Communicating Environmental Friendliness through Product Design and Appearance
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Work Life Balance of Working Women – A Study with Special Reference to Primary School Teachers in Hospet Taluka
*Roopa.P.C. Asst Professor of Commerce, Shri Shankar Anand Singh Government First Grade College, Hospet.
**Dr.Shailaja.S.M. Associate Professor and Co-ordinator, Dept of Commerce, SSA G F C College, (Autonomous) Bellary
Abstract
This paper This study investigates the factors affecting work life balance among working women and the
consequences of poor-work life balance. Work life balance is a term used to describe the balance between
an individual's personal life and professional life. A healthy work-life balance assumes great significance
for working women particularly in the current context in which both, the family and the workplace have
posed several challenges and problems for women. The dynamics of the work environment have exerted
enormous pressure on working women as they need to cope with virtually two full time jobs – one at the
office and the other at home. Review of literature related to the subject has revealed that working women
experience greater difficulty than men in balancing work and family. It is also found that they experience
conflict as there is job spill over into the home more frequently than home spill over into work. Besides to
succeed in one environment, working women are often called upon to make sacrifices in another as each
of the environments makes different demands on them and have distinct norms to adhere to.
Major consequences of poor work-life balance are high levels of stress and anxiety, disharmony at home,
experiencing job burnout and inability to realize full potential. They feel irritable and resentful often due
to their inability to balance work and family life. The findings have implications for working women and
provide insights into finding solutions to maintain healthy work life balance. Two models of work life
balance, viz. role-analysis model and three factor model have been developed to enable working women
resolve the conflict caused due to poor work life balance. These models equip women with the
mechanism to strike a fine balance and make them smarter, healthier and happier in every facet of their
lives. Both the models assume greater significance for working women across the world as it helps them
resolve the dilemmas of managing their multiple roles in the personal and professional lives.. After the
mining industry boomed in Bellary district/ Hospet taluka, many citizens left their traditional livelihoods
and shifted to more mining-related employment opportunities. However, when mining activities were
stopped, people lost their source of income. The mining also affected the fertility of their land immensely
which made it impossible for them to rebuild a livelihood in farming. Employment schemes were
developed on Gram Panchayat (village council) level, however those guarantee only 100 days of work
which is not enough to provide a year-long livelihood for a family. Consequently, people started
migrating in search of a job. This phenomenon affected the youth’s education significantly.
Key words: Gram Panchayat, livelihood, Hospet, women , Gram Panchayat, teacher
Introduction
Work-life balance sounds ideal in theory. But figuring out how to finagle it all is always a challenge,
especially when the system is stacked against us. A demanding career makes things even more difficult:
Between the deluge of emails, back-to-back meetings, and nonstop deadlines, it’s tricky enough to
squeeze in a cappuccino run, let alone carve out time for lunch with your friends, the kids’ school play or
barre class. Data were obtained through a structured selected working women across
organizations/institutions in Hospet. The response rate was about 93% and the obtained data were
statistically analysed. Results indicate that a significant proportion of working women are experiencing
difficulty in balancing work and family due to excessive work pressure, too little time for themselves and
the need to fulfill others' expectations of them. Majority of the working women experience job spill over
into the home as they have to put in longer hours. Work-life balance has become a subject of concern for
both research scholars and business leaders in view of the contemporary demographic, technological,
market, and organisational changes associated with it.
However, there has been little academic attempt to provide a holistic picture of work-life balance benefits
and programmes (WLBPs) offered by various organisations in India. With the basis of extant literature,
primary and secondary data, the present paper has made an effort to understand the current status of
WLBPs in Indian organisations and to identify its future prospects. The paper has discussed the
challenges for effective implementation of such policies, which can help HR managers to be cautious
before introducing WLBPs in their respective organisations. Analysis of literature and available data
suggests that family-friendliness of employers in India have been reflected in various welfare provisions
which has been a matter of concern for employers since industrialization. With time, the scope and
coverage of such initiatives have broadened and have become more individual growth and family well-
being oriented. However, these policies and practices are more prominent in new economy organisations
such as software and services organisations. Moreover, the range of WLBPs varies across organisations
and there is still a long way to go when WLBPs will become strategic HR initiatives in most
organisations.
