled “Gauging the Impact of Workload & Responsibility and Work Life Balance at Netsterz InfoTech Pvt. Ltd .”under my supervision. His work is original, satisfactory and fit for the purpose of further evaluation towards the partial fulfillment for the award to the degree of master’s business administration.

Ms. Guneet Kaur (Assistant professor) MBA Department

CONTENTS

SR. NO

PAGE

TOPICS

NO.

Chapter 1

1-36

Introduction 1.1 GENERAL INTRODUCTION ABOUT THE SECTOR 1.2 INTRODUCTION TO COMPANY 1.3 INTRODUCTION TO TOPIC

Chapter 2

Literature Review

37-40

Chapter 3

Research Methodology

41-43

3.1 Research Design

31-33

3.2 Data Source

34

3.3 Sampling Design

34 35

3.4 Research Objectives

Chapter 4

Data Analysis & Interpretation

44-63

Chapter 5

Findings

64-65

Chapter 6

Recommendation & Limitation of the study

66-68

Chapter 7

Conclusion

69-70

Chapter 8

Bibliography

71-74

Chapter 9

Annexure:

75-80

Questionnaire

1.1 INTRODUCTION ABOUT THE SECTOR

1.1.1 Introduction The terms "information technology" and "IT" are widely used in business and the field of computing. People use the terms generically when referring to various kinds of computerrelated work, which sometimes confuses their meaning.

What Is Information Technology? A 1958 article in Harvard Business Review referred to information technology as consisting of three basic parts: computational data processing, decision support, and business software. This time period marked the beginning of IT as an officially defined area of business; in fact, this article probably coined the term. Over the ensuing decades, many corporations created so-called "IT departments" to manage the computer technologies related to their business. Whatever these departments worked on became the de facto definition of Information Technology, one that has evolved over time. Today, IT departments have responsibilities in areas like 

Computer tech support



Business computer network and database administration



Business software deployment



Information security

Especially during the dot-com boom of the 1990s, Information Technology also became associated with aspects of computing beyond those owned by IT departments. This broader definition of IT includes areas like: 

Software development



Computer systems architecture



Project management

Information technology (IT) is the use of computers to store, retrieve, transmit, and manipulate data, or information, often in the context of a business or other enterprise. IT is considered to be a subset of information and communications technology (ICT).

The term is commonly used as a synonym for computers and computer networks, but it also encompasses other information distribution technologies such as television and telephones. Several products or services within an economy are associated with information technology, including computer hardware, software, electronics, semiconductors, internet, telecom equipment, and e-commerce. Based on the storage and processing technologies employed, it is possible to distinguish four distinct phases of IT development: pre-mechanical (3000 BC – 1450 AD), mechanical (1450– 1840), electromechanical (1840–1940), and electronic (1940–present).[3] This article focuses on the most recent period (electronic), which began in about 1940.

1.1.2 History

India's IT Services industry was established in Mumbai in 1967 with the establishment of the Tata Group in partnership with Burroughs. The first software export zone, SEEPZ – the precursor to the modern-day IT park – was established in Mumbai in 1973. More than 80 percent of the country's software exports were from SEEPZ in the 1980s. The Indian economy underwent major economic reforms in 1991, leading to a new era of globalization and international economic integration, and annual economic growth of over 6% from 1993–2002. The new administration under Sri Atal Bihari Vajpayee (Posthumus) (who was Prime Minister from 1998–2004) placed the development of Information Technology among its top five priorities and formed the Indian National Task Force on Information Technology and Software Development. Wolcott & Goodman (2003) report on the role of the Indian National Task Force on Information Technology and Software Development: Within 90 days of its establishment, the Task Force produced an extensive background report on the state of technology in India and an IT Action Plan with 108 recommendations. The Task Force could act quickly because it built upon the experience and frustrations of state governments, central government agencies, universities, and the software industry. Much of what it proposed was also consistent with the thinking and recommendanotions of international

bodies

like

the World

Trade

Organization (WTO), International

Telecommunications Union (ITU), and World Bank. In addition, the Task Force incorporated

the experiences of Singapore and other nations, which implemented similar programs. It was less a task of invention than of sparking action on a consensus that had already evolved within the networking community and government. Regulated VSAT links became visible in 1994. Desai (2006) describes the steps taken to relax regulations on linking in 1991: In 1991 the Department of Electronics broke this impasse, creating a corporation called Software Technology Parks of India (STPI) that, being owned by the government, could provide VSAT communications without breaching its monopoly. STPI set up software technology parks in different cities, each of which provided satellite links to be used by firms; the local link was a wireless radio link. In 1993 the government began to allow individual companies their own dedicated links, which allowed work done in India to be transmitted abroad directly. Indian firms soon convinced their American customers that a satellite link was as reliable as a team of programmers working in the clients’ office. Videsh Sanchar Nigam Limited (VSNL) introduced Gateway Electronic Mail Service in 1991, the 64 kbit/s leased line service in 1992, and commercial Internet access on a visible scale in 1992. Election results were displayed via National Informatics Centre's NICNET. "The New Telecommunications Policy, 1999" (NTP 1999) helped further liberalise India's telecommunications sector. The Information Technology Act, 2000 created legal procedures for electronic transactions and e-commerce. A joint EU-India group of scholars was formed on 23 November 2001 to further promote joint research and development. On 25 June 2002, India and the European Union agreed to bilateral cooperation in the field of science and technology. India holds observer status at CERN, while a joint India-EU Software Education and Development Center will be located in Bangalore.

1.1.3 Major Technology Hubs

Bangalore Bangalore is known as the Silicon Valley of India. Notable tech park are Electronics City Phase I & II, ITPL, Bagmane Tech Park, Embassy Golf Links, Manyata Tech Park, Global Village Tech Park, Embassy TechVillage

Hyderabad Hyderabad – also known as the HITEC City or Cyberabad – is a major global information technology hub, and the largest bioinformatics hub in India. Hyderabad has emerged as the second largest city in the country for software exports pipping competitors Chennai and Pune.Notable tech and pharma parks are HITEC City, Genome Valley, and Hyderabad Pharma City

Pune Pune is one of the leading Indian and international IT services and outsourcing exporters. The next biggest IT park of India (Rajiv Gandhi IT Park at Hinjawadi) is expected to scale up to phase 7.

Chennai Chennai has a good IT infrastructure with dedicated expressway nicknamed as IT expressways, and many other IT parks promoted by both government agency (Elcot) Electronics Corporation of Tamil Naduand private entities.

Mumbai and Navi Mumbai Mumbai and Navi Mumbai have major IT parks.

National Capital Region The National Capital Region includes Delhi, Gurgaon and Noida.

Others Telangana which includes Warangal and Khammam.

