A STUDY OF WORK LIFE BALANCE OF GENERATION Y AT

THYSSENKRUPP, PUNE.

Studied, Compiled and submitted by:MBA-1st YearDivision CRoll No 57 Priyanka Kushwaha Roll No 58 Sneha Ganesh Roll No 60 Madhuri TagalpallewarRoll No 61 Shikha VoraRoll No 62 Amit Zaware

• For many high potential Gen Y (People born between

1977- 87) employees, success isn’t necessarily defined as

working as far up the ladder as one can go.

•They more often want to be measured by project

completion, rather than in person in the office. So, they are

burdened with work load and pressure. Hence achieving

work life balance is important among generation Y.

ABSTRACT

• In this study the researcher aims to study work life balance

of Generation Y employees belonging to middle level

management at ThyssenKrupp, Pune

•This research is based on both primary and secondary data.

•This study helps the researcher in finding out what factors

affect the work life balance of the Gen-Y employees of middle

level management and whether the policies implemented by

the organization is sufficient to maintain a proper work life

balance.

ABSTRACT

• Work-life balance for any one person is having the ‘right’ combination of participation in paid work and other aspects of their lives. • Generation Y that is, people born in between 1977 to 1987 also known as the “millennium” are demographic followers subsequent to Generation X.

• With the help of technology, Gen Y often set task-based goals and want to finish their assignments efficiently.

• The study of the work life balance is targeted at ThyssenKrupp India Pvt. Ltd, Pune. ThyssenKrupp is a German multi-national company which has carved its niche in the elevators and steel industry.

INTRODUCTION

• As per Department of Education and Children’s Services

2010 of South Australia, Work life balance is defined as “The

interaction between paid work and other activities, including

unpaid work in families and the community, leisure, and

personal development. Work life balance is supported by the

development, implementation, and facilitation of programs,

practices and initiatives that enable employees to balance

their work and personal lives.”

LITERATURE REVIEW

• Generation Y 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.

(According to Kathleen Gerson, Sociologist: Gerson,

Kathleen. Moral Dilemmas, Moral Strategies, and the

Transformation of Gender. The Kaleidoscope of Gender,

2011, p. 402.)

•

LITERATURE REVIEW

This study necessitates the existence of proper work life

balance at ThyssenKrupp as it may aid in the following factors:

1) Retention and attraction

2) Motivating and improving performance of employees

3) Reducing stress arising at workplace.

4) Meeting professional and personal goals.

NEED FOR STUDY

STATEMENT OF RESEARCH PROBLEM

“This research aims to study the factors affecting work life

balance of Generation Y employees employed at

ThyssenKrupp, Pune.”

• To study the relation between age, perception and

attitudes of generation Y and work-life balance employed

in middle management.

•To study the awareness among Gen-Y employees in

ThyssenKrupp about the work life balance policies adopted

by the organisation.

•To study the different factors amounting to pressure,

which a Gen-Y employee experiences from various sources

at workplace.

OBJECTIVES

SCOPE• The scope of the study is restricted to only a particular age

group born between (1977-1987) called the Generation Y.

• For this study, we have only chosen middle management

level.

• The study is limited to the information gathered from the

ThyssenKrupp organization only.

• The scope of study is limited to Pune region only.

• The study is solely based on the responses of Generation Y

employees of ThyssenKrupp.

•This study was limited by time constraints.

•Reluctance on part of employees in responding to the

questionnaire.

LIMITATIONS

Significance• It helps in establishing proper balance between work and

life of employees and also in prioritizing the tasks.

• It is stress management tool and increase the

productivity of employees.

• It increases quality of work and gives work satisfaction.

• It helps in reducing health issues arising due to work

pressure

Research Methodology

• DEFINITION

“Research Methodology is a way to systematically solve the research problem it may be understood as a science of studying how research is done scientifically”

Data Collection Techniques

• PRIMARY DATA Information collected by the researcher directly through

instruments such as surveys, interviews, focus groups or observation.

• IMPORTANCE It is most accurate and up-to date data collection technique.

• We prepared Online questionnaire on Google docs and sent via internet to employees.

Data Collection Techniques

• SECONDARY DATA

Reuse and repurpose information as secondary data from

primary data which is researched earlier by someone.

• IMPORTANCE

Easier and less expensive to collect

• We referred Books, Relevant websites, Magazines as

secondary data.

Type Of Research• DESCRIPTIVE RESEARCH /statistical research It describes data and characteristics about

the population or phenomenon being studied.• However it does not answer questions about e.g.:

how/when/why the characteristics occurred, which is done under ANALYTIC RESEARCH.

•

Total No. of employees 634

Middle level management employees 146

Employees under Generation Y 105

Data Analysis• Gender

Interpretation: -

The percentage of female is 38% and male are 62% of 105 responses. The ratio of female to male composition is 8:13.

38%

62%

female male

INCOME

4%

20%

40%

24%

12%

Income Bracket (Thousands/month)

10 to 2021-3031 - 4041 -50above 50

Interpretation:-

76% of the employees amongst Y generation fall under an income more than 30 thousand. This refers to an ambition for a high standard of living.