Objective:
This paper intends to explore the nature of work life balance of working women study with emphasis
school teachers in Hospet taluka. As the increasing awareness and better spending power, women
employees want to spend quality time doing things they love apart from work thus placing more emphasis
on work-life balance (WLB)
Work-life balance historical perspective
Concern over work and family issues has increased on account of the changes in which work has been
defined and modified by the processes of modernisation and industrialization, as well as the entry of
women into the world of paid work. As a result, research on work-family balance has become a
welldefined area of research in its own right. Work and family balance relates to the amount of time
devoted to one’s life at work, relative to the time spent outside work. The goal is not to achieve equal
amounts of time at home and at work, but the amount that is appropriate for a particular individual or
family. Getting a perfect balance is rarely achievable, but when these two spheres are not in harmony with
each other, individual and family well-being suffers. While work-family balance is an increasingly
popular term, there is no clear consensus on what it means, although most definitions have included the
concept of juggling, sustainability and flexibility. The concept of work-family balance has been used to
explain the equilibrium between responsibilities at work and responsibilities outside work. Work-family
balance metaphor is a social construct located within a particular period of time and originating in the
Western world as a response to dilemmas regarding the management of work and family life. Research in
this domain emerged at a time when the number of women entering the labor market grew and resulted in
a focus on working mothers and dual-earner families. It is also known as work-family interaction, work-
family fit, work-life balance and work-family integration. Initial research on the family in Western
countries emerged during World War II, when women were encouraged to join the paid workforce in U.S.
and U.K. However, in order to provide jobs to troops returning from the War, women were asked to
resume their family roles. Scholars began to show interest in the intersection of work and family roles
because of the flux in gender roles resulting from these social dynamics. The early period after World
War II was considered as an idealisation of the
Indian family with the husband as the main breadwinner and the wife as housewife and mother, by the
timeline study of work-family research conducted in the India. In order to secure the rights of working
women in the lower middle class and of business and professional women in the upper class, a movement
was started during that period. On the other hand, a strong feminist movement emerged during the 1960s
and 1970s, which resulted in a critical evaluation of the traditional gender roles in the economy. The
number of dual earner couples began to rise as a result of the oil crisis, which in turn raised the cost of
living during that period. However, during the 1980s, it became clear that women were taking on the
burden of dual roles instead of being liberated from traditional gender roles, which led to some
disillusionment with the increasing role of women in the workforce. In addition, family friendly policies
were also introduced in the workplace during that period. During the 1990s, the focus was on the
expansion of work-family research to previously less studied populations in the India such as ethnic
groups, single-parent families, and poor working families, as well as on the organization’s role to reduce
the pressures of work and family faced by the employees (Pruitt & Rapoport, 2002).
As opposed to advocating government responses in the form of public policy on matters pertaining to
childcare, the India. government adopted a different approach to manage work-life issues of their
employees by motivating organizations to look after the needs of their employees by making them
important stakeholders in the process. Thus, in comparison to other developed countries such as Australia
and Canada, which focused on more governmental interventions to manage work-family pressures, the
India followed the policy of short unpaid family leave. There is still debate about the definition of work-
family balance but it implies that there is a balance between the demands of work and family (Guest,
2001). Work-family balance has been a catch phrase over the past decade as a result of the increased
demands from work and family (Frone, 1992). Some researchers (Joplin et al, 2003) prefer to use an
overarching concept of equilibrium, balance and harmony while other researchers use the concept of fit
and incorporate the demands of the role and environment and the availability of personal resources. In
addition, some researchers (Clark 2001) have defined work-family balance as an absence of work-family
conflict or increasing levels of work-family enrichment. Others defined work-family balance as an
effective juggling act between paid work and various activities that are important to people. Researchers
(Kalliath & Brough 2008; Clark 2001) have also focused on the compatibility of both roles and their
promotion of growth, satisfaction between multiple roles, perceived control between multiple roles, and
relationship between conflict and facilitation. Work-family balance is an art of managing both the work
and family domain effectively.
