My Full Project

8/2/2019 My Full Project

1/44

CHAPTER-1

1.1 INTRODUCTION OF WORK LIFE BALANCE

Work life balance

The term was first coined in 1986. It does not mean equal balance but it is of trying to

schedule an equal number of hours for each of your various work and personal activities. The right

balance of you today will probably be different for you tomorrow. Thus the core of effective work

life balance definition are of two key concept they are daily achievement and enjoyment.

Modern life in the Western world:

Stress levels on an upward trend.

People working longer hours than ever.

An increasing proportion of households with both partners out at work, or where the only

parent has to work all hours to make ends meet.

Four broad categories associated with Work life balance:

Role overload

Work-to-family interference

Family-to-work interference

Care giver strain

Work Life Balance Solutions- how to create the best work-life balance solutions:

Get back in control of your career and your home life

Reduce your stress levels

Find time for you

Rediscover the interests that made you uniquely you before you had children

1


2/44

Skills needed to create a satisfactory work/life balance include:

Communication

Negotiation

Knowing yourself Problem solving

Resolving conflict

What are work/life balance initiatives?

Simply put, work/life balance initiatives are any benefits, policies, or programs that help create a

better balance between the demands of the job and the healthy management (and enjoyment) of

life outside work.

Work/life initiatives can potentially deal with a wide range of issues including:

eldercare initiatives (may range from referral program, eldercare assessment, case

management, a list of local organizations or businesses that can help with information or

products, or seminars and support groups),

emergency childcare assistance,

employee assistance programs,

family leave policies,

fitness facilities, or fitness membership assistance (financial).

flexible working arrangements,

internal and/or external educational or training opportunities, or

on-site childcare,

on-site seminars and workshops (on such topics as stress, nutrition, smoking,

communication etc),

other leaves of absence policies such as educational leave, community service leaves, self

funded leave or sabbaticals,

parental leave for adoptive parents,

referral program to care services, local organizations, etc.,

2
http://www.ccohs.ca/oshanswers/hsprograms/eap.htmlhttp://www.ccohs.ca/oshanswers/psychosocial/flexible.htmlhttp://www.ccohs.ca/oshanswers/psychosocial/stress.htmlhttp://www.ccohs.ca/oshanswers/psychosocial/ets_health.htmlhttp://www.ccohs.ca/oshanswers/psychosocial/flexible.htmlhttp://www.ccohs.ca/oshanswers/psychosocial/stress.htmlhttp://www.ccohs.ca/oshanswers/psychosocial/ets_health.htmlhttp://www.ccohs.ca/oshanswers/hsprograms/eap.html


3/44

seasonal childcare programs (such as March break or Christmas),

Simply put, work/life balance initiatives are any benefits, policies, or programs that help create a

better balance between the demands of the job and the healthy management (and enjoyment) of

life outside work.

Ways to find Work life balance:

Stop being the boss

Get your priority straight

Know your opinion

Plan and protect downtime

Audit your weekly schedule

Cant spare an week take an hour

Framework for successful Work-Life Balance in organizations

Identify the key need or reason for introducing Work-Life Balance policies

Build the commitment to Work-Life Balance Policies into the organization ' s vision or

value statement.

Set up a Work-Life Balance Task Force Examine current practices in the organization

Hold joint discussions with employees to evolve policies, while also identifying possible

barriers

Communicate policies through handbooks, newsletters, Intranet and other forms of

communication

Hold workshops to help Managers implement and manage policies

Begin with a few "quick win" policies

3


4/44

CHAPTER-2

2.1 OBJECTVES OF THE STUDY

PRIMARY OBJECTIVE

To study the work life balance of the employees in

SECONDARY OBJECTIVE

To analyze the psychological stress in their normal work/life

To analyze their level of satisfaction in work/life

To ascertain whether the organization provided the employees with WLB benefits

To identify how far the employees of the organization are interested towards WLB

arrangements

To determine the managing ability of the employees in the organization towards work

life balance

4


5/44

2.2 NEED OF THE STUDY

Many organization are successful at managing the materials and machinery of the

organization, they fail short in managing human side of their business. This project addresses and

assesses the importance of work life balance initiatives and its effectiveness. The study believes

that people perform better when they are allowed to participate in managing their work & make

decisions. This approach motivates people by satisfying not only their economic needs but also

their social & psychological aspects.

