1

1. INTRODUCTION

The Better Work Life Balance Survey aims to measure how effectively organizations accommodate work life
balance, by assessing employee’s awareness of work life balance policies and their comfort levels in using these
policies. As the separation between work and home life has diminished, this concept has become more relevant than
ever before. Now people get a little amount of time for himself/herself his/her family. Sometimes it creates stress for
the employee he/she feel monotonous by doing same job most of the time. This working condition and situation is not
good not only for a person’s health but also for their mind. So better work life balance is a very important concept to
be implemented by the authority to make employees able to get more value and balance in their daily life. So that
they can reduce stress and increase their productivity. It is also beneficial for the organization too. It lessens negative
organizational stress, improve morale and create better teamwork and communication. As Work-life balance is a
broad concept including proper prioritizing between career and ambition on one hand, compared with pleasure,
leisure, family and spiritual development on the other; different organizations have different point of view towards it.
But the core matter is that, there must be a proper balance of time devoted to personal/family life and work life.

1.1 OBJECTIVE

There are some reasons for what I have made the report. My first objective is the evaluation of the Work-Life Balance
policy, of the new age business policies, which is optimal for the company in long run. Another objective to work with
this topic is to understand deeply about Human resource Management. Some other objectives relating to the report
making are---

To evaluate the effectiveness of the employees’ participation at work intentionally.

To widen knowledge in the context of HRM
To determine the current situation of bank in response to work life balance.
To find out defective area of this policy.
To suggest how to remove those defects.
To find out better way of working for banking personnel

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2. METHODOLOGY

a) Sources of data:

The data is about better work-life balance of private banking institutions. These valuable data was analyzed to
get in-depth opinions expressed by the data. Then the actual positions of each of the banks were compared to
one another. To know deeply about the concept, the topic was discussed with the expert professionals. I have
used both primary and secondary sources for doing the job I have been assigned to.

Primary Sources:

I collect the information through an assigned questionnaire to evaluate the Work-Life Balance policy
performance and evaluate the result from the 3 employees including two different stage of management from
five different banks. The data is the opinion (about the bank the person work with) of that particular official and
may not reflect the true image of the bank. It is merely the perception of the person who has supplied me with
the information.

Secondary Sources:

I took help from the internet to know about the Work-Life Balance policy and its arena to evaluate the
questionnaire. I judge it with the analysis of my report from my own perspective and my own point of view.

b) Methods of data analysis:

I analyze the data in a qualitative way. I have calculated the average values of the opinions supplied by the
participants and compared each bank to the rests regarding to each section of the questionnaire. Graphical
images also have been created based on the survey results to make the results more visible and easily
comparable. The following methodologies have been used by me to get the job done:

A brief look at the contents of each section of the questionnaire

Average measure for each section
Comparison of averages among all five banks for each section
Recommendation regarding the analysis

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3. About the Banks

Trust bank limited

Trust Bank Limited is one of the leading private In January 2007, Trust Bank successfully launched
commercial banks having a spread network of 45 Online Banking Services which facilitate Any Branch
branches and 5 SME center across Bangladesh and Banking, ATM Banking, Phone Banking, SMS
plans to open few more branches to cover the Banking, & Internet Banking to all customers.
important commercial areas in Dhaka, Chittagong, Customers can now deposit or withdraw money from
Sylhet and other areas in 2010. The bank, sponsored any Branch of Trust Bank nationwide without needing
by the Army Welfare Trust (AWT), is first of its kind in to open multiple accounts in multiple Branches.
the country. With a wide range of Trust Bank has sucessfully
modern corporate and consumer introduced Visa Credit Cards to
financial products Trust Bank has serve it’s existing and potential
been operating in Bangladesh since 1999 and has valued customers. Credits cards can now be used at
achieved public confidence as a sound and stable shops & restaurants all around Bangladesh and even
bank. internationally.
In 2001, the bank introduced automated branch Trust Bank is a customer oriented financial institution.
banking system to increase efficiency and improve It remains dedicated to meet up with the ever growing
customer service. In the year 2005, the bank moved expectations of the customer because at Trust Bank,
one step further and introduced ATM services for its customer is always at the center.
customers.

