miniproject-Project on mill

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8/9/2019 miniproject-Project on mill

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WORK LIFE BALANCE OF WOMEN EMPLOYEES IN PRECOT MERIDIAN LIMITED, WALAYAR 2

INTRODUCTION TO THE STUDY

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

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

on the topic “ ork life balance of omen employees in te!tile "ndustry of Palakkad #istrict.

Work $ life %alance of omen employees has become an important subject since the

time has changed from men as the bread inner to today&s orld here both men and omen

e'ually sharing the responsibility of family life. Though it is a very broad subject hich speaks

about both career development on one side and the family care on the other side( it is very

necessary to kno ho the omen balance the professional demands and domestic

compulsions. Professional life means the aim to gro and earn respect in the organi)ation and

society at large and Personal life means taking care of family( children( parents( health and

spending the leisure time effectively ith the development of educational economical and social

standards. Things have improved to a great e!tent and the role of omen in balancing their

lifestyle is less ta!ing. %ut not all omen have been able to achieve this balance( as each one of

them has different challenges to balance. Therefore only periodical research ill bring to light

the inade'uacies of the initiatives to achieve a healthy ork life balance.

*areer omen are challenged by the full$time ork and at the end of each ork day

they carry more of the responsibilities and commitments to home. Majority of omen are

orking +,$+- hours per eek and most of them are struggling to achieve ork$life balance.

Women reported that their life has become a juggling act as they have to shoulder multiple

responsibilities at ork and home. This project highlights the issues connected ith ork$life

balance of omen and the factors that determine ork life balance.

LEAD COLLEGE OF MANAGEMENT DHONI


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1.1ORGANIZATION PROFILE

Precot meridian is one of the oldest groups hich started its mill in /-0( promoted by

1.#amodaran. Precot Meridian limited 2PML3 as incorporated in /45 in Palakkad( Kerala( to

produce cotton yarns ith an initial capacity of 5,/4 spindles. Precot Meridian limited made its

maiden issue in /45. Production of cotton yarns commenced during /4+.The Precot has

symboli)ed 6uality and Trust in the te!tile industry. With four decades of spinning e!perience

and a diverse range of products that include cotton yarns( seing threads( fabrics and garments7

Precot is one of the fe totally integrated te!tile players ith a total turnover of /, million 89

#ollars. The :roup has state of the art infrastructure facilities and skilled personnel to rise up to

customer e!pectations. The group has been accorded the status of ; by The *otton

Te!tile

%elgium( *hina( "taly( Bapan( Malaysia( Portugal( 9outh Korea( Turkey and 8.K .

Key mile stones

• Crom an initial capacity of 5(,/4 9pindles at Kanjikode( Kerala 2D$8nit3 in /4+( no

the capacity of the unit is -E(4,, spindles.

• "n /0F( the second unit 2%$8nit3 as set up at =indupur( Dndhra Pradesh ith an initial

capacity of 50(0,, 9pindles and the current capacity is 4/(5, spindles.

• "n //5( the third unit 2*$8nit3 as set up at Walayar( Kerala as a ,,G

8nit ith a capacity of 5(,/4 9pindles and the current capacity is 5-(F++ spindles.

• "n //-( an A< 8nit 2# 8nit3 as set up at Walayar adjacent to its third 8nit ith a

capacity of F++ @otors.

• "n //0( a yarn dyeing 8nit 2K 8nit3 as set up at Kolar( Karnataka to manufacture

polyester seing threads and its capacity is E tons per day.

• "n 5,,( a modern eaving plant at 9ethumadai near Pollachi as set up to manufacture

yarn$dyed fabrics.



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• "n Banuary 5,,+( yarn dyeing operations ere started at Perundurai( hich caters to the

needs of the 9ethumadai unit.

• "n 5,,4( Meridian "ndustries merged ith Precot Mills and the name as changed to

Precot Meridian Ltd.( and the current capacity is 44(-+ spindles.

• Precot Meridian is looking toards green poer generation and has invested in E

Windmills. These indmills cater -,G of the poer re'uirements of units located in

Tamil 1adu.