5


6/44

2.3 SCOPE OF THE STUDY

It highlights the key need & reason for introducing work life balance policies,

Helps to retain the existing employees as well as to attracts new employees,

Is to reduce sickness and absenteeism,

To enhances working relationships between colleagues,

To increase level of production and satisfaction, and

Decrease the stress and burnout in work/life.

6


7/44

2.4 LIMITATIONS

The Project report had certain limitations that were unavoidable, however wide the scope wassome of the limitations are:

The project report was designed on the belief that information provided by the respondents

is correct.

Respondents provided information in hurry so accuracy cant be expected

The study cant be generalized for a long time as employees interest will be changing

rapidly over a period of time.

The survey conducted was limited to Chennai office July 2010. Hence the results attained

by the study may not be applicable to other regional offices.

Many employees are reluctant in disclosing the true information, so the researcher had to

proceed with incomplete information.

The findings were substantially based on information given by the respondents and in

many cases, subjective bias cannot be completely ruled out.

7


8/44

CHAPTER-3

3.1 REVIEW OF LITERATURE

Work life balance is, The right balance of work and personal activities through proper

schedule an equal number of hours for each of your activities by plan and priority". Work

life balance provides the bonds that hold an individual with their work and personal life. To

be balanced with work and life, individual should know himself or herself. Here some of

the researchers states their study report about work life balance.

1. According to Ray B. Williams FP careers Blog, work place, success IQ University

states that Weve gained a much greater understanding in recent years of how work spills

over into the home and vice versa. Interest in WLB has expanded as both work and family

pressures increases. The role of work has changed throughout the world due to economic

conditions and social demands. Originally, work was a matter of necessity or survival. It

has now evolved and the composition of the workforce has changed. Now work is also a

source of personal satisfaction. Work life balance has a prong approach. One prong is what

the employer does for the employee in the form of flexible work arrangements and

benefits. The other prong is what the employee does for himself/herself, and this is often

overlooked.

Thus to guide for both employee and employers about the issues of work- life

balance? Here are some thoughts:

8


9/44

WLB does not mean equal balance. Every day of life is fluid and the balance should be

seen that way.

Individuals WLB will vary over the long term

There is no perfect one-size-fits-all balance program

To be effective, WLB must address the issues of both achievements and enjoyment

Four quadrants of WLB must be included: work, family, friends and self.

As a footnote to the work life balance issues single most important force that will impact the work

force in the coming years is the retirement of large number of baby boomers, with the numberexceeding the number of younger people in the work force. That combined with the growing

numbers of elderly people that must be cared for by middle class families, will put enormous strain

on the issue of work life balance.

2. According to the Julie Hurst & Amanda Edwards shows the types of issues that causes major

headaches in workplaces all over the world. While attention is being paid to issues like childcare,

flexible working, home working and similar initiatives, much less support is being offered for

these, everyday difficulties. Ye not only do issues like these cause so many problems, those who

battle with them often find themselves feeling too drained to take time out to look at new ways of

handling them.

Having been made aware of this situation, we have spent time researching and developing useful

tools and techniques that we feel will make a huge positive impact, including looking at how this

can be achieved as quickly as possible. Our answers to the problem has been to develop a suite of

rapid learning capsule each dedicated to a different aspect of the problem, but also capsule of being

put together to form a cohesive program of change for organizations facing particular issues such

as re-organization, increases in workload, or high levels of work place stress. Thus, the learning

capsules are termed Red Button sessions as they are a rapid response to an immediate need. They

are build around the model of learn, practice, understand, take-away and use- with each one lasting

9


10/44

between 90 and 120 minutes and containing the essential essence of each topic. The goal is for

participants to leave with new behaviors and skills they can use that day.

3. According to Nick Halpin PhD, The counseling service, the University of Dundee: A balance dlife is one where we spread our energy and effort emotional, intellectual, imaginative, spiritual,

and physical between key areas of importance. The neglect of one or more areas, or anchor

points, may threaten the vitality of the whole. The term work -life balance was first coined in1986

in reaction to the unhealthy choices that many Americans were making in favor of the work place,

as they opted to neglect family, friends, and leisure activities in the pursuit of corporate goals.