National Credit and Commerce Bank Ltd.

National Credit and Commerce Bank Ltd. bears a private commercial Bank in 1993 with paid up capital
unique history of its own. The organization started its of Tk. 39.00 crore to serve the nation from a broader
journey in the financial sector of the country as platform.
an investment company back in 1985. The aim Since its inception NCC Bank Ltd. has acquired
of the company was to mobilize resources from commendable reputation by providing sincere
within and invest them in such way so as to personalized service to its customers in a
develop country's Industrial and Trade Sector technology based environment.
and playing a catalyst role in the formation of The Bank has set up a new standard in
capital market as well. Its membership with the financing in the Industrial, Trade and Foreign
browse helped the company to a great extent in exchange business. Its various deposit & credit
this regard. The company operated up to 1992 products have also attracted the clients-both
with 16 branches and thereafter with the permission corporate and individuals who feel comfort in doing
of the Central Bank converted in to a fully fledged business with the Bank.

AB Bank Limited
 4

AB Bank Limited, the first private sector bank was International Finance Limited. To facilitate cross
incorporated in Bangladesh on 31st December 1981 border trade and payment related services, the Bank
as Arab Bangladesh Bank Limited and started its has correspondent relationship with over 220
operation with effect from April 12, 1982. international banks of repute across 58 countries of
the World. The Bank showed strong growth in loans
AB Bank is known as one of leading bank of the and deposits. Deposit of the Bank rose by Tk. 1518 cr
country since its commencement 28 years ago. It ie., 28.45% while the diversified Loan Portfolio grew
continues to remain updated with by over 30% during the year and
the latest products and services, recorded a Tk 1579 cr increase.
considering consumer and client Foreign Trade Business handled
perspectives. AB Bank has thus was Tk 9,898 crore indicating a
been able to keep their consumer’s and client’s trust growth of over 40% in 2008.
while upholding their reliability, across time.
The Bank maintained its sound credit rating in 2008 to
During the last 28 years, AB Bank Limited has that of the previous year. The Credit Rating Agency of
opened 77 Branches in different Business Centers of Bangladesh Limited (CRAB) awarded the Bank an A1
the country, one foreign Branch in Mumbai, India and rating in the long term and ST-2 rating in the short
also established a wholly owned Subsidiary Finance Term.
Company in Hong Kong in the name of AB

Dutch-Bangla Bank

Dutch-Bangla Bank started operation is Bangladesh's DBBL was the first bank in Bangladesh to be fully
first joint venture bank. The bank was an effort by automated. The Electronic-Banking Division was
local shareholders spearheaded by M Sahabuddin established in 2002 to undertake rapid automation
Ahmed (founder chairman) and the Dutch company and bring modern banking services into this field. Full
FMO. automation was completed in 2003.

From the onset, the focus of the bank has DBBL also operates the nation's largest ATM
been financing high-growth manufacturing fleet and in the process drastically cut
industries in Bangladesh. So financing and consumer costs and fees by 80%. Moreover,
concentrating on this sector allows DBBL choosing the low profitability route for
Bangladesh to achieve the desired growth. this sector has surprised many critics. DBBL
DBBL's other focus is Corporate Social had pursued the mass automation in Banking
Responsiblity (CSR). Even though CSR is as a CSR activity and never intended
now a cliche, DBBL is the pioneer in this profitability from this sector. As a result it now
sector and termed the contribution simply as provides unrivaled banking technology
'social responsiblity'. Due to its investment in this offerings to all its customers. Because of this mindset,
sector, DBBL has become one of the largest donors most local banks have joined DBBL's banking
and the largest bank donor in Bangladesh. The bank infrastructure instead of pursuing their own.
has won numerous international awards because of
its unique approach as a socially conscious bank.
 5