!"lity Systems

Precot Meridian being an "9A /,, certified company is focused on

providing the finest 'uality yarns and fabrics. "n order to meet customer

re'uirements and to ensure their satisfaction( Precot Meridian implemented T6M

in all the units for e!ecuting ;-9> methods of housekeeping and FM methods to

control astage of resources. 6uality 9ystem is achieved through total employee

involvement( technical "nnovation and continual improvement

#e$i%i"n In%!st$ies Limite% me$&es 'it( P$e)ot

Meridian "ndustries Limited has been merged ith Precot Mills Limited ith effect from

,st Dpril( 5,,4. Meridian "ndustries Ltd 2M"L3 hich as incorporated in the year //F as

promoted by Precot Mills Limited and around E,G of the shares of M"L ere held by the

shareholders of Precot. To have larger capacity in a single company( instead of the capacities

being spread over in to companies having common shareholders( the merger as proposed.This has been approved by the =igh *ourt of Madras vide its order dated F,th Dugust and st

9ept( ,4. Ds per the scheme of Merger( the shareholders of M"L are entitled for one share of

Precot for every to shares of M"L. Dccordingly the share certificates of Precot ere dispatched

in #ec( ,4 to those shareholders ho have surrendered the certificates of M"L. 9hareholders of



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M"L( ho are yet to claim the certificates of Precot can( do so by sending the M"L certificates

along ith the folloing application duly filled in to the registrars.

Co$*o$"te + Cent$"l o,,i)e

*orporate office is situated at “9upremH P.% 1oI E4EFE( Pulikulam @oad( *oimbatore$

4+ ,+-.*orporate office deals ith ra material purchase( testing( approval and allotment to

group mills. "n addition to that finali)ation of sales contract( approval of production$planning(

policy decisions etc. are also taken at corporate office.

A-Unit

8nit D is located at Kanjikode est( Palghat( Kerala and as established in the year

/4+.the area used is 5 =ectors surrounded by - =ectors of its on land. Present 9pendlage of

the Cactory is -E4,,(orking 5+ hours in a day and E days in a eek and 9pinning =osiery

yarns( arp and eft yarns and doubled yarns counts ranging from F,s to ,,s combed and

cradle varieties. Dll are ring spun yarns only.

-Unit

% unit is at Kodigerahalli( =.9.Mandir( =indupur2post3(Dndra Pradesh and on

established in the year /0F.Mill is located in an area of around - =ectars. Present installed

capacity of the mill is E5,,, spindles engaged in manufacturing of ring spun yarn and orking

5+ hours a day and E days a eek continuously.

C-Unit

*$8nit is at *handrapuram( Walayar #am 2post3( Palghat 2#ist3( Kerala. 8nit as

established in the year //5.Cactory is build up in an area of /4,, s'uare meter. Present

spindlage of the unit is 5+E5, company produces yarn ranging beteen 5,s 1e to +,s 1e in both

,,G *otton *ombed varieties to suit different end uses. Dt present the yarn produced from the

mil is being idely used for knitting 2%anians and Knitear3.

D-Unit



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#$8nit is situated at *handrapuram( Walayar #am 2post3( Palghat 2#ist3( Kerala and

as established in the year //-. This is located in an area of around -.F =ectors. Present

capacity of the factory is F++ rollers( manufacturing yarn ranging beteen 4,s 1e in both ,,G

*otton and Processed astes in carded and combed varieties to suit different end uses. Dt present

the yarn produced from the mill is being idely used for "ndustrial fabrics and bed sheets.

A/o!t P$e)ot C

. Counder of the :roupI 9ri.J.1 @amachandran 2Late3 9ri.1.#amodaran

5. *hairman Managing #irectorI 9ri.#.9arath *handran

F. 9tarting of the MillI Banuary /5

+. Total 9pindles "nstalledI 5+500 9pindles 25F,-43

-. @a$materialI *otton and Polyster staple fiber

4. *ount of yarn processedI 5,s to +,s cotton combed knitting yarn

E.


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S(i,t Timin&s P$e)ot C

Morning $ 0.,, DM to +.F, PM $ " shift


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• 9"*>s 9upervisors are present in all shifts to manage orkers.