Much of the following derives from the newspaper articles, internet items and from Madeleine

Bunting excellent review of this topic in her recent book Willing Slaves- How the overwork

culture in ruling our lives ( Harpes Collins,2004). The facts are easy to come by and they make

startling reading: American in full-time employment increased their weekly average hours of work

between 1977 and 1997 by 3.5 hours, taking it to 47.1 hours. In a study of UK work place

managers by Wheatley (2000), 65% said work was damaging their health and 77% admitted that it

affected their relationship with their children. The office of National statistics (ONS) found that

most couples spend more times apart than together, with most of the times that they do share spent

watching televisions. Based on 21,0000 diaries. The ONS discovered that the average British

couple spends just 15 minutes a day enjoying a social life with each other (Independent, 16 July

2004).

10


11/44

3.2 RESEARCH METHODOLOGY

Research Design

The adoption of a proper methodology is an essential and important step in conducting

survey (or) any research .In this study the researcher has adopted a descriptive research method.

Descriptive research studies are those studies which are concerned with describing the

characteristics of a particular individual or of a group.

Research Tool

A questionnaire was used as the research tool for this study. The questionnaire was chosen

as it provides a more comprehensive view than any other research tool.

Sampling Design

The researcher has adopted a probability method to solicit the opinions from the employees

(respondents) on the various aspects of performance appraisal.Probability Sampling is also called

as Random Sampling.

Probability Sampling

11


12/44

Probability Sampling is the scientific technique of drawing samples from the population

according to some laws of chance in which unit in the universe or population has some definite

pre-assigned probability of being selected in the sample.

Sampling Technique

The researcher used simple random sampling for connecting the survey. In simple random

sampling Lottery Method has adopted.

Lottery Method:

It is the simplest, most common and important method of obtaining a random samples.

Under this method all the members of the population are serially numbered on small slips of paper.

They are put in a drum and thoroughly mixed by vibrating the drum. After mixing, the numbered

slips are drawn out of the drum one by one according to the size of the samples. The numbers of

slips so drawn constitute random samples.

(a) Sample Size:

The sample size for the study undertaken by the researcher was 100.

(b) Sampling Area:

Sampling area refers to the area or the locality to which the sample belongs. The

samplings area for this project is xxxx

(c) Population Size

Total population of the company is 150.

Data Collection Method

Primary Data

12


13/44

Primary data are those data, which are collected as fresh and for the first time, and

thus happens to be original in character. Primary data can be collected in five ways through

Survey. In this project work interview schedule method has been adopted.

Secondary Data

The secondary data have been compiled from the internal and external sources .The

internal source includes the information from the company reports. Besides this, a number of

discussions were held with the officers in human resources department.

STATISTICAL TOOLS DESCRIPTION

Percentage analysis

Chi-Square analysis

Weighted Average Method

Percentage analysis

Percentage analysis is often used in data presentation for they simplify numbers,

reducing all of them to a 0 to 100 range. Through the use of percentages, the data are reduced in

the standard form with base equal to 100 to which fact facilities relative comparisons

Percentage =No. of response/ Total no. of respondents*100

Chi-Square Analysis

Chi square test is a non-parameter test that establishes the in dependence between

variables. It is measured by comparing the observed with those of expected frequencies

based on the hypothesis. It is given by

13


14/44

= (O-E) ^2 / E

O=Observed Frequencies

E=Expected Frequencies

Weighted Average Method

The weighted average is obtained on dividing the weighted totals by the sum of

weights, let X1, X2Xn occur with weights W1, W2.Wn then

Weighted Average = WiXi / Wi

CHAPTER-4

4.1 ANNALYSIS AND INTERPRETATION

4.1.1 TABLE SHOWING THE GENDER OF THE RESPONDENTS

Option

No. of

Respondents Percentage

Male 72 72.0Female 28 28.0

Total 100 100.0

4.1.2CHART SHOWING THE GENDER OF THE RESPONDENTS

14


15/44

INFERENCE :

From the above table & chart it is inferred that 72% of the respondents are male and 28%

of the respondents are female.

