PROJECT REPORT

On

WORK LIFE BALANCE

SUBMITTED TO THE
SCHOOL OF MANAGEMENT STUDIES
IN PARTIAL FULLFILLMENT OF THE REQUIREMENTS FOR THE DEGREE OF

BACHELORS OF BUSINESS ADMINISTRATION

(SESSION 2021-2024)

Graphic Era Hill University, Haldwani (Nainital),

Uttarakhand

Under the Supervision

Ms. DEEKSHA JOSHI Submitted By
Design Name- KRITIKA TIWARI
Course- BBA (5th semester)
Roll No- 2190053
Enrolment No- PV-21900053

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 CERTIFICATE OF SUPERVISOR (GUIDE)

It is Certified that the work incorporated in this Project Report WORK LIFE BALANCE submitted
by KRITIKA TIWARI is her original work and is satisfactorily completed
under my supervision.

Material obtained from other sources has been duly acknowledged in the Project Report.

Date :

Signature of Guide :

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 DECLARATION BY THE STUDENT

This is to declare that I have carried out this project work myself for Bachelor of Business

Administration Program of Graphic Era Hill University, Haldwani.

The work is original, has not been copied from anywhere else and it has not been submitted to

any other University/Institute for an award of any degree/diploma.

Date :

Place :

Name :

Signature :

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 Certificate from the Organization

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 STUDENT AND SUPERVISOR INTERACTION CERTIFICATE

The certificate verifies that student has visited the supervisor and the corrections indicated in the report
are modified and verified by the student through supervisor. The details of visit, remarks and
modifications are mentioned below;

S.No Project Discussion Area/Remarks Modification Signature with

date (
Supervisor)
1

Signature

HOD

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 Table of Content

Content Page Nos

Preface i
Acknowledgement ii
Abstract/ Executive summary iii
Declaration by the supervisor iv
Declaration by the student v
Certificate from the organization vi
Student supervisor interaction certificate vii
Chapter-1 INTRODUCTION 1-3
1.1 Introduction 1
1.1.1 About the research problem 2
1.1.2 About the organization 3
Chapter-2 REVIEW OF LITERATURE 4-15
2.1 Theoretical Framework 4-6
2.2 Literature Review 7-15
Chapter-3 RESEARCH METHODOLOGY 16-22
3.1 Objectives of the study 16
3.2 Scope of the Study 16
3.3 Limitation of the study 17
3.4 Research Design 18-20
3.4.1 Research method 18
3.4.2 Sampling 18-19
3.4.2.1 Sampling method 18
3.4.2.2 Sample Size 19
3.4.3 Sources of Data 20-22
3.4.3.1 Primary sources 21
3.4.3.2 Secondary Sources 22
Chapter-4 DATA ANALYSIS AND DISCUSSION 23-45
4.1 Secondary Data & Interpretation 23-27
4.2 Primary Data Analysis & Interpretation 28-45
Chapter-5 FINDINGS, SUGGESTIONS AND CONCLUSION 45-50
5.1 Findings 45-47
5.2 Suggestions 48-49
5.3 Conclusion 50
Bibliography 50-53
Annexure 54-56

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 PREFACE

The Field of Human Resource Management is developing very fast and every department of Human
activity is realizing it's important in the smooth functioning of the organization. Innovative
techniques are developed to improve the culture at workplace so that the employees are motivated
to give in their best to the organization as also to attain job satisfaction. Hence, it important
implements the latest human resource practices in the organization.

The Latest Techniques in the field of Human Resource Development are Employees for Lease,
Moon Lighting by Employees, Dual Career Group, Work Life Balance (flexi time & flexi work),
Training & Development, Management Participation in Employees' organization, Employee's
Proxy, Human Resources Accounting, Organizational Politics, Exit Policy & Practice, etc.

This project is about WORK LIFE BALANCE. A technique in the field of a human resource.
Work-life balance is a concept including prioritisation between work, career and Lifestyle. The
expression "work-lie balance" was first used in the United Kingdom, in the late 1970s to describe
the balance between an individual's work and personal life. In the United States, this phrase was
first used in 1986.

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 ACKNOWLEGEMENT

With deepest gratitude and appreciation I want to thank New boundaries Immigration consultants
Private limited, Rudrapur who helped me in making my Internship Training a possible one.
I am highly indebted to my Supervisor Ms. Deeksha Joshi Associate Professor of Department of
Management. With her kind direction and proper guidance in every phase of the project shaped this
report to be completed perfectly.

I would like to thank Mr. Vansh Kohli For giving me enough knowledge and ability to perform
each task that was assigned to me during my internship period. Your guidance will help us achieve
our aspirations as we go along with our journey in life.

Last but not least I would like to wholeheartedly thank my friends and family for their valuable
suggestions and for helping me finalizing the report within the limited time frame.

KRITIKA TIWARI

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 EXECUTIVE SUMMARY

Work life balance is one of the key factors of the employees to achieve success. Organizations have
devised various plans policies programmes to help their employees to achieve the balance between
their work commitments and family responsibilities. Certain policies are statutory while the other are
voluntary implemented. The effectiveness of them depends on the extent of usage of the employees
to achieve work life balance. The aim of this research was to analyse the work-life balance of
employee’s at New Boundaries Immigration, Rudrapur i.e, the relationship between the
satisfaction of employees and work-life balance.
The study collected the data from 23 respondents. The study found that work responsibilities
negatively impact the personal life of employees. The factors like overtime, travelling to work,
meetings and training after the working hours impact the work life balance of the employees.