• "n all shifts shift supervisor 9"* ill be these to look after the shift.

• 8niform is 9upplied to all operatives and non O Aperatives.

1.2 RESEARCH PROLE# STATE#ENT

"ndian families are undergoing rapid changes due to the increased pace of urbani)ation

and moderni)ation. "ndian omen( ho belong to all classes( have entered paid occupations.



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Most studies regarding married omen ho are employed( in "ndia have reported economic need

as being the primary reason given for orking.

The present study is an attempt to investigate the various factors hich affect the ork

sphere and personal life of omen orking( causing undue stress in Te!tile "ndustry( in this

sector more number of employees are females( some of them are contract orkers( and others are

permanent employees. "n precot meridian( a severe problem faced in the past 5 years is that the

omen employees dissatisfaction in ork. The ork is done in three shifts here the employees

need to ork in night shifts too. The health problems from inhaling of the cotton particles may

also affect the orker>s daily life. The tension employees feel both physically and mentally

ould affect their personal life.

With the help of labor elfare officer e find the problem( “difficulty of employees to

balancing the ork personal lifeH. The situation demands a study hether the omen

employees are really struggling to balance their ork and the personal life and if yes hat are the

reasons hich causes an imbalance.

1.3 O4ECTI5ES OF THE STUDY

• To st!%y t(e *$o/lems ,")e% /y t(e ,em"le em*loyees in /"l"n)in& 'o$ li,e "t

P$e)ot #e$i%i"n Limite%.



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• To no' '(et(e$ t(e ,em"le em*loyees "$e /"l"n)in& t(ei$ 'o$ "n% *e$son"l li,e.

1.6 RESERCH #ETHODOLOGY

POPULATION7

• The employees of P@


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• *onvenient 9ampling method is used in collecting information from the employees

SECONDARY DATA

• 9econdary data are those hich are collected from the maga)ines( booklets( ebsites etc.

STATISTICAL TOOLS USED

• 9imple percentage method

• "t as initially done to edit and tabulate data collected through 'uestionnaire

Percentage of respondents 1umber of respondents ,,

Total respondents

1.9 LI#ITATIONS OF THE STUDY

• Anly regular employees ere taken into account for the study

• "ncorrect opinion e!pressed by the respondents may affect the outcome of findings.

• The survey is purely based on the opinion of employees( hich may be biased at times.



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CHAPTER 2

RE5IE0 OF LITRATURE

RE5IE0 OF LITRATURE3 Dccording to PD@D98@DMD1 9TDMM


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balance ork and life by omen employees( percentage of employees ho have access to

some form of fle!time&.

53 T=< 981#DN T"M


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Women devote more hours per eek than men to non$ork activities such as

*hild care( eldercare and are more likely to have primary responsibility for

unpaid labor such as domestic ork.

E3 WA@L# 9A*"DL"9T Working omen. Cinally( the paper concludes ith discussions on possible

orkplace reforms hich may have an impact on omen&s ability to balance

ork and family responsibilities.

/3 9A8@*s e!posure to educational opportunities is substantially

higher than it as some decades ago( especially in the urban setting. This has opened ne vistas(

increased aareness and raised aspirations of personal groth. This( along ith economic

pressure has been instrumental( in influencing omen>s decision to enter the ork force. Most of



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employed married omen in "ndia( reported that economic need as being the primary reason

given for orking 2 9rivastava( /E0I @amanna and %ambaale( /0+3.

Women>s employment outside the home generally has a positive rather than negative

effect on marriage. *ampbell et.al.( 2//+3 studies the effects of family life on omen>s job

performance and ork attitudes. The result revealed that omen ith children ere significantly

loer in occupational commitment relative to omen ithout children( contrary to the

e!pectation( omen ith younger children out performed omen ith older children.

Makoska 2//-3 studied psychosocial determinants of stress and ell being among orking

omen. The significance of the ork related stressors as evidently greater than that of the

stressors associated ith the family function( although the relationship beteen family

functioning( stress and ell$being as also significant.