4.1.3TABLE SHOWING THE AGE OF THE RESPONDENTS

Option

No. of


Below 25 16 16.0

25-30 24 24.0

31-35 20 20.0

36-40 25 25.0

Above 40 15 15.0

Total 100 100.0

4.1.4CHART SHOWING THE AGE OF THE RESPONDENTS

15


16/44

INFERENCE :

From the above table & chart it is inferred that 24% of the respondents are in between the

age group of 25-30, and 15% are above 40 Yrs.

4.1.5TABLE SHOWING THE QUALIFICATION OF THE RESPONDENTS

OptionNo. of


HSC 26 26.0

UG 32 32.0

PG 14 14.0

Diploma 18 18.0

Others 10 10.0

Total 100 100.0

4.1.6CHART SHOWING THE QUALIFICATION OF THE RESPONDENTS

16


17/44

INFERENCE :

From the above table & chart it is inferred that 32% of the respondents are in the

qualification of UG and 10% are belong to other cader.

4.1.7TABLE SHOWING HOW FAR THE RESPONDENTS CANCEL

APPOINTMENT DUE TO WORK RELATED COMMITMENT

Option

No. of


Never 40 40.0

Sometimes 20 20.0

Often 15 15.0

Rare 13 13.0

Always 12 12.0

Total 100 100.0

4.1.8CHART SHOWING HOW FAR THE RESPONDENTS CANCEL

APPOINTMENT DUE TO WORK RELATED COMMITMENT

17


18/44

INFERENCE :

From the above table & chart it is inferred that 40% of the respondents are of never in

cancelling appointments with their spouse/family/friends due to work related commitment, 12% of

them Always cancel appointments.

4.1.9TABLE SHOWING THE RESPONDENT JOB STRESS EVEN AFTER

LEAVING THE WORK PLACE

Option

No. of


Strongly Agree 5 5.0

Agree 20 20.0

Neutral 10 10.0

Disagree 15 15.0

Strongly

Disagree 50 50.0

Total 100 100.0

4.1.10CHART SHOWING THE RESPONDENT JOB STRESS EVEN

AFTER LEAVING WORK PLACE

18


19/44

INFERENCE :

From the above table & chart it is inferred that 50% of the respondent strongly disagree

regarding their job stress even after leaving the work place and 5% of them strongly disagree to

this statement.

4.1.11TABLE SHOWING WHETHER THE RESPONDENT PROMOTION

WILL SERIOUSLY AFFECTS DUE TO FAMILY RELATED REASONS

Option

No. of



Agree 20 20.0

Neutral 17 17.0

Disagree 10 10.0

Strongly

Disagree 8 8.0

Total 100 100.0

4.1.12CHART SHOWING WHETHER THE RESPONDENT PROMOTION

WILL SERIOUSLY AFFECTS DUE TO FAMILY RELATED REASONS

19


20/44

INFERENCE :

From the above table & chart it is inferred that 45% of the respondents strongly agree that

promotion will seriously affects due to family related issues and 8 % of the respondent strongly

disagrees to this statement.

4.1.13TABLE SHOWING THE CURRENT EMPLOYMENT STATUS OF

THE RESPONDENTS

Option

No. of


Permanent 60 60.0

Contract 11 11.0

Temporary 29 29.0

Total 100 100.0

4.1.14CHART SHOWING THE CURRENT EMPLOYMENT STATUS OF

THE RESPONDENTS

20


21/44

INFERENCE :

From the above table & chart it is inferred that 60% of the respondents are permanently

employed and 11% of the respondents are working under a contract

4.1.15TABLE SHOWING THE RESPONDENT HAPPY TO SPEND THE

REST OF THEIR IN THIS ORGANIZATION

Option

No. of



Agree 20 20.0

Neutral 5 5.0

Disagree 5 5.0

Strongly

Disagree 3 3.0

Total 100 100.0

21


22/44

4.1.16CHART SHOWING THE RESPONDENT HAPPINESS TO SPEND

REST OF THEIR IN THIS ORGANIZATION

INFERENCE :

From the above table & chart it is inferred that 67% of the respondent strongly agree in

their opinion to spend the rest of their career in this org and 3% of the respondent strongly

disagrees to spend.