Eastern Bank Limited

Eastern Bank Limited (EBL) is one of the modern,

fully online and technologically superior private Vision
commercial Banks in Bangladesh. Eastern Bank To become the bank of choice by transforming the
markets a wide range of depository, loan & card way we do business and developing a truly unique
products. These products include different types of financial institution that delivers superior growth and
Savings & Current Accounts, Personal Loans, Auto financial performance and be the most recognizable
Loan, Debit Card, Pre-paid Cards, Internet Banking, brand in the financial services in Bangladesh.
Treasury, Syndication, Corporate Banking and SME
Banking services through a network of branches & Mission
centers countrywide. Eastern Bank has its presence We will deliver service excellence to all our
in major cities/towns of the country including Dhaka, customers, both internal and external.
Chittagong, Sylhet, Khulna and Rajshahi. Tracing its We will constantly challenge our systems, procedures
origin back to 1992, EBL is serving the individual and and training to maintain a cohesive and professional
corporate clientele alike with remarkable success team in order to achieve service excellence.
offering innovative banking services since then. We will create an enabling environment and embrace
a team based culture where people will excel. We will
ensure to maximize shareholder's value.

==========
 6

4. COMPARATIVE ANALYSIS

4.1- Leave arrangement:

Leave arrangement contains 8 factors to consider in the survey questionnaire. In the questionnaire it is
arranged in 2 parts. One part contains the information about the existence of the leave and another part carries the
importance of these leaves from the perspective of the employee from very important to very unimportant with don’t
know option. It is marked by the number 1 to 5 by its importance. The 8 factors which are included in the section of
leave arrangement are:

Carer’s leave
Opportunities for leave if care arrangements for children or other dependents breakdown
Study/training leave
Career breaks
Cultural/religious leave
48/52 pay averaging for purchasing additional annual leave
Bereavement leave
Pooling leave entitlement

The present conditions related with these factors are given below from the perspective of 5 banks:

Out of 8 factors
Banks Yes No Don’t Position
know Leave arrangement
Trust bank 6 2 --- 1st 6
5

AB bank 3 5 --- 4th 4 Yes

3 No

NCC bank 5 3 --- 2nd 2

1

DBBL 5 3 --- 2nd 0

Trust AB bank NCC DBBL EBL
bank bank

EBL 4 4 --- 3rd

 7

According to the participants of the survey, Trust bank limited meets the largest number of requirements of
the leave arrangement factors. On the other hand, the AB bank meets the lowest requirements among the 5 banks.

The participants were also asked that, how much they think of the importance of the presence of the eight
factors of leave arrangements. Their answers have been collected on quantitative basis and the average results
show the followings:

Banks Average Position

Trust bank 4.50 1st
Very imp. Leave arrangement
AB bank 3.63 4 th

Important
Trust bank
NCC bank 3.88 3 rd
4
AB bank
4.5
Important NCC bank
DBBL
DBBL 3.13 5th EBL
3.13
Don’t know 3.63
3.88

EBL 4 2nd
Important

On the basis of these averages, we can say that, the official of the BASIC bank considers the leave
arrangements much more important than others. On the other hand, the participant of DBBL takes these factors as
least important compared to others.

4.2- Parenting and Pregnancy policies :

This policy is much more crucial policy in every organization. Now it is a great demand for everyone (especially
for female) to continue the job with the proper security. Female are genetically separated from male and pregnancy is
their one of the physical condition. In that condition they need support because of their physical need. Every
organization should provide the necessary support to reduce the discrimination. Parenting and pregnancy policies
include;

Unpaid maternity/paternity and adoption leave

Paid maternity leave
Paid paternity leave
Paid adoption leave
Opportunity to return to the same job after maternity/paternity and adoption leave
Safety at work during pregnancy
 8