KEY WORDS: Factors, Personal Life, Job performance, Flexible working hours

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 CHAPTER 1
INTRODUCTION

1.1 INTRODUCTION
Work–life balance is the term used to describe the balance that an individual needs between time
allocated for work and other aspects of life. Areas of life other than work-life can be, but not limited
to personal interests, family and social or leisure activities. The term ‘Work Life Balance' is recent
in origin, as it was first used in UK and US in the late 1970s and 1980s, respectively. More recently
the term has drawn on some confusion; this is in part due to recent technological changes and
advances that have made work and work objectives possible to be completed on a 24-hour cycle.
The use of smartphones, email, video-chat, and other technological innovations has made it possible
to work without having a typical "9 to 5 work day". There are several theories that seek to explain
the relationship between work and family. However, these theories have not been integrated into a
comprehensive theory that can serve as a guide to research on work-family issues. The academic
body of knowledge depends on different theoretical approaches with regard to work-family
interface. A good work-life balance, on the other hand, is profitable for both employees and
employers.

A case in point is the rise in output of factories in the 19th century when work hours were reduced
to 10, and later, eight hours a day. There is growing concern that the quality of home and workers’
life is declining thereby causing poor worker contributions and performances at work. Where
employees are unable to suitably balance work and family life, they tend to find it difficult to
manage tasks at the workplace and this subsequently shrinks productivity. Lack of work flexibility,
elevated work pressures and long working hours; a situation that decreases their job performance
and productivity

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1.1.1 ABOUT THE RESEARCH PROBLEM

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1.1.2 ABOUT THE ORGANISATION

New Boundaries Immigration is consulting and services provider firm which is specialized in their
field that plays a pivotal role in assisting individuals and families in their pursuit of relocating to a
new country. In a world marked by increasing global mobility, the services provided by immigration
consultants have become essential for navigating the intricate web of immigration laws and
procedures.

At its core, immigration consulting involves a comprehensive range of services aimed at facilitating
the often complex process of moving to a different country. These professionals, often well-versed in
the nuances of immigration policies, serve as guides, advisors, and advocates for their clients. As
individuals contemplate the prospect of international relocation, an immigration consultant becomes
a valuable ally in ensuring a smooth and legally compliant transition.

One of the primary responsibilities of an immigration consultant is to provide expert advice on the
various visa options available based on the client's specific circumstances. This involves a deep
understanding of the immigration laws of both the home and destination countries. Whether it's for
work, study, family reunification, or other reasons, consultants help clients choose the most
appropriate visa category and guide them through the application process.

New Boundaries Immigration assist for Document preparation is another crucial aspect of
immigration consulting. Navigating the paperwork required for visa applications can be
overwhelming, with each country having its own set of documentation requirements. Immigration
consultants meticulously review and prepare the necessary documents, ensuring accuracy and
completeness to avoid delays or complications in the application process.

Furthermore, immigration consultants keep abreast of constantly evolving immigration policies and
regulations. This continuous monitoring allows them to provide up-to-date information to their
clients, ensuring that applications align with the latest requirements and changes in the law. Staying
informed about policy adjustments and legal developments is integral to the effectiveness of an
immigration consultant.

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In addition New Boundaries Immigration have a advising function on visas and preparing
documentation, immigration consultants often offer support in preparing clients for interviews or
other assessments required as part of the immigration process. This could include guidance on
interview etiquette, providing insights into common questions, and helping individuals present their
case confidently and convincingly.

A significant aspect of immigration consulting is its role as an intermediary between clients and
immigration authorities. Consultants communicate with government agencies on behalf of their
clients, addressing queries, submitting documents, and resolving issues that may arise during the
application process. This representation is particularly valuable in complex cases or situations where
legal intricacies require professional expertise.

Ethical considerations are paramount in immigration consulting. New Boundaries Immigration

consultants prioritize integrity, ensuring that their services adhere to ethical standards. This includes
transparent fee structures, honest assessments of clients' eligibility, and providing realistic
expectations regarding the outcomes of the immigration process.

In conclusion, New Boundaries Immigration consulting is a multifaceted profession that goes

beyond mere paperwork. It is about guiding individuals through a life-altering journey, helping them
navigate legal complexities, and providing the support needed for a successful transition to a new
country. As global immigration continues to shape the dynamics of societies, the role of immigration
consultants remains indispensable in facilitating these transformative journeys and contributing to
the harmonious integration of diverse populations around the world.

New Boundaries Immigration consultants offer services such as visa application assistance,
document preparation, legal advice, and guidance throughout the immigration process. They help
individuals navigate complex immigration laws and ensure compliance with regulations.

New Boundaries immigration consultant is a professional who provides expert guidance and
assistance to individuals seeking to navigate the intricacies of immigration processes. These
professionals are well-versed in immigration laws, policies, and procedures, offering support in visa
applications, documentation, and legal compliance. Immigration consultants play a crucial role in
simplifying the often complex and overwhelming journey of relocating to a new country, providing
clients with valuable insights and ensuring adherence to regulatory requirements. It was started and
operated By the Mr. Vansh Kohli from 2021

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Mission:
We strive to provide high quality immigration services to all our clients. With the help of our highly
qualified professionals, we ensure our clients don't face any inconvenience in the entire process and
experience a smooth transportation.

Vision:
To be a leading immigration firm dedicated to facilitating seamless global mobility and fostering
diverse, inclusive communities.

Objective:
Our primary objective is to provide comprehensive immigration services, guiding clients through
every step of the process with expertise, transparency, and personalized attention.

Goal:
Our overarching goal is to empower individuals and families to achieve their immigration dreams by
navigating legal complexities, promoting understanding of global cultures, and contributing to the
creation of a connected and harmonious world.