4.1.17TABLE SHOWING THE RESPONDENT DICUSSION ABOUT

THEIR ORGANIZATION WITH PEOPLE OUTSIDE

Option

No. of



Agree 25 25.0

Neutral 2 2.0

Disagree 14 14.0

Strongly

Disagree 9 9.0

Total 100 100.0

4.1.18CHART SHOWING THE RESPONDENT DISCUSSION ABOUT

THEIR ORGANIZATION WITH PEOPLE OUTSIDE

22


23/44

INFERENCE :

From the above table & chart it is inferred that 50% of the respondents strongly agree to to

discuss about their organization to out side peoples and 2% of them feel neutral to this statement.

4.1.19TABLE SHOWING THE RESPONDENT CURRENT WORKING

HOUR SUIT CURRENT WORK LIFE BALANCE

Option

No. of

Respondents PercentageExtreme 30 30.0

Moderate 25 25.0

Slight 17 17.0

Not at all 18 18.0

Unsure 10 10.0

Total 100 100.0

4.1.20CHART SHOWING THE RESPONDENT CURRENT WORKING

HOUR SUIT CURRENT WORK LIFE BALANCE

23


24/44

INFERENCE :

From the above table & chart it is inferred that 30% of the respondents extremely agrees

that current working hour suits current WLB and 10% of them are unsure their current working

hour with current WLB.

4.1.21TABLE SHOWING WHETHER THE RESPONDENT GIVEN A

COPY OF WLB POLICIES

Option

No. of


Yes 80 80.0

No 20 20.0

Total 100 100.0

4.1.22CHART SHOWING WHETHER THE RESPONDENT GIVEN A

COPY OF WLB POLICIES

24


25/44

INFERENCE :

From the above table & chart it is inferred that 80% of the respondents are given a copy of

the Organization WLB benefits and 20% of the respondents are of not give with WLB policies.

4.1.23. TABLE SHOWING THE CONSTRAIN OF THE RESPONDENTS

TO REPORT THEIR DAILY WORK

Option

No. of


Yes 40 40.0

No 60 60.0

Total 100 100.0

4.1.24CHART SHOWING THE CONSTRAIN OF THE RESPONDENTS TO

REPORT THEIR DAILY WORK

25


26/44

INFERENCE :

From the above table & chart it is inferred that 60% of the respondent are not accepting

that it is been constrain to report their daily work and 40% are feeling so.

4.1.25TABLE SHOWING THE RESPONDENT PREFERENCE IN

CHOOSING THE SKILLS NEEDED TO CREATE A SATISFACTORY

WLB

Option

No. of


Communication 20 20.0

Negotiation 18 18.0

knowing

yourself 25 25.0

Problem solving 12 12.0

Resolving

Conflict 25 25.0

Total 100 100.0

26


27/44

4.1.26CHART SHOWING THE RESPONDENT PREFERENCE IN

CHOOSING THE SKILLS NEEDED TO CREATE A SATISFACTORY

WLB

INFERENCE :

From the above table & chart it is inferred that 25% of the respondent prefered in choosing

Knowing yourself and Resolving Conflict as a skill to improve WLB and 12% of the respondent

preferred problem solving as a skill required

4.1.27TABLE SHOWING WHETHER THERE IS ANY WAY TO

IMPROVE WLB IN SENTHIL KUMARAN TRADERS SUGGESTING BY

THE RESPONDENT

Option

No. of


Yes 62 62.0

No 38 38.0

Total 100 100.0

4.1.28CHART SHOWING WHETHER THERE IS ANY WAY TO

IMPROVE WLB IN SENTHIL KUMARAN TRADERS SUGGESTING BY

THE RESPONDENT

27


28/44

INFERENCE :

From the above table & chart it is inferred that 62% of the respondent suggesting some of

the requirements to improve WLB arrangements at Senthil Kumaran Traders and the remaining

38% of the respondent suggest that there is no way to improve WLB arrangements at Senthil

Kumaran Traders.