1. How long have you been associated with this organization ?

21%

49%

25%

6%

Association with company in years

0-3 years

3-6 years

6-10 years

more than 10

Interpretation:-

Amongst 105 employees 69% of the people are newly associated with the company. This shows that there is good number of young blood working at ThyssenKrupp

2. How many hours do you work in a day?

67%

26%

8%

Working hours/day

9-10hours

10-11hours

11 hours and more

Interpretation:-

67% of employees work in normal working hours, whereas 33% of Generation Y in ThyssenKrupp work overtime. These employees can be victims to high working pressures as compared to those who work in the normal prescribed0 9-10 hours

3. Do you work in shifts? If yes, in which shift?

34%

41%

25%

Work in shifts

No

Yes 1st Shift

Yes 2nd Shift

Interpretation:-

66% of people in Generation Y work in shifts. The employees who do not work in shifts works from 9am to 6pm. Employees working in first shift works from 6am to 3pm. Employees work from 3pm to 12am in 2nd shift. Work life balance policies can be focused more on the employees working in 2nd shift as they work late night thus experiencing more stress.

4. Do you feel tired/depressed/stressed at work?

25%

75%

Feel tired/depressed/stressed at work

NoYes

Interpretation:-

75% of Generation Y of ThyssenKrupp has stated stress/depression and pressure arising out of work.

5. If yes, this stress arises out of which factor?

44%

6%8%

42%

Reasons

Increased work load and respon-sibilitiesNot meeting targetsPressure created by peers and su-periorsWorking overtime

Interpretation:-

86% of the people in Y generation have stated Working overtime and increased work load and responsibilities as their reason for pressure/depression and stress.

6. Does your company provide you flexible work hours?

80%

20%

Flexible working hours

yesno

Interpretation:-

80%of people have also stated that ThyssenKrupp offer flexible working hours. This is a benefit for employees, as they can choose their working hours.

7. Do you have intervals/break at work?

30%

4%13%

44%

9%

1%

Intervals

Breakfast, Lunch, RefreshmentsBreakfast, LunchlunchLunch, Re-freshmentsRefreshmentsRefreshments, dinner

Interpretation:-

Employees working in general and 1st shift enjoy more breaks as compared to employees working in 2nd shift.

8. Are you satisfied with the leave policy adopted by the organization?

80%

20%

Are you satisfied with the leave policy adopted by the company?

YesNo

Interpretation:-

80% of employees are satisfied with the leave policy adopted by the company.

9. Do you spend satisfactory time with your family?

72%

28%

Spend satisfactory time with your family

yesno

Interpretation:-

72% said they experience satisfactory time with their family.

10. Are you aware of the work life balance policies that your company offers?

90%

10%

Aware of the work life balance policies that company offers

yesno

Interpretation:-

90% are aware of the work life balance policies offered by ThyssenKrupp.

11. If Yes, What activities does your company employ to get proper work life balance?

25%

3%3%3%2

%

44%

21%

Activities company employ to maintain proper work life balance

entertainment meditation,yogameditation,yoga,entertainment

meditation,yoga,sports

meditation,yoga,sports,entertainment

sports, enter-tainment, outing

sports

Interpretation:-

ThyssenKrupp has implemented many policies for improving the work life balance which can be seen from the above where 44% of Generation Y enjoys sports, entertainment and outing as means of reducing stress/pressure/depression.

12. Do you think that if an employee has good work life balance, his working effectiveness will be more?

96%

2% 2%

If an employee has good work life balance, his working effectiveness will be more

yesnono response

Interpretation:-

96% prefer good work life balance for increasing working effectiveness. This may help in increasing organizational productivity.

13. How do you rate your work life balance at ThyssenKrupp?

16%

53%

21%

7%

3%

Work life balance rating

excellentgoodaveragebelow averagepoor

Interpretation:-

53% of generation Y have stated their work life balance is good. This states that the area of work life balance at ThyssenKrupp can be improved towards excellent and there is further scope of improvement in the areas below average.

FINDINGS & SUGGESTIONS• Generation Y employees of ThyssenKrupp are aspiring,

enthusiastic and ambitious employees who prefer a high

standard of living

• Although the work life balance policies adopted by

organization for scope of improvement

• 80% of the employees belonging to Gen-Y who work in late

night 2nd shifts have reported work related stress which

should urge ThyssenKrupp management to help them

achieve work life balance

• Company offers flexible working hours to the Gen-Y

employees but they have stated high stress from work which

could be opposing as flexible working hours are meant for

reducing stress. Reasons for the same can be studied by the

organization.

• Women’s increased participation in organizations, stresses

on the need to bring policies that improve work life balance.

FINDINGS & SUGGESTIONS

CONCLUSIONS

• ThyssenKrupp has employed considerable work-life balance policies for its employees and the awareness amongst the employees in Gen-Y is also high regarding the same.

• Yet as per the responses received, high stress level can be seen amongst Gen-Y employees, particularly in women and employees working during the 2nd shift.

• Though the company offers flexible working hours the Gen-Y employees have stated high stress from work which is contradictory.

• The overall work life balance has been mentioned as good with scope for improvement in certain areas like working overtime and increased work load.

Bibliography

• “Family issues and work life balance”-www.oecdbetterlifeindex.org

• “Embrace work life balance”- www.ispi.org/pdf• “How our work life balance is changing”-

www.gaurdian.co.uk• “Work life balance:”- www.fastcompany.com• “Work life balance articles”- www.ceoonline.com• Research Methodology Book – Kothari