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 CHAPTER 2
REVIEW OF LITERATURE

2.1 THEORITICAL FRAMEWORK

HUMAN RESOURCE MANAGEMENT

Human resource management is concerned with the human beings in an organization. It reflects a
new outlook which views organizations manpower and its resources and assets. It is that process of
management to which develops and manages the human elements of an enterprise.

It is not only the management of skills but also the attitudes and aspirations of people. When
individuals come to a workplace they come with not only technical skills knowledge experience etc
but also with their personal feelings perceptions desires motives attitude values etc. So, HRM means
management of various aspects of human resource. This helps a manager to view his people as an
important resource. It is an approach in which manpower resources are developed not only to help
the organization in achieving its goal but also to the self satisfaction of the concerned person's. On
the other hand it focuses on effective management of people.

Human resource management may be defined as a set of policies practices and programmes designed
to maximize both personal and organizational goals It is a process by which the people and
organizations are bound together in such a way that both of them are able to achieve their objectives.

FUNCTIONS OF HUMAN RESOURCE:

• Policy formulation
• Employee and Labour relation
• Training and development
• Recruitment and selection
• Compensation and benefits

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WORK LIFE BALANCE

In today’s fast paced business world the ability to achieve work life balance is becoming more and
more difficult. Employers expect more from staff And it increasingly puts additional pressure to the
employees.

Work life programmes existed as early as the 1930s. The policies and procedures established by an
organization with the goal to enable employees to efficiently do their jobs and the same time provide
flexibility to handle personal concerns or problems at their family front In fact; dual wage earning
families in general are working longer hours A balance work and life is supposed to exist when there
is a proper functioning at work and at home with a minimum of role conflict. Therefore the
incompatibility between the demands from the work and non-work domain give rise to conflict and
consequently people experience a lack of work life balance. There is a confirmation of the fact that
people entering the workforce today are laying emphasis on the importance of WORK LIFE
BALANCE more than their predecessors. In spite of this, the extent to which this balance is being
achieved is far less than what is desired. In fact, researchers bring to mind that graduates are being
drawn into situation when they have to work for progressively for longer hours.

The balance between personal and professional life vary from person to person and the organization
where he or she is working. When an individual does not maintain a balance and work, may cause
some medical psychological and behavioural consequences; as a result his or her productivity will
also be low.

Studies have shown that work life stress is harmful to the employees. Late sitting and working too
much can cause imbalance in an individual’s personal and professional life; however there are some
techniques to manage the work life stress example time management Task management relaxation
flexible working hours Etc. Work life balance improves individuals health job satisfaction
commitment involvement and reduces absenteeism.

People are more interested in looking for a job that gives them flexibility at work. Necessary
arrangement for work life balance are required by all

Work life balance is a good measures taken by companies. An employee should fit in it and try to get
maximum benefits.

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MANAGING WORK LIFE BALANCE
A valuable quality of leadership is the ability to balance work and life. They make it clear that this is
an aspect they value in others too. Individuals establish a pattern for their personal life. Whether its
been home for dinner four nights a week or being a part of their kids school activities. Whether
through unpaid leave or flexible scheduling they provide people with opportunity to lead productive
personal lives. Consequently, elevated trust levels are inspired through the members of the
organization.

WORK LIFE BENEFITS:

• Enhances working relationships between colleagues
• Encourages employees to show more initiative and Team work
• Reduces sickness and absenteeism
• Increased productivity and engagement
• Minimizes work related stress

A company needs to keep an eye on every employee so that the productivity is not reduced. An
employee takes measures to retain his employees and increase performance.

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2.2 LITERATURE REVIEW

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 CHAPTER 3
RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the research problem. It may be understood

as science of studying how researcher is done scientifically.

3.1 RESEARCH OBJECTIVE

• To study that excess workload and responsibility affects employees Work Life Balance.
• To know that employees position in the firm affect their balance between dual life
• To know that long working are affect individual efficiency.
• To know that their health is affecting due to the work.
• To know what are the top most priorities of employees.
• To find out an apt way for the improvement of work life balance

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3.2 SCOPE OF THE STUDY

The study on work life balance throws light on the balance maintained by the employees between
their work and lifestyle. Work and life are two most important priority of any person and problems
arise when there is an imbalance between these two. If work and life is not properly balanced it can
adversely affect each other and can increase job dissatisfaction, affect family relations, stress related
diseases and also productivity of the firm.

The study can help the organization in improving the work life balance of employees and thereby
advance their overall performance and production. When the firm takes more care about the work
life balance of the employees, they may improve their performance and thus the profit of the firm
increases.

Also the employees can understand more about the importance of balance between work and
lifestyle. Therefore it is important to have a research study on work life balance of employees.

3.3 LIMITATION OF THE STUDY

• The time period of the study is limited.

• The information provided by them may not be true.
• The workers hesitate to disclose the true facts.

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3.4 RESEARCH DESIGN

A research design provides the framework to be used as a guide in collecting and analyzing data.

We can classify research design into the following three categories:

➢ Exploratory research.

➢ Descriptive research.

➢ Casual research.

Descriptive Research

A descriptive research is generally based on the secondary data that are readily available. It does not

have a formal and rigid design as the researcher may have to change her focus or direction, depending

on the availability of new ideas and relationships among variables. Sometimes, such studies may be

based on the detailed case analysis of a few firms or individuals.

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3.4.1 RESEARCH METHOD

3.4.2 SAMPLING
The method of selecting a sample out of a given population is called sampling.

3.4.2.1 SAMPLING METHOD

Sampling method is that method in which data is collected from the sample selected from the
population and conclusion drawn from them. The method of selecting a sample out of a given
population is called sampling.

There are various methods of selecting a sample from a population accordance with various needs.
Probability sampling involves random selection allowing you to make strong statistical conclusion
about the whole group and it is bias free. However, non probability sampling involves non-random
selection based on convenience or other criteria allowing you to easily collect data.