4.1.29TABLE SHOWING HOW FAR THE RESPONDENTS EASILY

BALANCE THEIR WORK AND FAMILY

Option

No. of



Agree 18 18.0

Neutral 10 10.0

Disagree 2 2.0

Strongly

Disagree 10 10.0Total 100 100.0

4.1.30CHART SHOWING HOW FAR THE RESPONDENTS EASILY

BALANCE THEIR WORK AND FAMILY

28


29/44

INFERENCE :

From the above table & chart it is inferred that 60% of the respondents strongly agrees that

they can easily balance their work and family and 2% of them disagrees that they can easily

balance.

4.1.31TABLE SHOWING THE RESPONDENT HOPE TO BE PROMOTED

WITHIN NEXT 2 Yrs.

OptionNo. of


Yes 66 66.0

No 34 34.0

Total 100 100.0

4.1.32CHART SHOWING THE RESPONDENT HOPE TO BE PROMOTED

WITHIN NEXT 2 YRS.

29


30/44

INFERENCE :

From the above table & chart it is inferred that 66% of the respondents agrees that they

having a hope to be promoted within next 2 Yrs and 34% of the respondents say no to this

statement.

4.1.33TABLE SHOWING WHETHER RESPONDENT IS EXPECTED TO

WORK TOO MANY HOURS

Option

No. of


Never 40 40.0

Seldom 36 36.0

Sometimes 5 5.0

Most of the

times 13 13.0

Always 6 6.0

Total 100 100.0

4.1.34CHART SHOWING WHETHER RESPONDENT IS EXPECTED TO

WORK TOO MANY HOURS

30


31/44

INFERENCE :

From the above table & chart it is inferred that 40% of the respondents never are expected

to work too many hours and 5 % of them reported that sometimes they are expected to work too

many hours.

Statistical Test Used:

4.1.35 Chi-square

Hypothesis:

Null hypothesis (H0): There is no significant relationship between marital status of the

respondents and the organizational employees easily balance their work and family

Alternative hypothesis (H1): There is significant relationship between marital status of

the respondents and the organizational employees easily balance their work and family

Marital Status of the Employees * Organizational employee easily balance their work and fami

Cross tabulation

31


32/44

Organizational employee easily balance their work and family

Options

Strongly

Agree

Agree Neutral Disagree Strongly

Disagree

Tot

Age group of the

employees Below 25 6 5 3 2 0 16

25-30 17 4 3 0 0 24

31-35 10 5 1 4 0 20

36-40 20 2 2 1 0 25

Above 40 7 2 1 3 2 15

Total 60 18 10 10 2 10

Chi Square = (O-E) ^ 2/E

Observed frequency

O

Expected Frequency

E

(O-E) (O-E)^2 (O-E)^2/E

6 9.60 -3.60 12.96 1.35

5 2.90 2.10 4.41 1.52

3 1.60 1.40 1.96 1.22

2 1.60 0.40 0.16 0.10

0 0.32 -0.32 0.10 0.31

17 14.40 2.60 6.76 0.47

14 4.32 9.68 93.70 21.70

3 2.40 0.60 0.36 0.15

0 2.40 -2.40 5.76 2.40

0 0.48 -0.48 0.23 0.48

10 12.00 -2.00 4.00 0.33

5 3.60 1.40 1.96 0.54

32


33/44

1 2.00 -1.00 1.00 0.50

4 2.00 2.00 4.00 2.00

0 0.40 -0.40 0.16 0.4

20 15.00 5.00 25.00 1.67

2 4.50 -2.50 6.25 1.39

2 2.50 -0.50 0.25 0.10

1 2.50 1.50 2.25 0.90

0 0.50 -0.50 0.25 0.50

7 9.00 2.00 4.00 0.44

2 2.70 -0.70 0.49 0.18

1 1.50 -0.50 0.25 0.16

3 1.50 1.50 2.25 0.15

2 0.30 1.70 2.89 9.63

Total = 48.59

Degrees of freedom =(r-1) (c-1)

= (5-1) (5-1)

=16

Tabulated value for x^2 at degree of freedom and 5% level of significance= 26.296

But calculated value of x^ 2 is 48.59.

As Tabulated value is less than (


34/44

This indicates that there is significant association between marital status of the

respondents and their work life balance.