1.1.4 Employment Generation India's growing stature in the Information Age enabled it to form close ties with both the United States and the European Union. However, the recent global financial crises have deeply impacted Indian IT companies as well as global companies. As a result, hiring has dropped sharply, and employees are looking at different sectors like financial services, telecommunications, and manufacturing, which have been growing phenomenally over the last few years. With fundamental structural changes visible everywhere in the IT services due to Cloud computing, proliferation of Social media, Big data, Analytics all leading to digital services and digital economy, many of the leading companies in India's IT sector reported lower headcounts in their financial results.

1.1.5 Functions of IT industry  Planning A senior member of the IT team works with business executives to develop an IT strategy that supports the organization’s business objectives and helps build a strong competitive advantage. They customize software and other elements of the IT system to meet the needs of business departments. The team also ensures that the right level of IT resources is available to meet changing levels of demand. To increase flexibility and responsiveness, the IT team investigates options, such as outsourcing management of the infrastructure or renting additional IT capacity from an external provider.

 Networking The IT team develops and operates a network to support effective communication and collaboration. Increasingly, they are deploying the latest Internet Protocol networks with the capability to carry all voice, data, video and Internet traffic on a single network. IP networks enable organizations to replace their legacy telephone systems with an IP-based system, reducing complexity and providing a platform for deploying advanced unified communications tools. The IT team develops solutions that allow external organizations, such as customers and supply chain members, to securely access the corporate network.

 Data Management and More IT teams develop tools to collect, store, manage, secure and distribute data to employees who need access to the latest information to make decisions about strategic, financial and operational issues. They store company information from sources such as customer records, sales data, market research, financial records, manufacturing and inventory data in a single data center. The team also sets up links to collect data from retailers, distributors and the supply chain so that managers can make sales, marketing and production decisions based on the latest information.

 Security Information security management is now one of the most important IT functions in an organization. IT teams must protect the IT infrastructure and corporate data against attacks from viruses, cybercriminals and other threats. Attacks on the infrastructure can prevent an organization carrying out critical business operations with a consequent impact on customer service. Data leaks can lead to loss of confidential corporate and customer data, with the risk of fines by legislators and damage to the organization’s reputation. While IT teams have put stringent security policies in place to minimize the risk and impact of security breaches, they face an increasingly complex IT environment as employees adopt mobile working or use their personal smartphones and tablet computers to work on corporate data.

 Support To enable employees to make the most effective use of IT resources, the IT team provides various forms of user support. After installing new software or network facilities, the team provides training so that employees can quickly make productive use of the new resources.

1.1.6 Importance of IT in business The success of every business depends on certain factors. Some of which are accurate analysis, choosing the right technology and the future vision. Research from the last two decade has proved that those organisations that do invest in technology and choose the path of innovation increase their market share, financial figures and overall competitiveness. Information technology is the only technology which provides you the opportunity to analyse specific data and plan your business journey accordingly. It also provides you many tools which can solve complex problems and plan the scalability (future growth) of your business. In the modern age, it is proved that digital marketing is a great tool which let you promote your products or services to the global market while sitting in the comfort of your remote office or home. And thanks to the cloud computing and modern communication which enable you to form a global organisation, manage and monitor its virtual offices all over the world. Now I will briefly explain how information technology plays a vital role in different phases of business.

Decision Making Speed and accuracy are at the heart of making right decision for your business. Every successful organisation has to go through a comprehensive market research process which enables management to make the right decision. Market research can be done in many ways through online surveys, forums, blogs, group discussions using World Wide Web and of course through in-person interviews as well. Currently Big data, Google Analytics and Microsoft CRM Dynamics are also great tools to extract useful information which can impact on decision making. These online tools not only provide real time responses from the potential audience but also ensure the accuracy of data by minimising the risk of human errors.

Marketing and Business Growth The heart of the business success lies in its marketing which enables the management to identify its target audience first and then observe their trends and needs. The overall marketing covers public relation, advertising, promotion and sales which subsequently impact

on business growth. Many types of marketing can help you reach your potential customers. But I will briefly explain digital marketing here which was the dream in the past without Internet technology. Digital Marketing is a modern phenomenon which let you promote your products or services all over the world. It is a broad term which includes many concepts like search engine optimisation (SEO), pay per click (PPC), blogging, discussion forum, email shot, SMS, MMS, social media marketing and Smartphone app advertisement etc. Currently web market is booming at a very fast pace because most of the entrepreneurs have understood that the long term success in business is not possible without digital presence on the internet. Millions of new websites are being added on the internet every year.

Customer Support and Satisfaction Higher level of customer satisfaction is the key to success which cannot be achieved without a real time customer support process. Business success depends on knowing its customers needs, trends, behaviours and satisfaction level. Effective communication is the best tool to understand the customer demands, problems and their solutions. Thanks to the Internet Technology that has enabled us to communicate with millions of potential or existing customer in the real time. IT provides many channels to communicate with the customer without going out in snow or rain. Some of these channels are email, webinar, social media, member portals, online newsletters and text or multimedia messaging through the smart phone. Enterprise organisations normally use customer relationship management systems (CRM) to hold valuable data for understanding customer behaviours and future needs.

Resource Management and Globalisation Resource management plays a crucial role in business success. When it comes to medium or large organisation, it is very hard for the top management to manage all the resources manually. These resources may include tangible, financial or human resources etc. Information technology has played a vital role in automating such complex problems by introducing user friendly solutions. A decade ago, most of the resource management solutions were desktop based. Thanks to the internet and cloud technology which enables software engineers to introduce cloud based ERP (Enterprise Resource Planning) solutions. Now, the managers can manage or monitor their organisational resources virtually anywhere in the world by using their personal computer, laptops, tablets or Smartphone. This concept has introduced the idea of globalisation. Most of multinational companies (Microsoft, Google,

Amazon, McDonalds etc) in the world use these cloud based solutions to manage their virtual or physical offices and staff worldwide.

IT industry in India 2017 

IT BPM industry revenues (excluding hardware) for the Financial Year 2016-17 is estimated to be at US$ 154 billion.



IT sector contributed to India's GDP by 7.7% in the year 2016.



In the Financial Year 2016, TCS stood as the market leader with about 10.4% contribution to India's IT and ITeS sector revenue.



The IT market is quite competitive with the top 5 IT firms contributing over 25% to the total IT revenue.



For the Financial Year 2017, the domestic revenue is estimated to be at US$ 38 billion while the export revenue is estimated to be at US$ 117 billion.

1.1.7 Merits of IT industry  Increases Production And Saves Time Businesses today more than ever use technology to automate tasks. A good example is a bakery which uses electronic temperature sensors to detect a drop or increase in room or oven temperature in a bakery. These sensors send information directly to the operator, reporting any temperature change. This temperature system saves the bakery time, and it also results in consistent higher quality products.