9uper 2/0,3 identified si! common life$roles. =e indicated that the need to balance these

different roles simultaneously is a reality for most individuals at various stages throughout their

lives. @ather than folloing a transitional se'uence from one role to another( omen are re'uired

to perform an accumulation of disparate roles simultaneously( each one ith its uni'ue pressure

2Kopp and @u)icka( //F3 multiple role$playing has been found to have both positive and

negative effects on the mental health and ell$being of professional omen. "n certain instances

omen ith multiple roles reported better physical and psychological health than omen ith

less role involvement. "n other ords( they cherished motivational stimulation( self esteem( a

sense of control physical stamina( and burst of energy 2#oress$Worters( //+3. =oever(

multiple roles have also been found to cause a variety of adverse effects on omen>s mental and



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physical health( including loss of appetite( insomnia( overindulgence( and back pain 2 =uges and

:linsky( //+3.

2.1 0ORK-LIFE ALANCING OF 0O#EN E#PLOYEES

Work $ life %alance of omen employees has become an important subject since the

Time has changed from men as the bread inner to today&s orld here both men and omen


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time ork and at the end of each orkday in a private concern7 they carry more of the

responsibilities and commitments to home. Majority of omen are orking +,$+- hours per

eek and most if they are struggling to achieve Work$life balance. Women reported that their life

has become a juggling act as they have to 9houlder multiple responsibilities at ork and home.

This project highlights the issues connecteith ork life balance of omen and the factors that

determine ork life balance.

2.2 0HAT IS 0ORK LIFE ALANCE:

Work$life balance is the e!tent to hich individuals are e'ually involved in and 9atisfied

ith their organi)ational role and their family role. %y definition ork life balance is Dbout

people having measure of control over hen( here and ho they ork .There is a vie that

ork life balance only in the frameork of hat the company does for the individual. The coreof ork life balance could also be summed as achievement ith enjoyment. D healthy ork life

balance is very essential for a professional to be productive and successful. To achieve this

success it is very important that she sets her priorities as per her needs but( keeping in mind the

demands of her profession and her family. Most important is that she needs to ork as per her

planned schedules and achieve her targets on time so that she does not mess up her duties.

The data is divided into three heads. They are as follosI$

i. =ealth related

ii. Camily related

iii. Work related

i. =ealth related factors

Cour ellbeing areas ere identified that affect omen orking areI$

=ealth related

Physical health #igestive health :ynec health Psychological health



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ii. Camily related factors

The to factors that influence omen orking in family sphere areI$

Camily related

Camily life Work life balance

iii. Work related factors

Three major factors that affect omen orking identified areI $

Work related

Bob security Work culture 9tatus and relations

The folloing fe tips ould help her achieve her goal.

• Cirst and foremost she needs to have a thorough understanding of her priorities to decide

about things that she can and cannot give up.• Dareness also calls for understanding her current position( her ork and family

environment and the resources available for her to ork toards her goal.

• =er goal needs to be realistic and achievable and the steps to achieve it have to be 9mart.

• 9he need to have an understanding for her strengths and areas of improvement and should

be open to ask for help and assistance here ever re'uired. 9he should be illing to share



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her vies and take suggestions from other members and also from other online resources

and build up her capabilities

• Dll through her dealings she needs to have a regular check on her values and Principles

and monitor herself from time to time.

• 9he needs to design schedules in such a manner that she has sufficient time for her family

and other social calls. 9he should make sure that she does not neglect either of them

profession and family in the bargain.

• 9he should keep herself updated on the latest technologies and improvements and utili)e

the same for her professional or personal groth.

• Time is premium and management of time should be her utmost skill.

• 1eeds to have a regular monitoring of her performance and improve on areas as and

hen re'uired.

2.3 0ORKLIFE ALANCE IN INDIA

Times have changed. 8nlike the old situation no both men and omen are doing

almost the same job at the ork place( but the drastic situation is still a major proportion of

husbands are just supervisors at home( hich makes the life of orking omen more miserable.