4.1.36 Chi-square

Hypothesis:

Null hypothesis (H0): There is no significant relationship between sex of the employee

and appointment cancellation due to work related commitment

Alternative hypothesis (H1): There is significant relationship sex of the employee and

appointment cancellation due to work related commitment

Sex of the Employees * Appointment cancellation due to work related commitment Cross

tabulation

Appointment cancellation due to work related commitment

Options Never Sometimes Often Rare Always Total

Sex of the

Employees

Male 36 15 12 5 4 72

Female 4 5 3 8 8 28

Total 40 20 15 13 12 100

Chi Square = (O-E) ^2/E

34


35/44

Observed frequency Expected Frequency (O-E) (O-E)^2 (O-E)^2/E

O E

36 28.80 7.20 51.84 1.80

15 14.40 0.60 0.36 0.02

12 10.80 1.20 1.44 0.13

5 9.36 -4.36 19.01 2.03

4 8.64 -4.64 21.53 2.50

4 11.20 -7.20 51.84 4.63

5 5.60 -0.60 0.36 0.06

3 4.20 -1.20 1.44 0.34

8 3.64 4.36 19.01 5.22

8 3.36 4.64 21.53 6.41

Degrees of freedom =(r-1) (c-1)

= (2-1) (5-1) =4

Tabulated value for x^2 at degree of freedom and 5% level of significance= 9.488

But calculated value of x^2 is 23.14.

As Tabulated value is less than (


36/44

WEIGHTED AVERAGE METHOD FOR RESPONDENT FEEL STRESSFUL THINKING

ABOUT THEIR JOB EVEN AFTER LEAVING THE WORK PLACE

Level of agree No of respondents Weight assigned Weighted average

Strongly agree 5 5 25

Agree 20 4 80

Neutral 10 3 30

Disagree 15 2 30

Strongly Disagree 50 1 50

Total = 215

Weighted Moving Average =215/100

=2.15

= 2

INFERENCE

From above table, we infer that the respondent disagree in their opinion regarding their

level of stress even after leaving the work place.

4.1.38 WEIGHTED AVERAGE METHOD FOR RESPONDENT HAPPY TO SPENT

REST OF THEIR CAREER WITH THIS ORGANIZATION

36


37/44

Level of agree No of respondents Weight assigned Weighted average

Strongly agree 67 5 335

Agree 20 4 80

Neutral 5 3 15

Disagree 5 2 10

Strongly Disagree 3 1 3

Total = 443

Weighted Moving Average =443/100

=4.43

= 4

INFERENCE

From above table, we infer that the respondent agree in their opinion regarding their

happiness to spent rest of their career with this organization.

CHAPTER-5

5.1 FINDINGS

37


38/44

The majority of the respondents are males.

25% of workers are under the age category 36-40.

32% of the respondents are qualified up to UG.

40 % of employees never cancel appointments with their spouse/friends/family due to work

related commitment.

50% of employees disagree stressful even after leaving the work place.

45% of employees say that the promotion or transfer due to family related reasons will

seriously hurts ones career progress.

60% of the employees current employment status is of permanent.

67% of employees strongly agree to spend rest of their career in this organization.

50% of employees strongly agree to discuss about their organization to outside peoples.

49.3% of the employees working hour extremely suits with current work life balance.

80% of employees are given a copy of organizational WLB policies.

60% of the employees not feel constrain to report their daily work.

25% of employees suggesting their opinion that knowing yourself and resolving conflict

skills create a satisfactory work life balance.

62% of employees think that there is way to improve other WLB arrangements at Senthil

Kumaran Traders.

60% of employees strongly agrees that they can easily balance work & family.

66% of employees are hoping to be promoted within the next two years.

40% of employees are never expected to work too many hours.

From the chi-square test, it is found that there is significant association between age of the

respondents and their work life balance.

From the chi-square test, it is found that sex of the employee and appointment cancellations

due to work related commitment are dependent variables.

From weighted average method, we infer that the respondent disagree in their opinion

regarding their level of stress even after leaving the work place.

38


39/44

From weighted average method, we infer that the respondent agree in their opinion

regarding their happiness to spent rest of their career with this organization.