 Improves Communication With the help of communication technology tools like phones, video conferencing, electronic mail or instant messenger just to mention a few, movement of information within an organization or business has become instantaneous. Employees can easily move data across departments without having any interruptions. Tools like electronic mail, e-fax, mobile phones and text messaging enhance the movement of information data among employees, customers, and business partners or suppliers, this allows for greater interconnectivity throughout internal and external structures.

 Improves Data Storage, File Management, and Data Reporting/ Analysis Businesses use cloud hosting services to store and backup business data. Also, it saves on paperwork and makes transfer and access to data possible remotely. With services like Dropbox.com, business owners can access their data anytime anywhere. Additionally, databases today allow for greater correlation of information, analysis of this data relationship can encourage better and more informed decision making, resulting in potential growth.

 Improves Financial Management Accounting software like Quick Books, Bookkeeper, Sage 50, and Account Edge perform various accounting tasks in a business. Business owners can easily balance their books with less experience in accounting because this software is well equipped with every tool needed

in accounting. It allows for faster processing and calculation of financial information and the recording or storing of financial data that may need to be referenced in the future.

 Cuts Costs Of Operation And Increases In RIO Communication technology and social technology have made business promotion and product launch affordable. Many small businesses have found ways to use social technology to increase their brand awareness and get more clients at a minimal cost. In business, factors like cost of operation play a significant role in the development and growth of a business. So when companies use information technology to cut down on costs of operation, then their ROI will increase, which will result in business growth.

 Improves Business To Consumer Relationship Businesses have embraced the social technology to interact with their consumers and fans, creating a strong business to consumer relationship, and it results in business growth via customer loyalty and expansion. Information technology can be used to improve customer service in so many ways. For example, businesses can use their website or email to inform their customers about great deals and discounts. Making the customer aware of these offers can drive their desire to buy. Good customer service can be used as an excellent tool for any small business to gain the competitive advantage.

 Improves Business Competitive Advantage Companies

have

used technology

to

gain

the

competitive

advantage over

their

competitors. Business who innovate and adopt technology to remain efficient and improve processes, typically have high customer loyalty rates. As they can consistently meet and exceed expectations of their customers.

1.1.8 Demerits of IT industry  Implementation Expenses 

Small businesses sometimes struggle to afford and maintain expensive core technology, so they end up losing their clients to a company which has the capital and resources necessary to compete in the industry.

 Job Elimination 

Technology has replaced many positions humans used to occupy. Software is now doing complete accounting, so trained accountants have fewer opportunities, robots can cut the lawn or clean the pools, no need for a handyman.

 Security Breaches 

Since businesses store their data on remote cloud servers which can be accessed online with a username and password, they risk potentially losing that data to hackers or viruses.

1.2 INTRODUCTION TO COMPANY

1.2.1 Introduction to Company

Netsterz comprises of a group of dynamic professionals who together put in their Experience and Expertise to deliver outstanding results. Our experts understand the requirements of our customers and are committed to deliver desired results in minimum time possible. Our wide assortment of services includes Web Design and Development, Search

Optimization, Pay

Per Click (PPC), Link Building and more. At Netsterz we make use of latest technologies and processes as we believe in leveraging nothing but the best to our customers. Our professionals combine their years of experience, creativity and technology to build websites that represent ideas, likings and goals of the clients. In addition our experts work their way hard to look for solutions that are search engine friendly and that fits quite well into your SEO plans. Our customized solutions ensure that your newest website is crawled at the earliest by major search engines.

We make sure that all our services are of highest quality, are cost effective and are encompassed by high levels of customer satisfaction.

OUR MISSION

To provide measurable IT Consulting and Digital Marketing services to Small, Medium and Large Businesses by constantly evolving with the latest Technology & solutions. Our definite intention is to deliver highest value for money to our clients, up-beating the global standards and commitment. We value each staff member and help them excel in their skillsets and career path. Regular inhouse training and grooming sessions, Rewards and Recognition, Pyramid growth chart and fun activities bring together the "THE POWER TO KNOW AND GROW!"

1.2.2 Services provided by Company  Web Designing We at Netsterz specialize in designing great websites for every business type. Whether you need a website to generate sales leads, a powerful e-commerce solution to boost your online sales, an appealing landing page or a website that powers your whole organization, we can help. Our expert and experienced web designers will approach your project in a unique way to ensure that the design we present to you will be original, eye-catching and most importantly effective. Everything we do is about ascertaining your website is a success and our approach to design is no exception. If you’re looking for a high quality website designing , Netsterz can help you. We focus on creating websites of exceptional quality that are distinct from your competitors. 

Web Development

At Netsterz, we make it our job to listen, to research, and to understand the demands, unique to your business concern. Our mission is to provide cost-effective, creative, quality solutions that aim your goals. Our experienced team of web developers have fine-tuned the implementation process to ensure quick turn-around, smooth deployment and reliable results.on-time and within budget.

 SEO Services Efficient and affordable SEO services are an important part of what business owners need while they are looking to get their business ahead in competition. It is essential for every business owner who relies on Internet for carrying out business activities and is aware of the niche market, to look for a reputed SEO company after performing an extensive research. These days, finding a reputable SEO provider is not as simple as it was a couple of years ago. So, before choosing the services of a company, business owners must ensure to prepare a checklist containing questions that will help them choose the best service provider. The checklist must contain questions related to the ability of the SEO provider to help a website rank higher in search engine results, customer service, flexibility and questions that can help them in getting information about the experience of clients who have already used the services of the company.

 Pay Per Click Pay per click, commonly known as PPC can be defined as an Internet advertising model that helps in directing increased traffic to websites where advertisers pay the hosting service when their ad is clicked. Highly professional and efficient PPC services are helpful in effectively managing PPC accounts. They also help in improving the return on investment (ROI). Unlike the conventional methods used for advertising, with Pay Per Click services advertisers are not required to pay when their advertisement is displayed, instead they are only required to pay when their advertisement is clicked by a visitor who is then directed to the advertiser’s website.

1.3 INTRODUCTION TO TOPIC

1.3.1 Introduction to Topic Workload & Responsibility Workload is the quantity and content of the work assigned to employees and responsibility in taking take of one’s duties, answering for actions, accountability for work which has been assigned and being trustworthy to the management. Workload is the amount of work an individual has to do. There is a distinction between the actual amount of work and the individual's perception of the workload. Workload can also be classified as quantitative (the amount of work to be done) or qualitative (the difficulty of the work). The assessment of operator workload has a vital impact on the design of new human-machine systems. By evaluating operator workload during the design of a new system, or iteration of an existing system, problems such as workload bottlenecks and overload can be identified. As the human operator is a central part of a human-machine system, the correction of these problems is necessary for the operation of safe and efficient systems. An operating budget may include estimates of the expected workload for a specific activity. Workloads can vary in many different situations, but the average workload is average.