Dlthough( over the years omen in "ndia have struggled to establish an identity create

a mark in the organi)ational platforms and our society( but ith our present educational system

and ide open opportunities more and more omen tend to enter professional careers hich

have drastically changed the scenario.

"n fact( beteen // and 5,, female employment in "ndia on the hole( have increased

by F.4G per annum. Within the professional orld( hich reflects "ndia&s small but groing

middle class more than the country as a hole( the phenomenon of "ndian omen Qbreaking

through the glass ceilingQ is perhaps more muted.


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ork( regardless of gender prohibits gender discrimination in hiring practices3( the so$called

Qglass ceilingQ is perhaps still very prevalent ithin organi)ations.

Work life and private life are intertined for a vast majority of "ndian orkforce as

significant technological development has created a 5+!E intrusion in the private lives of

employees( says a study. Dccording to Ma Coi @andstad Work monitor 9urvey 5,5 Wave (

there is a definite challenge for employees in "ndia in handling ork$life balance.

QTechnology has increased ork efficiency to a large e!tent( but the donside is that it

has also simultaneously created a 5+E intrusion in the private lives of employees(Q Ma Coi

@andstad M# and *


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and provides comprehensive understanding of the job market sentiment and trends relating to the

employment market.

Women have a number of roles that they play throughout their life. Work$life conflict

occurs hen time and energy demands imposed by the diverse roles cannot be efficiently met ( as

participation in one role is made increasingly difficult by participation in another. #uring the past

decade( in "ndia the environment for multinational corporations has been 'uite volatile( ith

numerous challenges for the firms operating in this arena. =oever( throughout this period there

have emerged a number of corporate omen ho have been recogni)ed for their contributions to

organi)ational e!cellence and leadership despite the environmental fluctuations. %ut invariably

even fe years back omen poer ere not so elcome to hold and glorify the top positions of

different corporate houses. #ue to the "ndian social structure( prejudices and myths omenemployees used to face barriers hile climbing up the corporate ladder. %ut omen poer has

been proved and they succeeded in overcoming those barriers and made major contribution

toards organi)ational e!cellence.

2.6 0HY 0ORK LIFE ALANCE IS I#PORTANT TO 0O#EN:

Today&s career omen are continually challenged by the demands of full$time orkand hen the day is done at the office( they carry more of the responsibilities and commitments

to home. The majority of omen are orking +,$+- hours per eek and -FG are struggling to

achieve orklife balance. Women reported that their lives ere a juggling act that included

multiple responsibilities at ork( heavy meeting schedules( business trips( on top of managing

the daily routine responsibilities of life and home. Q9uccessfully achieving orklife balance ill

ultimately create a more satisfied orkforce that contributes to productivity and success in the

orkplace.Q


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CHAPTER -3



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ANALYSIS AND INTERPRETATION

3.1 AGE GROUP

T"/le No7 3.1

SCALE NO.OF RESPONDENTS PERCENTAGE ; 1>>

3.1A AGE GROUP

C("$t No7 3.1A



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!"#$% 3& 33'

31(4& 3'

)*+$ 4& 38'

age

INTERPRETATION

F0G of the sample as in the age region of above +,. 8nder F, ere F5G and F$ +, have the

percentage of F,G. This shos that te!tile industry is encouraging the participation of omen in

their affairs from earlier days itself and still continuing the same. There are no gender differences

in office affairs of the Precot Meridian.

3.2 NU#ER OF CHILDREN THEY HA5E

T"/le No7 3.2


F.2A NU#ER OF CHILDREN THEY HA5E

C("$t No7 3.2A



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NOT YET& 13'

ONLY 1 CHILD& 38'2 CHILDREN& 43'

3 - ABO.E& 8'

CHILDREN

INTERPRETATION

Dlmost all omen surveyed ere married and have children. 5.-G said that they not yet have

children. FE.-G said that they have only one child( +5.-G said that they have to children and

remaining E.-G have three or more children. They are aare about the importance of family

planning there as only having F omen said that they have more than F children. Crom this e

can understand that they are giving importance to financial stability of the family.