5.2 SUGGESTIONS

39


40/44

The company can come up with new and innovative ideas to improve the WLB programs

and practices, which can benefit an organizations bottom line.

The company can provide facilities to their employees to help them to balance their scales

The company while implementing work/ life balance initiatives an evaluation and feedback

system should be a part of that process.

The company can create congenial conditions in which employees can balance work with

their personal needs.

The company can ultimately create a more satisfied workforce that contributes to

productivity and success in the work place.

40


41/44

5.3 Conclusion

A study on work life balance among the employees in Senthil Kumaran Traders is focus

on analyzing the importance of work life balance.

To conclude with the study, it is found that the work life balance among the employees at

Senthil Kumaran Traders is moderate. The organizations allow to utilize the WLB benefits but

some innovations has to be done for further improvement. The company has paid less attention

towards WLB benefits.

From the research it is well identified that quality of work life can be balance effectively

among the employees in Senthil Kumaran Traders. Hence, the management should take necessarysteps to improve the work life balance among the employees.

Based on the information collected from the employees, are satisfied with the activities of

work life balance.

QUESTIONAIRE:

A. Personal Information:

Name :

Sex : Male Female

Age : Below 25 25 30 31 35 36 40 Above 40

Qualification : HSC UG PG Diploma Others

41


42/44

Designation :

B. Other questions:

1. Do you have to cancel appointment with your spouse/family /friends due to work related

commitment?

2. I feel stressful thinking about job even after leaving the work place.

Strongly Agree Agree Neutral Disagree Strongly Disagree

3. To turn down a promotion or transfer for family- related reasons will seriously hurt ones career

progresses?


4. What is your current employment status?

Permanent Contract Temporary

5. I would be very happy to spend the rest of my career with this organization.


6. I enjoy discussing my organization with the people outside it.


7. How well does your current working hour suit your current work life balance?

42

Never Sometimes Often Rare Always


43/44

Extreme Moderate Slight Not at all Unsure

8. Please indicate which work life balance arrangements you have used in your current company?

i. Work life balance counseling/training

ii. Insurance plan

iii. Leave

iv. Rest room, food preparation services

v. Job sharing

vi. Maternity leave above statutory minimum

vii. Vacation

9. Have you seen or been given a copy of this organizational work life balance policies?

Yes No

10. Whether you are in constrain to report your daily work to your leader?

Yes No

11. According to me skills needed to create a satisfactory work life balance.

Communication

Negotiation Knowing

Yourself

Problem

solving

Resolving Conflict

12. Are there any ways you think that work life balance arrangements could be improved at Senthil

Kumaran Traders?

Yes No

If yes then what are all the requirement needed

_________________________________________________________________________

_

13. In this organization employees can easily balance their work and family?


43


44/44

14. Are you hoping to be promoted within next two years?

Yes No

15. You are expected to work too many hours?

Never Seldom Sometimes Most of times Always

BIBLIOGRAPHY

Kothari.C.R, Research Methodology,Wishwa Prakasham,1999

Uma Sekaran, Research Method For Business ,John wiley & Sons,Ltd Publication,2007

P.N.Arora & S.Arora, Statistics For management, S.Chand & company Ltd

publications,2007

Journal article by Anne Wilcock, Marina Wright; Public Personnel Mgt, Vol. 20,1991

Other Web Site Links:

http://www.worklifebalancecentre.org/nickhalpinl.php

htpp://www.workfamily.com/Work-lifeClearinghouse/TipoftheMonth/tip0020.htm

htpp://www.worklifebalancecentre.org/articleflex.php

http://www.bussinessweek.com/managing/content/mar2009/ca2009037-

73419.htm?c ...

www.google.com
http://www.bussinessweek.com/managing/content/mar2009/ca2009037-73419.htm?chttp://www.bussinessweek.com/managing/content/mar2009/ca2009037-73419.htm?chttp://www.bussinessweek.com/managing/content/mar2009/ca2009037-73419.htm?chttp://www.bussinessweek.com/managing/content/mar2009/ca2009037-73419.htm?c

Date post:	05-Apr-2018
Category:	Documents
Upload:	neharika-reddy
View:	223 times
Download:	0 times

My Full Project

Documents