Convenience Sampling
In a convenience sampling method, the samples are selected from the population directly because
they are conveniently available for the researcher. The samples are easy to select, and the researcher
did not choose the sample that outlines the entire population.

3.4.2.2 SAMPLE SIZE

This refers to the number of items to be selected from the universe. The size of sample should
neither be excessively large, nor too small. It should be optimum. An optimum sample is one which
fulfills the requirements of efficiency, representativeness, reliability and flexibility. The parameters
of interest in a research study must be kept in view, while deciding the size of the sample. Costs too
dictate the size of sample that we can draw. The whole number of sample unit on which survey is
conducted is known as sample size. In this survey the sample size is 23 employees.

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3.4.3 SOURCES OF DATA

Data collection is an important aspect of any type of research study. Inaccurate data collection can
impact the results of a study and ultimately lead to invalid results

3.4.3.1 PRIMARY SOURCES

Primary Data
Primary data are that which are collected fresh for the first time and thus happens to be original in
character. It is the first hand information that one himself collects from the respondent.

Sources of Primary Data

Most of the data collected is primary data through questionnaire method, where
the information or data is collected from the respondent. In this method a questionnaire is given to
the persons concerned with a request to answer the questions and return the questionnaire. A
questionnaire consists of a number of questions printed or typed on a form or set of forms. The
questionnaire is mailed or handed to respondents who are expected to read and understand the
questions and write down the reply in the space meant for the purpose in the questionnaire itself.
The respondents have to answer the questions on their own.

For the purpose of analysis different statistical tools are used they are Graphs and Chart ,Percentage
Analysis.

3.4.3.1 SECONDARY SOURCES

Secondary data is the information collected from those data which have already been obtained by
some other researcher or author. It is the second hand information. It is the data obtained from
various published sources.

Sources of Secondary Data

The secondary data is mainly collected from various text books, websites,
journals and company reports.

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 CHAPTER-4
DATA ANALYSIS AND DISCUSSION
1. How many hours in a day do you normally work?

S.NO ATTRIBUTES NO. OF RESPONDENTS PERCENTAGE

1 Less than 7 hours 0 0

2 7 to 8 hours 10 43%

3 8 to 9 hours 8 35%

4 More than 9 hours 5 22%

Total 23 100%

25 23

20

15
10
10 8
5
5
0 0 43% 35% 22% 100%
0
Less than 7 hours 7 to 8 hours 8 to 9 hours More than 9 Total
hours
1 2 3 4

NO. OF RESPONDENTS PERCENTAGE

ANALYSIS
• 0 percent of employees are working less than 7 hours
• 43% of employees are working 7-8 hours per day
• 35% of employees are working 8-9 hours per day
• 22% of employees are working more than 9 hours per day

INTERPRETATION
From the above analysis we can know that the maximum number of employees are working from 7-
8hours per day.

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2. How many days in a week do you normally work?

S.NO ATTRIBUTES NO. OF RESPONDENTS PERCENTAGE

1 Less than 5 days 0 0

2 5 days 6 26%

3 6 days 10 44%

4 7 days 7 30%

Total 23 100%

25 23

20

15
10
10 7
6
5
0 0 26% 44% 30% 100%
0
Less than 5 days 5 days 6 days 7 days Total
1 2 3 4

NO. OF RESPONDENTS PERCENTAGE

ANALYSIS

• 0 percent of employees are working less than 5 days

• 26% of employees are working 5 days
• 44% of employees are working 6 days
• 30% of employees are working 7 days

INTERPRETATION

From the above analysis we can know that the maximum number of employees are working 6 days a
week.

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3. Are you able to balance your work life?

S.NO ATTRIBUTES NO. OF RESPONDENTS PERCENTAGE

1 Yes 13 57%

2 No 10 43%

Total 23 100%

25 23

20

15 13
10
10

5
57% 43% 100%
0
Yes No Total
1 2

NO. OF RESPONDENTS PERCENTAGES

ANALYSIS

• 57% of the employees are able to balance their work life

• 43% of employees are not able to balance their work

INTERPRETATION

From the above analysis we can know that maximum number of employees are able to balance their
work life.

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4. How do you feel about the amount of time you spend at work?

S.NO ATTRIBUTES NO. OF RESPONDENTS PERCENTAGE

1 Very happy 8 35%

2 Indifferent 8 35%

3 Unhappy 7 30%

Total 23 100%

9 8 8
8 7
7
6
5
4
3
2
1 35% 35% 30%
0
Very happy In different Unhappy
1 2 3

number of Respondents Percentage

ANALYSIS

• 35% of employees are feeling very happy about the amount of time they spend at work
• 35% of employees are really indifferent about the amount of time they spend at work.
• 30% of the employees are feeling unhappy.

INTERPRETATION

From the analysis we can know that maximum number of employees are feeling very happy about
the time they spend at work.

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5. does your organization provide a separate policy for work life balance?

S.NO ATTRIBUTES NO. OF RESPONDENTS PERCENTAGE

1 Flexible timings 7 30%

2 Paid leaves 9 40%

3 Job sharing 7 30%

Total 23 100%

10 9

8 7 7

2
30% 40% 30%
0
Flexible timings Paid leaves Job sharing
1 2 3

number of Respondents Percentage

ANALYSIS

• 30% of the employees selected flexible timings as a separate policy for work life
balance.
• 40% of the employees selected paid leave.
• 30% of the employees selected job sharing.

INTERPRETATION

From the above analysis we can know that maximum number of employees said paid leaves as a
separate policy.

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6. Are you satisfied with the working hours of the organization?