Work family balance suggests that work should not hinder other things which are important in people’s
lives, such as quality time with their family, leisure time or recreational activities, personal development,
etc. Balancing these two roles equally will not result in work-life balance, nor will the setting aside of an
equal number of hours for each role lead to work-family balance. The balance which seems appropriate
today may seem inappropriate tomorrow. The ideal balance in a person’s life may vary across the
different phases of one’s life, i.e. before marriage, after marriage, with children, when starting a career or
after retirement. In sum, there is no one-size fits all or picture-perfect work-family balance. Moreover, in
recent decades, the work pressure has been intensifying for both men and women. Different factors
associated with work have resulted in excessive stress and strain among workers.
Work life balance work demands single-parent families
As a result, there is a work domination of family life created by work demands, which in turn results in
workfamily imbalance. In order to be successful in both the roles, women try to organise and balance
their work and family domains, for which a great deal of adjustment and accommodation is required. For
the last two decades, work-family issues have become a growing concern among researchers due to
significant changes in the work force, such as the entry of an increasing number of women into the labor
market as well as the existence of dual-earner, and single-parent families.
In order to achieve top positions in executive jobs, women across the globe have to face obstacles and
barriers. According to the International Labor Organization’s Report, 2001 titled “Breaking Through The
Glass Ceiling: Women in Management”, women in the United States had made more progress as
compared to women in other countries, despite the fact that they held only a small percentage of
executive positions. The changing roles of women in business and government in more than 70 countries,
steps to improve opportunities for women by highlighting the obstacles faced by them in their career
development, and promoting gender equality, were some of the issues that were examined in the report.
The report concluded that women in these countries were experiencing glass walls in addition to glass
ceiling where women were denied training and mid-level positions which could have helped them to
reach top-level jobs.
The predominance of male values and gender roles was considered as another factor that prevented
women from reaching top jobs. The main hindrance faced by women, in recruitment and promotion to
management positions, was the dominance of male values followed by family obligations according to the
report of a survey conducted on bank managers in the European Union during the year 1999. A study on
lawyers revealed that various work-related factors contributed to time-based and strain-based work to
non-work conflict among married female and male lawyers. Work involvement, work-role stressors and
work context were considered as three major factors in this study, out of which the single factor
responsible for work—non work conflict for both male and female lawyers was work overload. Factors
which contributed to work—non work conflict varied between male and female lawyers. Moreover,
female lawyers preferred working in firms that had a larger number of female lawyers. Since the strain-
based conflict of female lawyers was increased by additional family roles.
Problems of a woman at work
There are several problems that a woman encounters when she decides to undertake a job in India. The
root cause of the problem is the patriarchal structure of the society, where women are expected to give the
highest priority to the needs of the family irrespective of whether they work outside the house or not.
Their primary role is considered to be looking after the home and children, and their employment outside
the home is still regarded as secondary (Arora, 2003). Women’s pregnancy and maternity leave might
result in a delay in their promotions as compared to their male counterparts. They also face sexual
harassment and exploitation in their workplace (Shukla, 2003).
Primary school teachers are typically responsible for teaching children from first through fifth grades.
They play an important role in developing a child's intellect and work habits, as primary school is the first
time most children are in a strictly educational environment. While pre-kindergarten and kindergarten
classes do teach children some basic skills and knowledge, such as shapes and colors, primary school
immerses children in the educational environment they will be experiencing until graduation from high
school. Primary school teachers usually have one class of students that they will teach various subjects to
for the entire school year. Subjects include mathematics, reading and writing, history and science. Some
primary school teachers, however, specialize in one subject, such as art, music, or physical education.
These teachers are responsible for instructing various groups of students.
When working women try to manage both home and job along with the demands of childcare, they are
bound to experience role conflict. One of the greatest drawbacks which resulted from being focused on
their career is the high chances of disharmony in their family life, where the modern educated husbands
too expect their wives to serve them and the household despite the women working outside the homes.