Responsibility- A duty or obligation to satisfactorily perform or complete a task (assigned by someone, or created by one's own promise or circumstances) that one must fulfill, and which has a consequent penalty for failure.

1.3.2 Work Life Balance A comfortable state of equilibrium achieved between an employee's primary priorities of their employment position and their private lifestyle. Most psychologists would agree that the demands of an employee's career should not overwhelm the individual's ability to enjoy a satisfying personal life outside of the business environment. Work-life balance is a concept that supports the efforts of employees to split their time and energy between work and the other important aspects of their lives. Work-life balance is a daily effort to make time for family, friends, community participation, spirituality, personal growth, self care, and other personal activities, in addition to the demands of the workplace. Work-life balance is assisted by employers who institute policies, procedures, actions, and expectations that enable employees to easily pursue more balanced lives. The pursuit of work-life balance reduces the stress employees experience. When they spend the majority of their days on work-related activities and feel as if they are neglecting the other important components of their lives, stress and unhappiness result. Work-life balance enables employees to feel as if they are paying attention to all the important aspects of their lives. Because many employees experience a personal, professional, and monetary need to achieve, work-life balance is challenging. Employers can assist employees to experience work-life balance by offering such opportunities as flexible work schedules, paid time off (PTO) policies, responsible time and communication expectations, and company-sponsored family events and activities. Managers are important to employees seeking work-life balance. Managers who pursue work-life balance in their own lives model appropriate behaviour and support employees in their pursuit of work-life balance. They create a work environment in which work-life balance is expected, enabled, and supported. They retain outstanding employees to whom work-life balance is important.

The overall trend in organizations to keep employee turnover rates down is to offer significant programs that provide a work-life balance. A work-life balance is an organizational concept that empowers employees to split time and energy between work and other important areas of their life successfully.

The Work-Life Balance The overall trend in organizations to keep employee turnover rates down is to offer significant programs that provide a work-life balance. A work-life balance is an organizational concept that empowers employees to split time and energy between work and other important areas of their life successfully. Companies can implement specific work-life practices within their organization to increase morale, productivity and profits. The starting point for any organization trying to establish work-life practices for their employees is to conduct a survey to gather what important factors are important to improve employees' overall work. Restful Sleep Hotel chain has finished an extensive survey with all of their employees on work-life practices. They are announcing the new practices at the weekly conference. Let's take a look at some examples of how a company can adopt beneficial work-life practices.

Dependent Care Many employees have concerns about childcare while they are working. In addition, more employees are also having the need to care for aging parents as well. Restful Sleep Hotel found that a dependent care program was the most popular request from their employees. This type of program is when a company provides a benefit that gives employees caregiving services with pretax dollars, onsite dependent care or time off to care for family members. Employees can utilize services for children, the elderly or disabled. John and Joan Smith are married, and both work for the hotel. They have two children who require daycare and are spending close to $1,000 a month. Restful Sleep Hotel announced at the conference that they have decided to offer onsite daycare in a newly-refurbished section of the corporate office. The cost will be free to all employees. The Smiths are ecstatic with the new daycare option. They also will become more productive since they will be happy knowing that their children are located only one floor down from their offices. The Smiths even have lunch with their children, leading to a big increase in their morale. The Smiths will benefit from the next work-life practice that the hotel is adopting.

Flexible Work Arrangement The second most requested benefit on the survey to improve work-life balance was in regards to offering a flexible work arrangement, where employees are able to work flexible hours or days instead of a traditional nine-to-five workday. Restful Sleep Hotel recognized the importance of offering this option to improve work-life balance. Many of the employees wanted to work earlier when their kids were in school and be at home in the early afternoon. The hotel announced that employees were able to work one day a week from home and could work flexible hours the other four days. For example, accountant Dave likes to get to the office by 7 A.M. and be home by 3 P.M. to coach his son's baseball team. As long as employees work eight hours a day, they have the flexibility of choosing their start and finish time. The next benefit that the hotel will offer impacts vacation and personal time.

Leave of Absence/Vacation Most companies follow the basic state guidelines for vacation or leave time. In order to improve work-life balance, the hotel is improving their absence and vacation policy. Every employee's vacation is increased to three weeks in length, and in addition, there are other opportunities for extended leave. Man is a social animal, needs time for self, family and society to satisfy their various needs. An individual spends more than eight hours a day in office, remaining is spent in travel to and from office, and with family and friends. Very little time is available for attending to his/her personal needs or grooming. In today’s highly competitive environment people are giving more importance to their work, by working hard, spending more time at the office, learning and adapting to the changing business environment to stay relevant. The quality of the time spent by people with their family, friends or for themselves would help the individuals to relax, refocus and perform better in their jobs. This would automatically benefit the organizations in enhancing the overall organizations performance. Work-life balance is a concept including proper prioritizing between “work” (career and ambition) and “lifestyle” (Health, pleasure, leisure, family and spiritual development/meditation)1. This study aim at understanding the current work – life balance scenario in Pharmaceutical Industry. And the efforts of organization in improving the work life balance. The descriptive study was carried out in the city of Bangalore, which has large number of Pharmaceutical Companies. The sample was drawn from these companies. The study showed that the employees as well as the organizations are able to manage the work-life balance. Even though there was no empirical evidence to suggest the same. Further research is required to find out the relation between work-life balance and performance of individuals and the organizations.

Work–life balance is a broad concept including proper prioritizing between "work" (career andambition) on one hand and "life" (Health, pleasure, leisure, family and spiritual development) on the other. Related, though broader, terms include "lifestyle balance" and "life balance". Over the past twenty-five years, there has been a substantial increase in work which is felt to be due, in part, by information technology and by an intense, competitive work environment. Long-term loyalty and a "sense of corporate community" have been eroded by a performance culture that expects more and more from their employees yet

offers little security in return. Today there are many young women who do not want to just stay at home and do house work, but want to have their careers. In fact, women may lose their self-esteem and identities when they stay at home; young women hope that their lives will include strong ties to the work place. Men know that work alone may not provide their lives with meaning. Young men can lose their meaning of life; they want a balance between paid work and personal attachments without being victimized at work.

Work-life balance is a concept including proper prioritizing between “work” (career and ambition)

and

“lifestyle”

(Health,

pleasure,

leisure,

family

and

spiritual

development/meditation)1. Work life balance is a choice an individual has to make. However, it is the organization that needs to take an initiative to help the employees. Today, an employee is not looking at their employer just for a job, also to care for their work life balance and their well being. If a company addresses these needs, in addition to providing better career opportunities, they can be very successful in providing job satisfaction to the employees. Companies are adopting new means to ensure that their employees get enough time to enjoy their personal life and spend time with family. It is very essential for the organizations to have good work-life balance practices and policies; this would ensure various factors like:



Decreased employee turnover rates.