S.NO ATTRIBUTES NO. OF RESPONDENTS PERCENTAGE

1 Yes 15 65%

2 No 8 35%

Total 23 100%

25 23

20

15
15

10 8

5
65% 35% 100%
0
Yes No Total
1 2

NO. OF RESPONDENTS PERCENTAGE

ANALYSIS

• 65% of the employees are satisfied with the working hours of the organization.
• 35% of the employees are not satisfied with the working hours.

INTERPRETATION

From the above analysis we can know that the maximum number of employees are satisfied with the
working hours of the organization.

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7. How do you rate the leave policy of the organization?

S.NO ATTRIBUTES NO. OF RESPONDENTS PERCENTAGE

1 Satisfactory 12 52%

2 Dissatisfactory 11 48%

Total 23 100%

25 23

20

15 12 11
10

5
52% 48% 100%
0
Satisfactory Dissatisfactory Total
1 2

NO. OF RESPONDENTS PERCENTAGE

ANALYSIS
• 50% of the employees are satisfied with the leave policy.
• 48% of the employees are not satisfied with the leave policy.

INTERPRETATION

From the above analysis we can know that the half of the employees are satisfied with the leave
policy of the organization.

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8. Does the organization provide telephone for personal use?

S.NO ATTRIBUTES NO. OF RESPONDENTS PERCENTAGE

1 Yes 15 65%

2 No 8 35%

Total 23 100%

25 23

20

15
15

10 8

5
65% 35% 100%
0
Yes No Total
1 2

Series1 Series2

ANALYSIS
• 65% of the employees said that their organization provide telephone for use.
• 35% of the employees said that their organization do not provide their telephone for use.

INTERPRETATION

From the above analysis we can know that employees said that the organization provides telephone
for use.

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9. Does the organization provide health programs?

S.NO ATTRIBUTES NO. OF RESPONDENTS PERCENTAGE

1 Yes 16 70%

2 No 7 30%

Total 23 100%

25 23

20 16
15
10 7
5 100%
70% 30%
0
Yes No Total
1 2

NO. OF RESPONDENTS PERCENTAGE

ANALYSIS
• 70% of the employees said that their organization provide health programs.
• 30% of the employees said that their organization do not provide health programs.

INTERPRETATION
From the above analysis we can know that maximum number of employees said that the
organization provides health programs.

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10. Do you think that if employees have good work life balance the organization will be more
effective and successful?

S.NO ATTRIBUTES NO. OF RESPONDENTS PERCENTAGE

1 Yes 17 72%

2 No 6 28%

Total 23 100%

25 23

20
17

15

10
6
5
72% 28% 100%
0
Yes No Total
1 2

NO. OF RESPONDENTS PERCENTAGE

ANALYSIS
• 72% of the employees said that good work life balance makes the organization more
effective and successful.
• 28% of the employee said that good work life balance will not make the organization more
effective and successful.

INTERPRETATION
More than three fourth of the employee said that good work life balance makes the organization
more effective and successful.

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11. Do you able to balance work in personal obligations?

S.NO ATTRIBUTES NO. OF RESPONDENTS PERCENTAGE

1 Frequently 7 30%

2 Sometimes 10 42%

3 Never 6 28%

Total 23 100%

25 23

20

15

10
10
7
6
5
30% 42% 28% 100%
0
Frequently Sometimes Never Total
1 2 3

NO. OF RESPONDENTS PERCENTAGE

ANALYSIS

• 30% of the employees are able to balance work and personal obligations frequently.
• 42% of the employees are able to balance work and personal obligations sometimes.
• 28% of the employees are not able to balance work and personal obligations.

INTERPRETATION
From the above analysis we can know that maximum number of employees are able to balance their
work and personal obligations sometimes.

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12. Do you frequently bring office work to home?

S.NO ATTRIBUTES NO. OF RESPONDENTS PERCENTAGE

1 Frequently 8 32%

2 Sometimes 9 38%

3 Never 6 30%

Total 23 100%

25 23

20

15

10 9
8
6
5
32% 38% 30% 100%
0
Frequently Sometimes Never Total
1 2 3

NO. OF RESPONDENTS PERCENTAGE

ANALYSIS
• 32% of the employees bring office work frequently to home.

• 38% of the employees bring office work sometimes to home.

• 30% of the employees bring office work never to home.

INTERPRETATION
From the above analysis we can know that maximum number of employees are bringing office work
sometimes to home.

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13. Do you do office work at home without spending time with family?

S.NO ATTRIBUTES NO. OF RESPONDENTS PERCENTAGE

1 Frequently 5 20%

2 Sometimes 11 48%

3 Never 7 32%

Total 23 100%

25 23

20

15
11
10
7
5
5
20% 48% 32% 100%
0
Frequently Sometimes never total
1 2 3

NO. OF RESPONDENTS PERCENTAGE

ANALYSIS
• 20% of the employees are bringing office work to home without spending time with family.

• 48% of the employees are bringing office work to home without spending time with family.

• 32% of the employees are bringing office work to home without spending time with family.

INTERPRETATION
From the above analysis we can know that maximum number of employees are bringing office work
to home sometimes without spending time with family.

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14. Do you feel mentally tired due to work?

S.NO ATTRIBUTES NO. OF RESPONDENTS PERCENTAGE

1 Frequently 8 35%

2 Sometimes 10 42%

3 Never 5 23%

Total 23 100%

25 23

20

15

10
10 8
5
5
35% 42% 23% 100%
0
Frequently Sometimes Never Total
1 2 3

NO. OF RESPONDENTS PERCENTAGE

ANALYSIS

• 35% of the employees frequently feel mentally tired due to office work.
• 42% of the employees sometimes feel mentally tired due to office work.
• 23% of the employees never feel mentally tired due to office work.