Pre-natal leave
Staggered return to work after pregnancy
A careers room or bringing children to work in emergencies
Employer assistant with childcare

The present conditions related with these factors are given below from the perspective of 5 banks:

Out of 10 factors
Yes No Don’t Position
Banks Parenting & pregnancy
know 6 6 6
Trustbank 5 5 --- 1st
6 5 5 5 5
5
AB bank 4 6 --- 2nd 4 4 4
NCCbank 4 6 --- 2nd 4 Yes
DBBL 4 6 --- 2nd 3 No

2
1
0
Trust AB bank NCC DBBL EBL
bank bank
EBL 5 5 --- 1st

According to the participants of the survey, Trust bank limited and EBL meet the largest number of
requirements of the leave arrangement factors. On the other hand, the AB bank, NCC bank and DBBL meet the
lowest requirements among the 5 banks.

The participants were also asked that, how much they think of the importance of the presence of the ten
factors of Parenting and pregnancy policies. Their answers have been collected on quantitative basis and the
average results show the followings:

Banks Average Position

Trust bank 4.5 1st
Very imp.
 9

AB bank 3.8 3rd

Important Parenting & pregnancy
NCC bank 3.7 4 th

Important
Trust bank
DBBL 3.7 4th AB bank
4.3 4.5
Important NCC bank
DBBL
3.7 EBL
3.8
3.7

EBL 4.3 2nd

Important

On the basis of these averages, we can say that, the official of the Trust bank considers the leave arrangements
much more important than others. On the other hand, the participants of DBBL and NCC bank take these factors as
least important compared to others.

4.3- Flexible Work Arrangement:

Flexibility in work arrangement is more crucial for the job holder to determine their job performance with
confidence. So every organization is cautious about this point. If the job holders find themselves in the distressing
environment they won’t keep their attention in the proper way. Flexible work arrangement policies include;
Job sharing
Telecommuting
Cap on overtime
Opportunity to negotiate part-time work for full-time employees
Time/off in lieu, rostered days off
Self-rostering and/or staggered start and finish times
Gradual retirement

The present conditions related with these factors are given below from the perspective of 5 banks

Out of 7 factors
Banks Yes No Don’t Position
know
 10

Trust 0 7 --- 3rd

bank Flexibility
7
AB bank 1 6 --- 2nd 7 6 6
6 5 5
NCC 1 6 --- 2 nd 5
Yes
4
bank No
3 2 2
DBBL 2 5 --- 1st 2 1 1
1 0
EBL 2 5 --- 1 st 0
Trust AB bank NCC DBBL EBL
bank bank

According to the participants of the survey DBBL and EBL meet the largest number of requirements of the
leave arrangement factors. On the other hand, the Trust bank meets the lowest requirements among the 5 banks.

The participants were also asked that, how much they think of the importance of the presence of the seven
factors of Flexibility in work arrangement. Their answers have been collected on quantitative basis and the average
results show the followings:

Banks Average Position

Trust bank 3.29 2nd
Don’t know Flexibility
AB bank 1.57 4 th

Unimportant
Trust bank
NCC bank 2.86 3rd AB bank
3.86 3.29
Don’t know NCC bank
DBBL
DBBL 3.29 2nd 1.57 EBL
Don’t know
3.29
2.86

EBL 3.86 1st

Important

On the basis of these averages, we can say that, the official of the EBL considers the leave arrangements much
more important than others. On the other hand, the participants of DBBL and NCC bank take these factors as least
important compared to others.