Helps the organization in becoming Preferred Employer.



Improved ROI on employees, as there is reduced turnover.



Enhanced employee morale and satisfaction.



.Less absenteeism due to employee satisfaction.



Enhanced employee loyalty and commitment towards the organization.



Enhanced organizational performance.

Work-life balance is the term used to describe those practices at workplace that acknowledge and aim to support the needs of employees in achieving a balance between the demands of their family (life) and work lives. “The Industrial Society”, believes that ‘work-life balance is about people having a measure of control over when, where and how they work. It is achieved when an individual’s right to a

fulfilled life inside and outside paid work is accepted and respected as the norm, to the mutual benefit of the individual, business and society. Work-life balance is not merel work-family balance. More specifically, it refers to the management of one’s professional responsibilities and family responsibilities, towards children, any disabled family member, or a partner/ spouse effectively. One can have workfamily balance, but may not havr anything left for oneself, for one’s community, for one’s own personal growth and development, rest and relaxation. So it is possible to have work family balance and still need to achieve worl-life balance. The concept of work-family (life) balance has emerged from the acknowledgement that an individual’s work/life and personal/family life which may exert conflicting demands on each other. Conflict is a normal part of life and is a natural result of the conflicting demands arising from multiple roles, such as that of a mother, daughter, daughter in law, wife, friend, and employee. In order to manage the negative spillover of conflict, it is important to balance the demands from both the domains. Work-life balance is about adjusting work patterns to achieve overall fulfilment. The best work-life balance varies for an individual during the life span. At different stages of career and age, different factors demand importance at once. There is no one work-life that fits all because all of us have different priorities and different styles of life. However, it is not just the balance that an individual desires, but the fulfilment in the roles enacted in life.

1.3.3 Importance of Work Life Balance Working on a job for a company and making a career can be an extremely time consuming duty for any employee. Employees are busy at their offices throughout the day and sometimes even on weekends. This gives them very little time to interact with their family. Because of high pressure of work, often family members get neglected. Also, stressful jobs cause the health of employees to deteriorate. This is where work life balance come into the picture. Work life balance concept allows an employee to maintain a fine balance in the time he or she gives to work as well as to personal matters. By having a good balance, people can have a quality of work life. This helps to increase productivity at workplace as the employee is relaxed about his personal commitments. It also allows the employee to give quality time with family to spend vacations, leisure time, work on his/her health etc. Hence work life balance is extremely important for employees and increases their motivation to work for the company.

The below image depicts a work life balance scenario, where an employee has to balance his/her life between personal (family, friends & self) and professional (job, career) commitments.

Steps of Work Life Balance There are specific guidelines to how an individual can maintain a proper work life balance, some of which are: 1. Creating a work leisure plan: Where an individual has to schedule his tasks, and divide time appropriately so that he has allocated appropriate time to his work and his career development goals and at the same time allotted time for leisure and personal development. 2. Leaving out activities that waste time and energy: Individual should judiciously avoid wasteful activities which demand large time and energy and in return not produce output for heither the work life or the leisure life 3. Outsourcing work: Delegate or outsource time consuming work to other individuals 4. Set enough time for relaxation: Relaxation provides better work life balance, and tends to improve productivity on the professional or the work front along with providing ample scope to develop the life part of the balance. 5. Prioritizing work: Often employees do not give priority to work and end up doing a lot of work at the last minute. Better planning can help employees save unnecessary time delays, which can be utilized by employees for personal work.

1.3.4 Benefits of work life balance There are several advantage of work life balance. Some of them are discussed below: 

Work life balance increases the motivation of employees and helps them perform better at job



It helps people to relieve their stress as they can spend leisure time with their near and dear ones



Companies can maximise productivity from an employee who is rejuvenated and refreshed as compared to a over worked employee



Healthy lifestyles can be maintained by having a work life balance. This includes a good diet, regular exercises etc



Employees who are highly motivated can help the business grow as they are more attached to their job and careers

Hence, this concludes the definition of Work Life Balance along with its overview.

1.3.5 Some reasons for Work Life Balance 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

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.

1.3.6 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.

The benefits for businesses Research has repeatedly shown that there is significant business benefits associated with implementing work-life balance policies. 

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.

1.3.7 Causes of work life conflict Some researchers indicate different causes of work-family conflict. Open-ended questions were not part of the main analyses; however they allowed the author to recognise the main causes of work-family conflict experienced by respondents. Interestingly, the causes of workfamily conflict were different across different sectors. As previously stated the three main sectors in the sample population were financial sector (49%), retail sector (21%), and pharmacy sector (11%). The current study found that the main causes of work-family conflict across the financial sector were excessive workload caused by a reduced number of staff, and long working hours necessary to complete allocated tasks.

When respondents were asked what they thought their employers could do to improve their WLB, the majority suggested higher work schedule flexibility, more staff members, and less working hours and overtime. Some individuals indicated a preference for time off in lieu of working overtime, which suggests that employers could introduce more flexi-time initiatives and compressed working week initiatives, to improve employees WLB. However, a number of individuals indicated a preference for a pay increase for working longer hours, which would suggest that for those who indicated higher incomes, financial reward would compensate for the work-family conflict and poor WLB. Although this study omitted economic factors such as income in assessing levels of WLB and wellbeing, it should be noted that some research indicates a positive relationship between income and perception of wellbeing and a negative relationship between income and perception of stress

CHAPTER – 2 REVIEW OF LITERATURE

Review of Literature



(R Batt, PM Valcour), The relationship between human resources practices and three outcomes of interest to firms and employees: work‐family conflict, employees’ control over managing work and family demands, and employees’ turnover intentions. We analyze three types of human resources practices: work‐family policies, human resources incentives designed to induce attachment to the firm, and the design of work. In a series of hierarchical regression equations, we find that work design characteristics explain the most variance in employees’ control over managing work and family demands, whereas human resources incentives explain the most variance in work‐family conflict and turnover intentions. We also find significant gender differences in each of the three models. Our results suggest that the most effective organizational responses to work‐family conflict and to turnover are those that combine work‐family policies with other human resources practices, including work redesign and commitment‐enhancing incentives.



(Fleetwood, 2007 and MacInnes, 2008), Work life balance has always been great concern for current researches because of its direct relationship with productive quality of work life. Good work life balance is most essential for every individual to be more efficient and effective thereby attaining job satisfaction which in turn ensures success in his or her ventures. Work-life balance is vital to teacher effectiveness and satisfaction in the context of student learning. Researches have proved that a good quality work life balance results in the wellness of the faculty and also improved student behaviour. Moreover, good work life balance gives a feel of job satisfaction and also helps to achieve higher retention rates in the institution.



(Lakshmi & Kumar (2011), Over the course of the career, every teacher faces some difficulties in attaining balance between professional and personal life due to lack of clear boundary between work and life because of flexibility of schedules.