Studies also revealed that the discrimination which a woman faced at the workplace was related to the
lower job commitment which was acquired through the socialisation process. When women consider
work as an additional role and do not set career goals, they are likely to face problems at work. A low
representation of women in higher posts has been considered as a reflection of discrimination in
recruitment policies or prejudices as well as the lack of orientation and commitment of women towards
their careers. In addition, there are also studies that focused on the changes taking place in women’s lives
as a result of their employment.
Women in non agri sector and teaching in Hospet
Women were able to create a bigger space for themselves by emerging out of the traditional role.Several
factors are responsible for affecting the personal and professional lives of women in Western countries
which was demonstrated by a study conducted on female medical practitioners in Australia, Britain and
Denmark. The study revealed that balancing job and family, job satisfaction, autonomy, fair
remuneration, availability of flexible work schedules and having an edge over the decision-making
process were some of the factors that affected the lives of women. In addition to these, some of the
personal issues were self-care, quality time with spouse, children, family and friends and
timemanagement in order to pursue interests which were non-medical in nature. The conflicts arising out
of these demands reduced the job satisfaction of female professionals which in turn led to imbalances and
stress in their lives. In order to achieve a balanced and successful personal and professional life, what was
required was a supportive family, a flexible work environment and changes in culturally based
expectations of female professionals. Organizations across cultures are known to implement various
work-life balance practices which are beneficial in reducing work-life issues as well as in enabling
employees to be more effective at work and in the performance of various roles. Organizations are
increasingly pressurised to design various kinds of practices which will facilitate the efforts of employees
to fulfil their personal and professional commitments.
The IHDS surveys found that the construction of either a kutcha or a pucca road increased the odds of
women’s participation in non-farm work by 1.5 and 1.4 times, respectively.
Their gains were higher than that of men, who also benefited from road construction by 1.2 times for
kutcha roads and 1.4 times for pucca roads, according to the study, reflecting the long-standing gender
gap in employment. With men outnumbering women in the workforce, more women than men stand to
gain from improved transport infrastructure. Several work-life balance initiatives have been taken up by
organizations to assist employees to balance their work and family responsibilities efficiently, further
their well-being and provide organizational benefits. There are a variety of family-friendly policies such
as flexible working hours, part-time work, job-sharing, compressed work weeks, telecommuting, parental
leave, and on-site child-care facility.
The non-agricultural employment rate has also increased significantly for both men and women over the
seven years to 2012, though the rate has remained much lower among women than among men. Only
10% of women participated in non-agricultural work in 2005, wḣich increased to 17% in 2012. The non-
agricultural employment rate for men increased from 47% in 2005 to 55% in 2012.
MGNREGS work increases market wages for men, but not women
Another factor that has had an impact on women’s workforce participation is the MGNREGS. IHDS data
suggest that fewer (46%) women reported having ‘no work’ in 2011-12 than in 2004-05 (50%). The
Mahatma Gandhi National Rural Employment Guarantee Act was enacted in 2005.
More women (9%) reported being engaged in non-farm work than the 6% involved in farm work from
2004-05 to 2011-12, according to the IHDS data. This suggests that the expansion of opportunities due to
MGNREGS draws those women into paid labour who might have otherwise continued to work only on
family farms. Further, research on IHDS data shows that nearly 45% of women MGNREGS workers
worked as unpaid labour on family farms during the first wave of IHDS in 2004-05.
Higher allocation of MGNREGS work has been found to raise market wages (for formal work beyond
MGNREGS) for male MGNREGS workers, but a similar increase is not statistically significant for
women, according to a 2018 study by the NCAER. This underscores the gender bias in access to formal
work. Where formal jobs beyond MGNREGS become available in rural areas, these go mostly to male
MGNREGS workers, leaving women MGNREGS workers restricted to the informal sector. Given that
situation, we started to design and conduct training sessions on creating alternative and sustainable
livelihoods.
Cooperative societies in Hospet taluka
Sakhi had promoted a young women cooperative already at the time. Now it was about connecting
both women cooperatives and income generating activities while conducting the new training. Soon, we
could notice the impact that our program had on it’s participants: Around twenty of the women that we
had trained on millet food processing started their own millet Roti unit which depicts now their regular
source of income.