4.4- Additional Work Provision:

 11

Additional working support is more crucial in present condition. Now HRM is more diverted and dimensional
tools of any organization. Additional working condition is one of the strong wings to determine the proper condition of
HRM. To analyze the proper guidelines in our country 5 individual was selected by me from 5 different banks. Now it
is time to consider about this policy. The additional work provisions include:

Telephone for personal use

Counseling services for employees
Referral services for employees
Health program
Parenting or family support program
Exercise facilities
Relocation or placement assistance
Equal access to promotion, training and development

The present conditions related with these factors are given below from the perspective of 5 banks
Out of 8 factors
Banks Position

Ye No Don’tknow
s Additional Work Provision
6
Trust bank 3 5 --- 2nd 6 5 5
5 44 44
4 3 3
AB bank 2 6 --- 3rd Yes
3 2
No
2
NCC bank 4 4 --- 1st 1
0
Trust AB NCC DBBL EBL
DBBL 4 4 --- 1st bank bank bank

EBL 3 5 --- 2nd

According to the participants of the survey DBBL and NCC meet the largest number of requirements of the
leave arrangement factors. On the other hand, the AB bank meets the lowest requirements among the 5 banks.

The participants were also asked that, how much they think of the importance of the presence of the seven
factors of Flexibility in work arrangement. Their answers have been collected on quantitative basis and the average
results show the followings:

Banks Average Position

 12

Trust bank 3.5 2nd

Important
Additional work provision
AB bank 2.88 4th
Don’t know
Trust bank
3.38 3.5 AB bank
NCC bank
NCC bank 4 1st DBBL
Important
2.88 EBL
4

DBBL 4 1st 4
Important

EBL 3.38 3rd

Don’t know

On the basis of these averages, we can say that, the official of the BASIC bank, NCC bank and EBL consider
the Additional working support much more important than others. On the other hand, the participant of AB bank takes
these factors as least important compared to others.

4.5- Formality of Policies:

In this questionnaire part “Work-life Balance” justified. That means here I judge organization attention about
HRM, application of policies, match work life and personal life effectively etc. If any company keep any copy of this
work-life balance this indicate that the firm is cautious about employees work environment, their work balance etc. In
case of maintaining formalities the employees have been asked whether;

Organization have written copies of their ‘work-life’ balance policies

They have seen or given a copy of their ‘work-life’ balance policies
Is the use of ‘work-life balance’ policies are easily understandable

The present conditions related with these factors are given below from the perspective of 5 banks

Out of 3 factors
Banks Position
Yes No Don’t
know
Trustbank 0 0 3 2nd
 13

AB bank 0 3 --- 2nd

Formality of policies
3 3 3
NCC bank 1 2 --- 1 st 3
2.5 2
2
DBBL 0 3 --- 2nd 1.5
1
0.5 0
EBL 0 3 --- 2nd 0
Trust AB bank NCC DBBL EBL
bank bank

According to the participants, NCC bank maintains some Yes formalities of No

policies. AB Don’t
bank, know
DBBL and EBL
do not maintain formalities. The participant of the Trust bank does not know whether the formalities are followed in
the bank he works with.

4.6- Experiences in the Organization:

This portion completely depends upon employee’s own justification and arrangement. Here the answer is
organized strongly agree to strongly disagree from 5 points to 1 points respectively. So the employees are free from
any prior judgment because. They make their consent through some question and make the answer comfortably.
Experience related inquiries of the employees included;

Equivalent treatment of ‘work-life balance’ policies to all levels

Similar access to both male & female employees
Similar treatment to both part-time & fulltime employees
Preference of job beyond family & personal life by management
Encouragement to use ‘work-life balance’ policies
Suitable time for social functions
Combinability of career and family etc.

The present conditions related with these factors are given below from the perspective of 5 banks

Banks Average Position

Trust 3.24 1st

(Most
satisfied)
 14

AB 2.76 5th
(Least
satisfied)
Experience
EBL 3.1
NCC 2.95 4th
DBBL 3.05

2.95 Avera
NCC bank
DBBL 3.05 3rd ge
AB bank 2.76

Trust bank 3.24

EBL 3.10 2nd
2.5 2.6 2.7 2.8 2.9 3 3.1 3.2 3.3

According to these data, the participant of Trust bank is the most satisfied person for the organization he works
with among the five participants. On the other hand, the participant of AB bank is the least satisfied person for the
organization he works with.