(Bell, Rajendran & Theiler (2012), Zedeck (1992), hypothesized that high levels of perceived job pressure stress and job threat stress would predict increased levels of work-life conflict, and decreased levels of work-life balance.



(Punia & Khosla (2009) found that in the education sector collaboration strategy is used in majority dimensions of organisational role stress which signifies that in this sector people wish to remain conflict and stress free as it is directly linked with the teacher performance in and out side the classroom which are part and parcel of their organisational environment.



(Lakshmi & Kumar (2011), Career women are challenged by the full-time work and at the end of each work-day in a private Educational Institution they carry more of the responsibilities and commitments to home.



(Punia, 2004; and Yadav & Punia, 2013), Their study highlighted the issues connected with work life balance of women in an educational institution and the factors that determine work life balance. Management of educational institutions needs to be conscious of this status of working women and periodically review the status. They can create supportive environment to help these women to achieve work life balance. Moreover, environmental matching calls for harmonizing the physical working environment with individual employee’s needs and aspirations to provide them better quality of work life. In any of the organization, for educators, professionals, corporate trainers, recruiters, managers there are some reasons for their extra performance apart from average performance which is neither the technical skills nor the intelligence rather it is something else that cannot be defined in words i.e. extra role behavior and the same can be attained through improved quality of work life.



Miryala & Nagapriya (2012), highlighted the necessity of adopting work life balance policies for teachers teaching at different levels. Based upon the different elements especially with reference to government and private institution teachers, the study proposed a proper policy for work life balance. Since Quality of work life has direct correlates with cost incurred on employees whether by inflow or outflow. When employees with knowledge leave a company, the consequences for the company go far beyond the substantial costs of recruiting and integrating replacements and there is a significant economic impact when an organisation loses any of its critical employees, especially given the knowledge that is lost with the employees.



Punia & Sharma (2008), viewed that the cost of replacing workers can be considerable, and the specific workplace acquired skills and knowledge people walk away with can take years to replace, therefore, quality of work life is essential component to retain the talent.



Fatima & Sahibzada (2012), explored the determinants of work and life imbalance with respect to male and female university teachers and viewed that partner support, colleague support and job resources are positively associated with the work life balance whereas unfair criticism at job is negatively associated with work life balance The variables, partner support, childcare responsibilities, elder dependency, and colleagues support have different effect when analyzed by male and female university teachers as independent variables.



Bell, Rajendran & Theiler (2012), Stress and pressures, along with organisational change in universities have led to the increased importance of research in to the impact of perceived job stress, work-life balance and work-life conflict amongst academics yet, very few studies have examined academics’ ability to balance work and personal life, and overcome work-life conflict.

CHAPTER – 3 RESEARCH METHODOLOGY

Research Methodology To carry out the research, I have used the following research methodology.

3.1 Research Design The present study is Casual because the researcher has attempted to find out the impact between the different variables. The study setting is Non- Contrived as the study has been carried out in natural environment and no researcher interference has been there in data collection.

3.2 DATA SOURCE After the research problem has been identified and selected, the next step is to gather the requisities data. While deciding about the method of data collection to be used for, the researcher has kept in mind two type of data: Primary and Secondary data. In the present study researcher has made use of the primary data which has been collected through questionnairs, observations, Personal Interview along with the secondary data which has been collected from the companies’ websites and from the records, books magazines, journals and newspapers.

3.3 SAMPLE AND SAMPLING DESIGN Sampling method is that method in which data is collected from the sample of the items selected from the population and conclusion drawn from them. The method of selecting a sample out of a given population is called sampling. In other words, sampling denotes the selection of a part of the aggregates statistical material with a view of obtaining information about the whole nowadays. There are various methods of selecting a sample from a population accordance with various needs.



Sample Unit

: Employees working in Netsterz Infotech Pvt Ltd.



Sampling Size

: 50 Respondents



Sampling Technique : Quota Sampling



Sampling Area

: Mohali, Punjab

3.4 OBJECTIVE OF THE STUDY 

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.



To study that excess workload and responsibility affects employees Work Life Balance.

CHAPTER – 4 DATA ANALYSIS AND INTERPRETATION

(Q- 1) I normally work more than 6 days in a week? Scale

Respondents(In Percentage) Netsterz Infotech Pvt. Ltd. 32% 30% 22% 16% 100%

Strongly Disagree Disagree Agree Strongly Agree Total

Respondents(In numbers) 16 15 11 8 50

Work more than 6 days 16% 32% Strongly Disagree

22%

Disagree Agree 30%

Strongly Agree

Interpretation: This figure shows that most of the employees agree that they work more than 6 days.

(Q- 2) I normally work more than twelve hours in a day? Scale

Respondents(In Percentage) Netsterz Infotech Pvt. Ltd. 12% 24% 34% 30% 100%

Strongly Disagree Disagree Agree Strongly Agree Total

Respondents(In numbers) 6 12 17 15 50

Work more than 12 hours 12% 30% 24%

Strongly Disagree Disagree Agree

34%

Strongly Agree

Interpretation: This figure shows that most of the employees agree they work twelve hours in a day.

(Q- 3) I feel difficult to balance my work life? Scale

Respondents(In Percentage) Netsterz Infotech Pvt. Ltd. 22% 34% 20% 24% 100%

Strongly Disagree Disagree Agree Strongly Agree Total

Respondents(In numbers) 11 17 10 12 50

Difficult to balance work life

20%

24% Strongly Agree Disagree

22%

Strongly Disagree 34%

Agree

Interpretation: This chart shows that most of the employees disagree that they do not face difficulty to balance their work life.

(Q- 4) I often do think and worry about work (when I am not at work)? Scale

Respondents(In Percentage) Netsterz Infotech Pvt. Ltd. 8% 30% 34% 28% 100%

Strongly Disagree Disagree Agree Strongly Agree Total

Respondents(In numbers) 4 15 17 14 50

Worry about work 8% 28% 30%

Strongly DisAgree Disagree Agree

34%

Strongly Agree

Interpretation: This figure shows that most of the employees agree that they worry about work.

(Q- 5) I do work in shifts? Scale Strongly Disagree Disagree Agree Strongly Agree Total

Respondents(In Percentage) Netsterz Infotech Pvt. Ltd. 10% 30% 20% 40% 100%

Respondents(In numbers) 5 15 10 20 50

Work in shifts 10% 40% 30%

Strongly disagree Disagree Agree

20%

Interpretation: This figure shows that employees agree that they work in shifts.

Strongly agree

(Q- 6) I find himself to spend enough time with family? Scale Strongly Disagree Disagree Agree Strongly Agree Total

Respondents(In Percentage) Netsterz Infotech Pvt. Ltd. 10% 20% 24% 46% 100%

Respondents(In numbers) 5 10 12 23 50

Enough time with family 10% 20%

46%

Strongly disagree Disagree Agree 24%

Strongly Agree

Interpretation: This figure shows that most of the employees agree to spend their enough time with their family.