3.3 PLENTY OF SLEEP

T"/le No7 3.3


3.3A PLENTY OF SLEEP

C("$t No7 3.3A



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R$/!0)%0& 75'

O)+")00& 18'

N+ ) )00& 8'

SLEEP

INTERPRETATION

9leep is an important factor in everyone>s life. "t is an indicator of mental and health ellness.

E-G said that they are regularly getting sleep. E.-G said that they are only getting plenty of

sleep occasionally. %ut E.-G said that they are not at all getting plenty of sleep. 9ince the

majority is regularly sleeping ell e can>t say that the job dissatisfaction is the reason for that.

"t may be because of the tension about the family or may because of any health issues.

3.6 CANCELLATION OF HOLIDAYS DUE TO 0ORK

T"/le No7 3.6


3.6A CANCELLATION OF HOLIDAYS DUE TO 0ORK

C("$t No7 3.6A



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R$/!0)%01& 8'

O)4+")001& 25'

N+ ) )00& 68'

CANCELLATION OF HOLIDAYS DUE TO WORK

INTERPRETATION

40G said that they are not cancelling their holidays or cut short the holidays due to the ork.

5-G said that they are occasionally cancelling the holidays but EG said that they are regularly

cut short the holidays due to the ork. *ancelling and cut short the holidays are mainly

depending upon the nature of the ork they are doing. "f they on the higher positions they may

ant to cancel the holidays( because those positions have that much responsibility.

3.8 ENOUGH TI#E TO GI5E #YSELF

T"/le No7 3.8


3.8A ENOUGH TI#E TO GI5E #YSELF

C("$t No7 3.8A



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R$/!0)%0& 2'

O)+")00& 48'

N+ ) )00& 33'

ENOUGH TIME TO GIVE MYSELF

INTERPRETATION

5,G said that they are regularly caring about themselves here as +EG said that they are only

occasionally caring about them. %ut FFG said that they are not at all getting time to spend for

themselves. The main aims of this 'uestion as to kno ho much time each of them are

spending for themselves. Crom that e found that most of them are less bothered about their

e!ercise( hobbies( sports and themselves.

3.9 SATISFACTION 0ITH THE HEALTH CARE PRO5ISIONS

T"/le No7 3.9


3.9A SATISFACTION 0ITH THE HEALTH CARE PRO5ISIONS

C("$t No7 3.9A



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Y$& 7'

N+& 3'

SATISFACTION WITH THE HEALTH CARE PROVISIONS

INTERPRETATION

E,G informed that they are satisfied ith the health care provisions of the company hile

F,G informed that they are not satisfied ith the health care provisions of the company.

*ompany is providing medical reimbursement and recreational facilities to its employees. Dt this

time company can conduct a discussion ith its employees and hear the suggestions from them if

the company feels that they are beneficial to both of them( it can be implemented. An the other

hand company may give solutions for the orries of their employees.

3.? I HA5E TO TAKE #Y 0ORK HO#E

T"/le No7 3.?

SCALE NO. OF RESPONDENTS PERCENTAGE

Dgree Partially 5E.-Dgree Cully 0 5,

#isagree Partially + ,

#isagree Cully E +5.-

TOTAL 6> 1>>



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3.?A I HA5E TO TAKE #Y 0ORK HO#E

C("$t No7 3.?A

A/%$$ )%)00& 28'

A/%$$ !00& 2'

D)/%$$ P)%)00& 1'

D)/%$$ F!00& 43'

I HAVE TO TAKE MY WORK HOME

INTERPRETATION

Where +FG of the surveyed disagreed ith the statement( 5EG agreed partially( 5,G agreed fully

on that. The intention behind asking this 'uestion as to kno hether omen employees are

taking the burden of ork to their home and then postpone their personal ork to do the office

ork. 9ince almost half of the employees ere on the opinion that they do not have to take theork home it is a good sign that they don>t feel the ork as disturbing their personal life.