___________

5. FINDINGS

5.1- SECTION-WISE IN-DEPTH FINDINGS:

1) Leave arrangement:
 15

Leave Expectation Bank’s Overall result

Bank Arrangement level Position (Performance)
Average
Trust 4.50 Very high 1st Very good
bank Performance; 5 4.5
as expected 4.5 3.88 4
4 3.63
AB 3.63 Low 4th Performance 3.5 3.13
bank matches 3
expectation 2.5
NCC 3.88 Moderate 2nd Performance 2
bank matches 1.5
expectation 1
0.5
DBBL 3.13 Very low 2nd Performance
0
is more than
expectations

BL

L
nk

nk
nk

EB
DB
ba

ba

ba
st

AB

C
EBL 4 High 3rd Performance

NC
u
Tr
is less than Average-leave arrangement Position
expectations
So, the overall performance of Trust bank is very good. As the expectation of the employees is very high, so is
the performance level. On the other hand, DBBL maintains work-life balance policy more than it’s employees expect
from them.
2) Parenting & Pregnancy:
Parenting Expectation Bank’s Overall result
Bank & level Position (Performance)
pregnancy
Trust 4.5 Very high 1st Very good 5 5
bank Performance; 5 4.5
4.3
as expected 4.5 3.8
4
3.7
4
3.7
4
4
AB 3.8 Moderate 2nd Performance
3.5
bank matches
3
expectation
2.5
NCC 3.7 Low 2nd Performance 2
bank is more than 1.5
expectations 1
DBBL 3.7 Low 2nd Performance 0.5
is more than 0
expectations
BL

L
k

nk

nk

EB
an

DB
ba

ba
tb

EBL 4.3 High 1st Good

AB

C
us

NC
Tr

Performance;
P&P average Bank's Position
as expected
So, Trust bank is again a topper in case of performance in this section. The expectations of employees are also
very high. AB bank performs moderately and the employees are satisfied as they also expect moderate level of
performance.NCC and DBBL perform far better than the expectation of the respective employees.

3) Flexible work arrangement

 16

Flexible Expectation Bank’s Overall result

Bank work level Position (Performance)
arrangement
Trust 3.29 Moderate 3rd Performance 5 5
bank matches 5
expectation 4.5 4 4 3.86
AB 1.57 Very low 2nd
Performance 4 3.29 3.29
bank is more than 3.5 3 2.86
expectation 3
2.5
NCC 2.86 Low 2nd Performance 2 1.57
bank is more than 1.5
expectations 1
DBBL 3.29 Moderate 1st Performance 0.5
is more than 0
expectations

nk

BL

L
nk
nk

EB
DB
ba
ba

ba
EBL 3.86 High 1st Good

AB

C
st

NC
u
Tr
Performance;
as expected Flexibility- average Bank's position

In this case, EBL is the topper and Trust bank is in the bottom line.

4) Additional Work Provision:

Additional Expectation Bank’s Overall result
Bank work level Position (Performance)
provision
Trust 3.5 Moderate 2nd Performance 5 5
bank matches 5
4.5 4 4 4 4
expectation 3.5
4 3.38
AB 2.88 Very low 3rd Performance is 3.5 2.883
bank low as 3
expectation 2.5
2
NCC 4 High 1st Good 1.5
bank Performance; 1
as expected 0.5
0
DBBL 4 High 1st Good
nk nk nk BL EB
L
Performance; ba ba ba DB
t
as expected us AB NC
C
Tr
EBL 3.38 Low 2nd Performance is
more than Average additional provision
expectations Bank's position
Here, NCC and DBBL perform well.

5) Formality of Policies:

Response Overall result

 17

Bank Yes No Don’t (Performance)

Trust bank 0 0 3
know Employees are
not aware of
policies EBL
AB bank 0 3 0 No written policy
is maintained DBBL

NCC bank 1 2 0 A few written NCC bank

policies are
maintained AB bank
DBBL 0 3 0 No written policy
is maintained Trust bank

0 0.5 1 1.5 2 2.5 3

EBL 0 3 0 No written policy
is maintained don't know no yes

So, most of the banks do not keep written work-life balance policy.