(Q – 7) I miss out quality time with their family and friends because of pressure of work? Scale Strongly Disagree Disagree Agree Strongly Agree Total

Respondents(In Percentage) Netsterz Infotech Pvt. Ltd. 12% 18% 26% 44% 100%

Respondents(In numbers) 6 9 13 22 50

Miss quality time 12% 44%

18% Strongly Disagree Disagree Agree 26%

Strongly Agree

Interpretation: This figure shows that most of the employees agree to miss out quality time with their friends because of pressure of work.

(Q -8) I have unable to get time for working out? Scale

Respondents(In Percentage) Netsterz Infotech Pvt. Ltd. 12% 18% 30% 40% 100%

Strongly Disagree Disagree Agree Strongly Agree Total

Respondents(In numbers) 6 9 15 20 50

Unable to get time for working out 12% 40%

18% Strongly Disagree Disagree Agree 30%

Strongly Agree

Interpretation: This figure shows that most of the employees agree that they unable to get time for working out.

(Q – 9) I have a separate policy for work-life balance? Scale Strongly Disagree Disagree Agree Strongly Agree Total

Respondents(In Percentage) Netsterz Infotech Pvt. Ltd. 14% 16% 22% 48% 100%

Respondents(In numbers) 7 8 11 24 50

Separate policy for work life balance 14% 48%

16%

Strongly Disagree Disagree Agree

22%

Strongly Agree

Interpretation: This figure shows that most of the employees agree that they have separate policy for work life balance.

(Q – 10) Company provides flexible working hours? Scale

Respondents(In Percentage) Netsterz Infotech Pvt. Ltd. 8% 22% 40% 30% 100%

Strongly Disagree Disagree Agree Strongly Agree Total

Respondents(In numbers) 4 11 20 15 50

Flexible working hours 8%

30% 22% Strongly Disagree Disagree Agree 40%

Strongly Agree

Interpretation: This figure shows that most of the employees agree that company provides flexible working hours.

(Q – 11) Company provides Career breaks/ Sabbaticals? Scale Strongly Disagree Disagree Agree Strongly Agree Total

Respondents(In Percentage) Netsterz Infotech Pvt. Ltd. 8% 30% 24% 38% 100%

Respondents(In numbers) 4 15 12 19 50

Provides Career Breaks 8% 38% 30%

Strongly Disagree Disagree Agree

24%

Strongly Agree

Interpretation: This figure shows that most of the employees agree that company provide career breaks to their employees.

(Q – 12) Company organizes health programs? Scale

Respondents(In Percentage) Netsterz Infotech Pvt. Ltd. 10% 20% 40% 30% 100%

Strongly Disagree Disagree Agree Strongly Agree Total

Respondents(In numbers) 5 10 20 15 50

Co. organize health programs 10%

30% 20% Strongly Disagree Disagree Agree 40%

Strongly Agree

Interpretation: This figure shows that most of the employees agree to said that company organize health programs.

(Q – 13) Organization encourages the involvement of family members in work achievement reward functions? Scale Strongly Disagree Disagree Agree Strongly Agree Total

Respondents(In Percentage) Netsterz Infotech Pvt. Ltd. 10% 10% 36% 44% 100%

Respondents(In numbers) 5 5 18 22 50

Work achievement rewards 10% 10% 44% Strongly Disagree Disagree 36%

Strongly Agree Agree

Interpretation: This figure shows that most of the employees agree to that their organization encourage the involvement of family members in work achievement.

(Q -14) Organization encourages Family support programs? Scale Strongly Disagree Disagree Agree Strongly Agree Total

Respondents(In Percentage) Netsterz Infotech Pvt. Ltd. 4% 16% 34% 46% 100%

Respondents(In numbers) 2 8 17 23 50

Org encourage family support programs 4%

16%

46% Strongly Disagree Disagree 34%

Agree Strongly Agree

Interpretation: This figure shows that most of the employees agree that organization encourage family support programs.

(Q – 15) I have a heavy workload? Scale

Respondents(In Percentage) Netsterz Infotech Pvt. Ltd. 20% 36% 20% 24% 100%

Strongly Disagree Disagree Agree Strongly Agree Total

Respondents(In numbers) 10 18 10 12 50

Heavy workload

24%

20%

Strongly Disagree Disagree 20% 36%

Agree Strongly Agree

Interpretation: This figure shows that most of the employees disagree that they have heavy workload in the organization.

(Q – 16) I have deadlines to meet? Scale

Respondents(In Percentage) Netsterz Infotech Pvt. Ltd. 10% 36% 30% 24% 100%

Strongly Disagree Disagree Agree Strongly Agree Total

Respondents(In numbers) 5 18 15 12 50

Deadlines to meet

24%

10%

Strongly Disagree 36%

Disagree Agree

30%

Strongly Agree

Interpretation: This figure shows that most of the employees agree that they have deadlines to meet.

(Q – 17) Job Description is clearly defined? Scale Strongly Disagree Disagree Agree Strongly Agree Total

Respondents(In Percentage) Netsterz Infotech Pvt. Ltd. 10% 10% 46% 34% 100%

Respondents(In numbers) 5 5 23 17 50

Job Description Defined 10% 10%

34%

Strongly Disagree Disagree Agree

46%

Strongly Agree

Interpretation: This figure shows that most of the employees agree that employee job description is defined.

(Q – 18) I can decide their own work schedule? Scale

Respondents(In Percentage) Netsterz Infotech Pvt. Ltd. 38% 46% 10% 6% 100%

Strongly Disagree Disagree Agree Strongly Agree Total

Respondents(In numbers) 19 23 5 3 50

Work Schedule

10%

6% 38% Strongly Disagree Disagree Agree

46%

Strongly Agree

Interpretation: This figure shows that most of the employees disagree that they can decide their own work schedule.

(Q – 19) Boss provides enough Authority and responsibility to do job?

Scale Strongly Disagree Disagree Agree Strongly Agree Total

Respondents(In Percentage) Netsterz Infotech Pvt. Ltd. 10% 20% 36% 34% 100%

Respondents(In numbers) 5 10 18 17 50

Provides authority and responsibility 10% 34%

20% Strongly Disagree Disagree Agree 36%

Strongly Agree

Interpretation: This figure shows that most of the employees agree that boss provides enough authority and responsibility to do job.