INTERPRETATION

From the above analysis we can know that maximum number of the employees sometimes feel
mentally tired due to office work.

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15. Do your family support for the work and time spend with their family?

S.NO ATTRIBUTES NO. OF RESPONDENTS PERCENTAGE

1 Frequently 9 38%

2 Sometimes 11 50%

3 Never 3 12%

Total 23 100%

25 23

20

15
11
9
10

5 3
38% 50% 12% 100%
0
Frequently Sometimes Never total
1 2 3

Number of respondents Percentage

ANALYSIS

• 38% of the employees said that their family support frequently for the work and
time spent with the family.
• 50% of the employees said that their family support sometimes for the work and
time spent with the family.
• 12% of the employees said that their family support never for the work and time
spent with the family.

INTERPRETATION

From the above analysis we can know that maximum number of employees said that their family
support frequently for the work and time spent with the family.

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16. Do you able to spend quality time with your dear ones?

S.NO ATTRIBUTES NO. OF RESPONDENTS PERCENTAGE

1 Frequently 5 20%

2 Sometimes 10 44%

3 Never 8 36%

Total 23 100%

25 23

20

15

10
10 8
5
5
44% 36% 100%
20%
0
Frequently Sometimes Never Total
1 2 3

NO. OF RESPONDENTS PERCENTAGE

ANALYSIS

• 20% of the employees frequently spend.

• 44% of the employees sometimes spend.
• 36% of the employees never spend.

INTERPRETATION

From the above analysis we can know that maximum number of the employees sometimes spend
quality time with their dear ones.

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17. Do you worry about work when you’re not in workplace?

S.NO ATTRIBUTES NO. OF RESPONDENTS PERCENTAGE

1 Frequently 7 30%

2 Sometimes 12 52%

3 Never 4 18%

Total 23 100%

25 23

20

15
12

10
7

5 4

30% 52% 100%

18%
0
Frequently Sometimes Never total
1 2 3

Number of respondents Percentage

ANALYSIS
• 30% of the employees frequently worry.
• 52% of the employees sometimes worry.
• 18% of the employees never worry.

INTERPRETATION
More than half of the employees worry sometimes about the work when they are not in work place.

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18. Do you able to get time to attend social functions?

S.NO ATTRIBUTES NO. OF RESPONDENTS PERCENTAGE

1 Frequently 6 26%

2 Sometimes 8 34%

3 Never 9 40%

Total 23 100%

25 23

20
15
8 9
10 6
5 26% 34% 40% 100%
0
Frequently Sometimes Never total
1 2 3

Number of respondents Percentage

ANALYSIS
• 26% of the employees frequently get time
• 34% of the employees sometimes get time.
• 40% of the employees never get time.

INTERPRETATION
From the above analysis we can know that maximum number of the employees never get time to
attend social functions.

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19. Do you able to give time for yourself?

S.NO ATTRIBUTES NO. OF RESPONDENTS PERCENTAGE

1 Completely 6 26%

2 Sometimes 11 50%

3 Never 6 24%

Total 23 100%

25 23

20

15
11
10
6 6
5
26% 50% 24% 100%
0
Completely Sometimes Never Total
1 2 3

Number of respondents Percentage

ANALYSIS

• 26% of the employees are able to give time completely.

• 50% of the employees are sometimes able to give time.
• 24% of the employees never give time.

INTERPRETATION

From the above analysis we can know that maximum number of employees are able to give time for
themselves sometimes.

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20. Do you enjoy work which you are doing at your workplace?

S.NO ATTRIBUTES NO. OF RESPONDENTS PERCENTAGE

1 Completely 7 32%

2 Sometimes 12 50%

3 Never 4 18%

Total 23 100%

25 23

20

15
12

10
7

5 4

32% 50% 100%

18%
0
Completely Sometimes Never Total
1 2 3

Number of respondents Percentage

ANALYSIS
• 32% of the employees enjoy completely.

• 50% of the employees enjoy sometimes.

• 18% of the employees do not enjoy.

INTERPRETATION
From the above analysis we can know that maximum number of employees enjoys their work
sometimes which they’re doing at their work place.

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21. Do you get motivation from immediate supervisors?

S.NO ATTRIBUTES NO. OF RESPONDENTS PERCENTAGE

1 Completely 7 30%

2 Sometimes 12 54%

3 Never 4 16%

Total 23 100%

25 23

20

15 12

10 7
4
5
30% 54% 16% 100%
0
Completely Sometimes Never Total
1 2 3

Number of respondents Percentage

ANALYSIS

• 30% of the employees get motivation completely.

• 54% of the employees get motivation sometimes.
• 16% of the employees do not get motivation.

INTERPRETATION

From the above analysis we can know that maximum number of employees get motivation
sometimes from their immediate supervisors.

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22. Do your organization give recognition and reward for better performance?

S.NO ATTRIBUTES NO. OF RESPONDENTS PERCENTAGE

1 Always 9 38%

2 Sometimes 8 34%

3 Never 6 28%

Total 23 100%

25 23

20

15

10 9
8
6
5
38% 34% 28% 100%
0
Always Sometimes Never Total
1 2 3

NO. OF RESPONDENTS PERCENTAGE

ANALYSIS

• 38% of the employees said that their organizations give recognition always.
• 34% of the employees said that their organizations give recognition sometimes.
• 28% of the employees said that their organizations never give recognition.

INTERPRETATION
From the above analysis we can know that maximum number of the employees said that their
organization always give recognition and reward for better performance.

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23. Do your organization does job discrimination?