5.2- OVERALL COMPARISON AND RANKING:

TO compare all 5 banks for all the factors, I have assigned points for each position. These are:-

Position Points
 18

1st 5
2nd 4
3rd 3
4th 2
5th 1

If these points are calculated for each bank for all the sections of the questionnaire, the banks can be ranked on their
total points as:

Leave- P&P Flexibility Additional Formality of Total Overall

Bank arrangement ranking ranking provision policies score ranking
ranking ranking ranking
Trust 1st 1st 3rd 2nd 2nd 21 2nd
bank

AB 4th 2nd 2nd 3rd 2nd 17 3rd

bank

NCC 2nd 2nd 2nd 1st 1st 22 1st

bank

DBBL 2nd 2nd 1st 1st 2nd 22 1st

EBL 3rd 1st 1st 2nd 2nd 21 2nd

So, on an overall basis, NCC bank and DBBL shares the top position because they have a tie between them.
Again, EBL and Trust bank shares the second position. The 3rd or lowest position is hold by AB bank which
maintained least policies and its employees are least satisfied compared to that of others.

____________

6. RECCOMMENDATION
 19

The whole comparative analysis goes through the marks of the questionnaire in a graphical mode. So it has
also some limitation. But except this limitation, it is a reliable analysis because of having a comparative look. Every
bank has some strong and some weak points. If one is better in one section, another is better in another. From this
analysis I noticed that NCC bank and DBBL are in the better position on overall basis. Trust bank and EBL are in the
2nd position. AB bank is in the 3rd position and maintains least work-life balance policy. Here are some suggestions
from me, based on the data supplied by the participants:

Banks should introduce children day-care centers for the children of their employees. It will
encourage female work force and add a new strength to the total workforce.
Banks should allow employees to take extra leave each year by pay averaging so that an
employee can take necessary leaves keeping in mind about the reduced payment. This is how;
one will not take less necessary leaves.
During pregnancy, safety of work should be given very much importance. For that reason, work-
type and place should be changed if necessary.
When ne employee return to job after pregnancy, every possible facility should be given to her
including, reduced work-hour, less stress of work etc.
Telecommuting facilities should be introduced for making the employees more comfortable and to
encourage them even if staying at home.
Employees should be allowed to take time off for overtime they worked, instead of payment.
Employees should be given the facility of Counseling for work-family stress or other problems.
Banks should introduce referral services, Health programs, exercise facilities and placement
assistance.
Banks should have written and understandable work-life balance policies and each of the
employees should be given a copy of it.
Work-life balance policies should be applied to all management levels equally. There should be no
discrimination between men/women, Top/ bottom etc.
Banks should make it easy for employees to be transferred for family-related matters.

The zest is that-

The work-life should be made comfortable for employees.

No problem in family-life ensures scratch less performance in the job to a great extant. So family-matters
should be taken care of.
Employees’’ mental situation is a very crucial factor. So, steps should be taken by a bank to ensure
employees’ balanced and healthy mentality.
Banks should take each possible step to make the experience of the employees with the bank, pleasing and
nice.

__________

7. CONCLUSION
 20

Work-life balance policies are not maintained carefully in our country. In Bangladesh, it is a new concept and has not
been adapted by all yet. But it is a very popular policy in developed countries. It has proven itself of being able to
improve employee-performance. Banks in Bangladesh should give these policies very much importance, but not at
the cost of increased price of banking facilities. Initially, a few, most important policies can be initiated. When it starts
working properly and people become used to it, then other policies may be added. The management should
understand the importance of his family to an individual. Peaceful family-life is a must to deliver optimum level of
performance at work and it cannot be denied.

___________________