CHAPTER – 5 FINDINGS OF THE STUDY

5 Findings  Majority of the employees agree to work more than 6 days in a week.  Most of the employees work more than 12 hours in a day.  Employees face difficulties to balance their worklife in the organization due to heavy          

workload. 62% employees are worried about their work when they not at work. Employees agree that they work in shifts in the organization. 70% employee strongly agree that they spend enough time with their family. Majority of employees agree they have separate policy for work life balance. Most of the employees agree that company provide career breaks to their employees. Employees strongly agree that company organize health programs for their better health. Organization encourage the employees to given work achievement awards with involvement of their family members. Employees have deadlines to meet. 80% employees are agree that their job description is clearly defined. Majority of employees agree that boss provides authority and responsibility to do their work.

CHAPTER – 6 RECOMMENDATION & LIMITATION

6.1 RECOMMENDATION Work Life Balance is important for employees. If they strike a work life Balance they can perform effectively and efficiently which will help organization to achieve its objectives and foster a good working climate. Work load and responsibility should match employee calibre and should not detriment employee’s work life Balance. The following recommendations are recommended:

 

Good working relationship must be established among personnel in order to better work life. Work life could be improved upon by introducing on - the - job benefits (housing loan, medical services, opportunity to learn new skills, etc). This in turn, will improve their confidence in the organization.



Many of the employees feel that the company rules and procedures are able to protect their interests and hence they should be changed.



The management should be more helpful and sympathetic towards the problem faced by the employees at the workstation.



Employee assistant programs can be of great help.



Flexible working timings can also foster work life balance.



Short breaks can also help employee manage their workload.



Introducing sabbaticals can be of help for employees.

6.2 LIMITATION OF THE STUDY



Attitude Of Respondents The casual and avoiding attitude of very few respondents while answering them was a little problem to the present study.



Lack of Experience Lack of experience came in the way of gathering the data from respondents in collection is required and relevant data.



Time constraints The tine period for carrying out the research has been limited as a result of which many facts have been left unexplored.

CHAPTER – 7 CONCLUSION

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. Work life balance is a contemporary issue of great relevance to be considered by the organizations for the employees. Employees are the biggest asset of every company.

CHAPTER – 8 BIBILOGRAPHY

BIBILOGRAPHY

Book Referred: 

Newstorm W John7 (2008), “Organizational Behavior, attitude and Work life balance at ”. (This book focuses on the Emotions related to work).



Libby Sartain & Mark Schuman8 (2006), “Brand from the inside”, Google Books. (This book helps in giving the information about that how the organization can connect their employees in business).



Robbins Stephen9 (13th Edition), “Organization Behavior”. (This book helps in giving an introduction to the topic.)



Subarao. P10, “Organization Behavior”. (This book helps in giving introduction to the variables)



Tyagi Archna11, “Organization Behavior”. (This book helps in giving an introduction to the topic.)



Ashwathapa. K12 (VIIth Edition), “Organization Behavior”. (This book helps in giving an introduction to the topic.)



Rao VSP 13, “HRM”. (This book helps in defining the variables.)



Pareek Udai 14 (IInd Edition), “Organizational Behavior”. (This book helped in getting insight about variables)

Site Referred:



Work Life Balance By: -Wikipedia, the free encyclopedia



www.mvc.edu/files/ep- work life balance.pdf



www.businessnewsdaily.com/5244- improve work life balance



Andrew Oswald, (2002). Are You Happy at Work? Job Satisfaction and Work-Life Balancein the US and Europe, http://www.mendeley.com.



Bloom, N., Kretschmer, T., & Reenen, V., (2006). Work Life Balance – Management Practices and Productivity. [Online] Centre for Economic Performance. Available from: http://cep.lse.ac.uk.



Department of Trade and Industry, (2001). The Essential Guide to - Work-life Balance. London: DTI. Available from: http://www.flexibleworking.co.uk.



Doble, N., & Supriya, M.V., (2010). Gender differences in the perception of work life balance. From:http://www.fm-kp.si/zalozba.



Dimensions of Corporate Culture December 28, 2007 by Steve Rosenbaum. From: http://learningatlightspeed.wordpress.com.



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what

is

Employee

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From

www.peoplestreme.com. 

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Mulvaney, R.H, John, W., & Jeanette, N., (2006). A framework for work–life balance practices.


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

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

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

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

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

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Performance

–

Workplace

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CHAPTER – 9 ANNEXURE

Questionnaire on Work-Life Balance Annexure i - Questionnaire (This information is sought for academic purposes only. The details of the respondents and the organization would be kept highly confidential. Your cooperation is solicited) Demographic Information

1. Name of the Respondent 2. Age

(Mark at the appropriate place) < 20

3.

____________________________________________

Gender

20-29

30-39

40-49

(Mark at the appropriate place) Male Female

4. Highest Education ______________________________________________

5. Name of the Industry _______________________________________________

6. Name of the Organization _______________________________________________

7. Designation ________________________________________________

50-59

> 60

8. Organizational Level (Mark at the appropriate place) Entry Level Middle Level Senior Management Executive/ Sr. Vice President CEO/ President 9. Years with Organization (Mark at the appropriate place) Less than 6 Months 6 Months to 1 Year 1 to 2 Years 2 to 4 Years 4 to 6 Years 6 to 10 Years 10 to 15 Years More than 15 Years

QUESTIONNARIE ON WORK LIFE BALANCE

Sr.no# Items 1.

I normally work More than 6 days in a week.

2.

I normally work more than twelve hours in a day.

3.

I feel difficult to balance my work- life.

4.

I often do think and worry about work (when I am not a work).

5. 6.

I work in shifts. I find myself unable to spend enough time with my family.

7.

I miss out quality time with my family and friends because of pressure of work.

8.

I am unable to get time for working out.

9. 10.

My company has a separate policy for work-life balance. My company provides flexible working hours.

11.

My company provides Career breaks/ Sabbaticals.

12.

My company organizes health programs.

13.

I suffer from stress related diseases.

14.

My Organization encourages the involvement of family members in work-achievement reward functions.

15.

My organization encourages Family support programs.

Strongly Disagree Agree Strongly Disagree Agree

QUESTIONNARIE ON WORK LOAD RESPONSIBILITY Sr.no#

Items

1.

I have a heavy workload.

2.

I have my deadlines to meet.

3.

My Job Description is clearly defined. I can decide my own work schedule.

4.

5. 6.

7.

The competencies needed for my job are clear. My boss provides enough Authority and responsibility to do my job. My responsibility at work increases my workload.

Strongly Disagree

Disagree

Agree

Strongly Agree

QUESTIONNARIE ON WORK LIFE BALANCE

QUESTIONNARIE ON WORK LOAD RESPONSIBILITY

Sr.no#

Items

1.

I have a heavy workload.

2.

I have my deadlines to meet.

3.

My Job Description is clearly defined.

Strongly Disagree

Disagree

Agree

Strongly Agree

4.

I can decide my own work schedule.

5.

The competencies needed for my job are clear. My boss provides enough Authority and responsibility to do my job. My responsibility at work increases my workload.

6.

7.