S.NO ATTRIBUTES NO. OF RESPONDENTS PERCENTAGE

1 Always 4 18%

2 Sometimes 13 56%

3 Never 6 26%

Total 23 100%

25 23

20

15 13

10
6
5 4

56% 26% 100%

18%
0
Always Sometimes Never Total
1 2 3

NO. OF RESPONDENTS PERCENTAGE

ANALYSIS
• 18% of the employees said that their organizations make job discrimination always.
• 56% of the employees said that their organizations make job discrimination sometimes.
• 26% of the employees said that their organizations never make job discrimination.

INTERPRETATION
From the above analysis we can know that the maximum number of employees said that their
organizations make job discrimination sometimes.

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24. Do your organization provide a fairly promotions?

S.NO ATTRIBUTES NO. OF RESPONDENTS PERCENTAGE

1 Always 9 40%

2 Sometimes 8 36%

3 Never 6 23%

Total 23 100%

25 23

20

15

10 9
8
6
5
40% 36% 23% 100%
0
Always Sometimes Never Total
1 2 3

NO. OF RESPONDENTS PERCENTAGE

ANALYSIS
• 40% of the employees said that their organizations make fairly promotions always.
• 36% of the employees said that their organizations make fairly promotions sometimes.
• 24% of the employees said that their organizations never make fairly promotions.

INTERPRETATION
From the above analysis we can know that the maximum number of employees said that their
organizations always make fairly promotions.

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25. Are you happy with the job?

S.NO ATTRIBUTES NO. OF PERCENTAGES

RESPONDENTS

1 Happy 11 48%

2 Unhappy 7 32%

3 Neutral 5 20%

Total 23 100%

25 23

20

15
11
10
7
5
5
48% 32% 20% 100%
0
Happy Unhappy Neutral Total
1 2 3

NO. OF RESPONDENTS PERCENTAGES

ANALYSIS
• 48% of the employees are happy with the job.

• 32% of the employees are unhappy with the job.

• 20% of the employees are neutral with the job.

INTERPRETATION
From the above analysis we can know that the maximum number of employees said that they are
happy with the job.

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 CHAPTER-5
FINDINGS, SUGGESTIONS AND CONCLUSION

5.1 FINDINGS

1. We know that the maximum number of employees are working from seven to eight
hours per day.

2. We can know that maximum number of employees are working for six days a
week.

3. Majority of the employees are able to balance their work life.

4. we know that maximum number of employees are feeling very happy about the
amount of time they spend at work.

5. From the survey we can know that maximum number of employees set paid leave
as a separate policy.

6. We can know that half of the employees are satisfied with the leave policy in the
organization.

7. We can know that employees said that their organization provide telephone for use.

8. We can know that maximum number of employees said that their organization
provide health programs.

9. Majority of employees said that good work life balance makes the organization
more effective and successful.

10. We can know that maximum number of employer able to balance their work and
personal obligations sometimes.

11. We can know that maximum number of employees are bringing office work to
home.

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12. Maximum number of employees are sometimes bringing office work to home
without spending time with family.

13. Maximum number of employees sometimes feel mentally tired due to office work.

14. We can know that maximum number of employees said that their family support
frequently for the work and time spent with the family.

15.We can know that maximum number of employees sometimes spend quality time
with their dear ones.

16.We can know that maximum number of employees worries sometimes about when
they are not in workplace.

17.Maximum number of employees are able to give time for themselves sometimes.

18.We can know that maximum number of employees enjoy W sometimes at their
work place.

19.It shows that maximum number of employees get motivation sometimes from their
immediate supervisor.

20. We can know that the maximum number of employees said that their
organizations always give recognization and reward for the better performance.

21.We can know that maximum number of employees said that their organizations
always get recognition and reward for better performance.

22.We can know that the maximum number of employees said that their organization
always made job discrimination sometimes.

23.We can know that maximum number of employees said that their organizations
always make fairly promotion.

24.We can know that the maximum number of employees at that they are happy with
the job.

25.From the survey employees feel very happy about the amount of time they spend at
work.

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5.2 SUGGESTIONS

1. From the analysis of the reports through questionnaire survey it is seen that the organization have
realized the need for work life balance of employees and offers the policy and programs that
concentrates on the growth of the employees and that is family friendly.

2. Since, balancing of work and family roles is one of the key issues in the coming years, the
organization should improvise and innovate the ways to cater the employees having diverse needs
and these should be the integral to core business but not the optional.

3. There should be utmost care taken in taking decisions in adopting and implementing the policies
as it impacts both employee and the organization.

4. There must be proper communication made to the employees regarding the company's policies
and must be encouraged.

5. There must be a proper and a flexible time that has to be adopted so that employees doesn't feel
stressed about the overtime working and they can spend a quality time with their family and they
can even make time to finish their family duties and commitments.

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5.3 CONCLUSION

From the study, it is concluded that maximum number of employees are able to balance their work.
Good work life balance makes the organization more effective and successful. Love and work are
said to be the cornerstones of being human and both are very important for happiness. Yet juggling
the demands of each can be difficult. By thinking differently, we can perhaps find ways to have a
better balance between work and home. Evidence suggests that improvements in people
management practices, especially work time and work location flexibility, and the development of
supportive managers, contribute to increased work-life balance. Work-life balance programs have
been demonstrated to have an impact on employees in terms of recruitment, retention/turnover,
commitment and satisfaction, absenteeism, productivity and accident rates.

Companies that have implemented work-life balance programs recognize that employee welfare
affects the —bottom line of the business. Parameters are required to ensure that programs are
having the desired effect on both employees and the company. Six parameters that can be used to
evaluate work life balance programs are: extent of management buy-in and training, how programs
are communicated to employees, corporate culture, management controls, human resources policies
and employee control. Finally, self- management is important; people need to control their own
behavior and expectations regarding work-life balance. We may not develop Gandhian levels of
courage immediately, but surely we can do better than having to look back on our lives and regret
that we lived by someone else's priorities.

