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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
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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.,
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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 -
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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
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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
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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.
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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.
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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.
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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:
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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
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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).
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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
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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
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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
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= (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
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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
Respondents Percentage
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
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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
Respondents Percentage
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
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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
Respondents Percentage
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
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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
Respondents Percentage
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
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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
Respondents Percentage
Strongly Agree 45 45.0
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
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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
Respondents Percentage
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
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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
Respondents Percentage
Strongly Agree 67 67.0
Agree 20 20.0
Neutral 5 5.0
Disagree 5 5.0
Strongly
Disagree 3 3.0
Total 100 100.0
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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
Respondents Percentage
Strongly Agree 50 50.0
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
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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
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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
Respondents Percentage
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
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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
Respondents Percentage
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
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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
Respondents Percentage
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
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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
Respondents Percentage
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
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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
Respondents Percentage
Strongly Agree 60 60.0
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
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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
Respondents Percentage
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.
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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
Respondents Percentage
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
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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
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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
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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 (
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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
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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 (
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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
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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
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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.
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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
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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.
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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
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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?
Strongly Agree Agree Neutral Disagree Strongly Disagree
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.
Strongly Agree Agree Neutral Disagree Strongly Disagree
6. I enjoy discussing my organization with the people outside it.
Strongly Agree Agree Neutral Disagree Strongly Disagree
7. How well does your current working hour suit your current work life balance?
42
Never Sometimes Often Rare Always
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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?
Strongly Agree Agree Neutral Disagree Strongly Disagree
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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