3.@ 0ORRY AOUT 0ORK AFTER 0ORK HOURS

T"/le No7 3.@

SCALE NO. OF RESPONDENTS PERCENTAGE

Dgree Partially , 5-

Dgree Cully 54 4-

#isagree Partially 5 -

#isagree Cully 5 -



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TOTAL 6> 1>>

3.@A 0ORRY AOUT 0ORK AFTER 0ORK HOURS

C("$t No7 3.@A

A/%$$ P)%4)001& 25'

A/%$$ F!001& 65'

D4)/%$$ P)%4)001& 5'

D4)/%$$ F!001& 5'

WORRY ABOUT WORK AFTER WORK HOURS

INTERPRETATION

4-G of the employees told that they had to carry the tension from the ork to their personal

space even after the orking hours.5-G partially agreed and ,G agreed partially and fully on

the statement. "t as asked that hether the employees have to carry their mental strain and

orries from the ork even after they finish their orking hours( majority of the respondents

agreed fully on that statement.


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C("$t No7 3.A

A/%$$ )%)00& 43'

A/%$$ !00& 33'

D)/%$$ !00& 8'

D)/%$$ )%)00& 18'

WORK IS REWARDING

INTERPRETATION

E+G of the employees intervieed are partially or fully agreed that they are getting reards

according to their job and responsibilities.E.-G disagreed partially to the statement and E.-G

disagreed fully. =ere e can see that almost all employees think that their ork is rearding and

at times they are all get benefited from it. %ut the amount of satisfaction that they are getting

from job is differing from one person to another.

3.1> ORGANIZATION PRO5IDES SUFFICIENT LEA5E

T"/le No7 3.1>

SCALE NO.OF RESPONDENTS PERCENTAGE

; 1>>

3.1>A ORGANIZATION PRO5IDES SUFFICIENT LEA5E



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C("$t No7 3.1>A

A/%$$ )%4)001& 3'

A/%$$ !001& 3'

D4)/%$$ !001& 33'

D4)/%$$ )%4)001& 8'

ORGANIZATION PROVIDES SUFFICIENT LEAVE

INTERPRETATION

Dround 4,G of the employees intervieed says that they are not getting enough leaves.F5G of

the employees are fully satisfied ith the number of leaves provided and 0G partially feels they

are given sufficient leaves. The only part is that some are strongly agrees on the statement and

some partially. This opinion is because the employees feel they miss a lot of personal functions

and responsibilities. There is also portion of employees saying that they are satisfied ith the

leaves provided by the organi)ation

3.11 CO#PANY HAS PRO5ISIONS FOR DEPENDENTS

T"/le No7 3.11


3.11A CO#PANY HAS PRO5ISIONS FOR DEPENDENTS

C("$t No7 3.11A



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A/%$$ )%4)001& 23'

A/%$$ !001& 3'

D4)/%$$ !001& 75'

COMPANY HAS PROVISIONS FOR DEPENDENTS

INTERPRETATION

E-G said that there is no such provision and 5FG are partially agreeing that there is provision.

Anly one person 25.-G3 agreed the statement that the company has provisions for dependents.

=ere e can see one thing that provisions for childcare and dependents are comparatively loer.


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A/%$$ )%)00& 48'

A/%$$ !00& 45'

D)/%$$ !00& 5'

D)/%$$ )%)00& 3'

ABLE TO BALANCE FAMILY & WORK LIFE

INTERPRETATION

Crom the survey e can find +-G are saying that they are balancing their ork and family life.

+E.-G are saying that they are partially balancing. -G says that they are not able balance it.

9ince ,,G of the employees are not thinking that they are not able to balance their ork and

personal life( e cannot say that +-G is a good number. 1umber of employees ho are

balancing their ork and family life should increase more.



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CHAPTER-6

FINDINGS AND SUGGESTIONS

SU##ARY

The study on the ork life balance among the female employees Precot Meridian Limited

Walayar( Palakkad( as ith the objective to kno hether the female employees are balancing

their ork life and to kno about the problems faced by them. Primary data is collected from +,

female employees orking in Precot Meridian Limited under various departments and secondary

data collected from the various reports in the maga)ines( journals and company ebsite and

other internet sources



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The scope of the study is that the ork life balance plays a vital role in measuring the job

satisfaction. Main limitations ere the time allotted to the study and the fear of employees to

openly deliver their opinions. *ensus survey as conducted to gather the information.