The family and work life are both important to employees in any sector and if these two are not
maintained properly it creates stress and strain and results into various diseases. This study is found
important because it tries to know how the work life and family life interface results into press.
Achieving a good balance between work and family commitments is a growing concern for
contemporary employees and organizations. There is now mounting evidence- linking work- life
imbalance to reduced health and wellbeing among individuals and families. It is not surprising then
that there is increasing interest among organizational stakeholders (e.g. CEOs, HR managers) for
introducing work-life balance policies in their organizations. Work- life balance policies are most
likely to be successfully mainstreamed in organizations which have a clear understanding of their
business rationale and which respect the importance of work-life balance for all employees.

Work-life balance programs offer a win-win situation for employers and employees. While the
employee may perceive work-life balance as the dilemma of managing work obligations and non-
work responsibilities, work-life balance from the employer's point of view encompasses the
challenge of creating a supportive company culture where employees can focus on their jobs while
at work. In whichever way it is viewed, the existence of effective work-life balance programs in an
organization will do both the employee and employer good. For the employer, work-life initiatives
create positive employer branding, promote being an employer of choice, foster organizational
citizenship, and support diversity initiatives.

Page | 52
For the employee, there is lesser stress, increased happiness, motivation, and productivity, and a
better chance of reaching both personal and career goals satisfactorily. The key role of HR
therefore, is to understand the critical issues of work-life balance, integrate it into the organization's
HR policy, and champion work-life balance programs.

Page | 53
 Format –II(Sample Reference/Bibliograph )

Bibliography:

 Edwin B Flippo, Personal Management, Mc Graw Hill Publishers, New Delhi, 2000  C B Gupta, Human
Resource Management, Sultan Chand & Publishers, New Delhi, 2004  C R Kothari, Research Methodology, Wishwa
Prakashani Publication, New Delhi, 2nd Edition  Russell Clayton, In Search Of Work Life Balance

Format-III

Page | 54
 References:

A full reference list should be included.

For books: Surname, Initials (Year of Publication), Title, Publisher, Place of
Publication, page no..
Crow, L.D. and Crow (1973), A., Educational Psychology, Eurasia Publishing
House, New Delhi.(Times New Roman, 10 pt., left aligned, hanging indent 0.5 cm). For
chapters in edited books: Surname, Initials (Year), “Title”, in Editor’s Name, Initials
(Ed.), Title, Publisher, Place, Pages.
Guthrie, E.R. (1942), “Conditioning: A theory of learning in terms of stimulus,
response and association” in N. B. Henry (Ed.),The Forty-first Year Book of the National
Society for the Study of Education, Part II. The Psychology of Learning, University of
Chicago Press, Chicago, p.30
(Times New Roman, 10 pt., left aligned, hanging indent 0.5 cm)
For articles: Surname, Initials (Year), “Title”, Journal Name, Volume,
Number, and Pages.
Bower, G.H and Karlin, M.B. (1974), “Depths of processing pictures of faces and
recognition memory”, Journal of Experimental Psychology,Vol.103,pp.751-757.
(Times New Roman, 10 pt., left aligned, hanging indent 0.5 cm)

Electronic sources should include the URL of the web site at which they may be found
along with the date of latest access.

Page | 55
 QUESTIONNAIRE

1. How many hours in a day do you normally work?

a) less than 7 hours b) 7-8 hours c)8-9 hours d) more than 9 hours

2. How many days in a week do you normally work?

a) Less than 5 days b) 5 days c) 6 days

3. here you able to balance your work life?

a) Yes b) No

4. How do you feel about the amount of time you spend at work?
a) Very happy b) Indifferent c) Unhappy

5 Does you organization provide a separate policy for work life balance?
a) Flexible timings b) Paid leaves c) Job sharing

6. Are you satisfied with the working hours of the organization?

a) Yes b) No

7. How do you rate the leave policy of the organization?

a) Satisfactory b) Dissatisfactory

8. Does your organization provide telephone for personal use?

a) Yes b) No

9. Does Your organization provide Health Programs?

a Yes b) No

10. Do you think that if employee have good work life balance the organization will be more
effective and successful?
a) Yes b) No

11. Do you able to balance work and personal obligations?

a) Frequently b) Sometimes c) Never

12. Do you bring frequently office work at home?

a) Frequently b) Sometimes

13. Do you bring office work at home without spending time with family?
a) Frequently b) Sometimes c) Never

14. Do you feel mentally tired due to office work?

a) Frequently b) Sometimes c) Never

Page | 56
15. Do your family support for the work and time spent with the family?
a) Frequently b) Sometimes c) Never

16. Do you able to spend quality time with your dear ones?
a) Frequently b) Sometimes c) Never

17. Do you worry about work when you are not in work place?
a) Frequently b) Sometimes c) Never

18. Do you able to get time to attend social functions?

a) Frequently b) Sometimes c) Never

19. Do you able give time for yourself?

a) Completely b) Sometimes

20. Do you enjoy works which are doing at work place?

a) Completely b) Sometimes

21. Do you get motivation from immediate supervisor?

a) Completely b) Sometimes

22. Do your organizations give recognition and reward for better performances?
a) Always b) Sometimes c) Never

23. Do your organizations make job discrimination?

a) Always b) Sometimes c) Never

24. Do your organizations provide a fairly promotions?

a) Always b) Sometime c) Never

25. Are you happy with the job?

a) Happy b) Unhappy c) Never d) Neutral

Page | 57