Jenugudu Women Cooperative
Jenugudu is the name of the women’s cooperative that Sakhi promotes. The women involved started off
by preparing millet Rotis and side dishes in order to sell them through the cooperative. Nowadays, they
are also selling stationary supplies, such as books, as well as terracotta jewellery and decoration that they
order from another livelihood cooperative of Dalit women. Every woman involved earns about five to
sixthousand Rupees per month.
Eventhough the women don’t generate much profit, they keep running their business with Sakhi’s
support. Monthly, the directors of the cooperative meet in order to guarantee an effective running of
Jenugudu and to increase the participation of the women. The secretary of the cooperative is monitoring
the activities. More income generating training sessions are planned with the motive to introduce more
women to the cooperative.
Access to Social Entitlements and Inclusion under MGNREGA & PMJDY
We have supported more than 350 Devadasi women in ten villages and five Panchayats of Hospet and it’s
environment in terms of employment, health, children’s education and government schemes (state:
February 2019). Within the MGNREGA (Mahatma Gandhi National Rural Employment Guarantee Act)
schemes, we help these women to get a job card and apply for a job. We also create a communication
channel between them and their respective Panchayats, mediate if necessary, ensure fair working
conditions and on time salary. To guarantee their health, we conduct health camps and support them
legally and financially in case they get into work-related accidents and need medical care.
We help women to get a proper bank account at Canara Bank under the Indian financial inclusion
program Pradhan Mantri Jan Dhan Yojana and offer support in enrolling in social safeguarding schemes
such as the government Old Age Pension or the Devadasi Pension.
Achievements of Women Cooperative in Hosapete Taluka
1. The members of Jenugudu Women Cooperative are involved in a variety of income generating
activities which, step by step, take this cooperative towards a great sustainability. However, it is
not possible to reach the goal of sustainability only by offering training sessions on various
activities. The women are in need of an advanced food processing technology and an addition of
the millet value as well.
2. New possibilities for women cooperatives exist in the mining affected areas of Hosapete Taluka.
3. The women from the countryside who attended our training sessions have the opportunity to earn
Rs.3000 to 4000 minimum without having to migrate. They were also able to build vast networks
in our working area.
4. Jenugudu cooperative put up a stall at the Mental Health Professional conference which was held
at Mallige Hotel, Hospet with diverse small millets products and marketed. It inspired future
activities.
5. Mining affected families are enabled to build sustainable and self-reliant alternative livelihoods.
6. Empowerment of women and young people of the lower strata through diverse training sessions.
Conclusion
Work-family structure can be influenced by the context in which the work and the family domains
operate in a particular environment. The work timings, descriptions of work as well, as work schedules
could vary among women across countries. Thus, it is understandable that demands arising from work
and family roles differ in various settings. What is considered as a demanding factor in one setting might
not be seen as an issue of concern, or demanding, in another setting. Work and family roles are viewed
differently by people belonging to different cultural backgrounds. There were variations in terms of
reasons for working, spouses’ preferences towards their employment, and the extent to which their work
role is perceived, although women of different countries do not differ greatly in their perceptions relating
to work and family roles.
Women in different professions are caught in a dilemma with expectations and ideologies of traditional
societies at home, and demands conforming to the modern code of conduct at the workplace. Thus, they
are observed as struggling with their personal and professional lives in order to achieve a balance between
these two domains. As a result of the prevalence of gendered work structure, women are not able to
achieve equality despite being educated and employed. In addition, domestic responsibilities still remain a
primary role of women, irrespective of their employment status. Women are not able to question or
challenge gender role assumptions, even when they are highly educated. Moreover, women utilise their
education, keeping their family’s interests in mind. In order to ensure that work-family balance and to
challenge gender relations, the prevailing social system which relegates women to that of inferior group
both at home and at work should be changed. Women are the most vulnerable target group in our working
area. At the same time, we see a woman as the key person in the development of her entire family. Hence,
an important part of cooperative work relies in the support, education and training of women, most
importantly of Dalit women and Devadasi.
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