6uestionnaire as the tool used to get the information. Percentage method is used here for the

analysis.

Cor collecting the information the 'uestions ere organi)ed under four heads. They are

demographic( self $health care( and arrangement by the company ere the various sections. Cirst

three sections ere again sub classified into analysis of personal life and the ne!t one as sub

classified into analysis of ork life. The facts hich ere found in the study and the

recommendations hich can be given from the study are discussed belo.

FINDINGS

. The Precot Meridian in Palakkad is encouraging the participation of omen

employees from its inception time itself.

5. There are omen employees of different age group 5F to above +, years old. There is

almost an e'ual proportion of different age groups. Table$ +.

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

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

-. Larger part of the employees never feel that they had to cancel their holidays for

ork. They are of the opinion that orking days are enough to complete their job.4. Most of them are giving less importance to self health care.

E. They are satisfied ith the health care provisions.0.


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. They are completing their tasks from the office itself but in sometimes they ant to

take the ork to the home. Mostly the Affice bearers and management level

employees had to take their ork home.

5. They feel that their job is rearding to them but it>s doesn>t give much scope for

creativity.F. 1ear to half of the population said that they are able to balance their ork life fully(

and fifty percentages of employees says that they are partially balancing the ork and

personal life.

8.3 RECO#ENTATIONS

. Participation of families at the time of festival celebrations. "t ill increase the loyalty

of employees toards the organi)ation.

5.


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IILIOGRAPHY

oos

. @ecords and manuals( Malabar cements limited.

5. #r. *.@. Kothari( “ Research methodology”( 1e age international publishers( second

edition( Near$ 5,,+( isbn 055+-55/

4o!$n"l

. Dratharaj J J( “work life balances a source of job satisfaction- an exploratory study on

the view of women employees in service sector”, international journal of

multidisciplinary research( vol.5( issue F( "991 55F -E0,

0e/sites

. Krishna @eddy 1( “work life balance among married women employeesH( "ndian journal

of psychological medicine( httpI.ncbi.nlm.nih.govpmcarticlesPM*F55-+0

5. #r. Piage =all 9mith( “research explores work/life balance for employees”,


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


40/42


httpIure.uncg.eduprodnescampus$nessmiths$research$e!plores$orklife$balance$

for$employees

F. Lakshmipriya ( “work life balance of women employees”(

httpI.indianmba.comAccasionalRPapersAP0Fop0F.html

UESTIONNAIRE

The research study on the topic “D 9T8#N A1 "MPD*T AC WA@K A1 CDM"LN L"C< DMA1: WAM


41/42


• Dbove 0 years

Se)tion 27 Sel, (e"lt( "n% )"$e

. " ge t p le nt y o f s le ep

• @egularly

• Accasional ly

• 1ot at al l

5 . " cance l ho l idays o r cut t hem shor t due t o ork • @egularly

• Accasional ly

• 1ot at al l

F . " have enough t ime to give mysel f( e!erc i se( hobbies and spor ts

• @egularly

• Accasional ly

• 1ot at al l

+ . " am sat i s f ied i th the heal th care provis ions provided by my company

• Nes

• 1o

Se)tion 37 Im*")t o, 'o$-l i ,e

. " cance l hol i days o r cu t t hem shor t due to ork

• " agree part ial ly

• " agree ful ly

• " disagree ful ly

• " disagree part ial ly

5. " have a lo t of orkload in my present job. " have to take my ork home


• " agree ful ly



F . " orry abou t ork af t er ork ing hour s• " agree part ial ly

• " agree ful ly



+ . My ork i s s a ti s fying and reard ing


• " agree ful ly



9e)t ion 67 A$$"n&ement /y t(e )om*"ny

. My organi)at ion provides addi t ional l eave for fami ly emergencies and events .


• " agree ful ly



5. My organi)at ion provides f le!ible orking hours .




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• " agree ful ly



F. My company has provis ions for chi ld care and dependents


• " agree ful ly



+. :eneral ly " fee l ( " am able to balance my ork and fami ly l i feS


• " agree ful ly



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