76587623 project on worklife balance

8/12/2019 76587623 Project on Worklife Balance

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WORK LIFE BALANCE OF EMPLOYEESIN IOCL GUWAHATI

ORGANISATIONAL GUIDE: - ACADEMIC GUIDE:-

Miss ANKITA SRIVASTAVA Mrs. NIRMALA DUTTAERO Associate Professor& IOCL Guwahati Refinery Head, Entrepreneurship Cell

SUBMITTED BY:-

HIROKJYOTI KACHARIROLL NO.1006247140

3rd

TRIMESTER MBAREGIONAL COLLEGE OF MANAGEMENT


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PREFACE

Projects are an indispensible part of any kind of formal education. They help usto have a practical exposure as well as better outlook of the subject, which weare studying in a professional college like MBA. The students are equipped withstrong theoretical knowledge about the business administration and time testedmethods of running a successful business organisation. To make this theoreticalknowledge more efficient, the students are assigned certain projects in variousorganisations to get better exposure to working styles in organization.

I was assigned to do my project in Work Life Balance of employees in Indian

Oil Corporation Limited (Noonmati Refinery).The project commenced fromMay 28 th to 17 th July 2011.

In order to make the data and findings easily understandable, efforts have beenmade to present the information in a simplified, lucid and organized manner. Allthe necessary table and figures have been incorporated. Recommendations have

been made on the basis of the findings herein.

This project has given me immense practical working patterns and theenvironment for improving my practical skills.

Date:-

Place: -HIROKJYOTI KACHARI


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EXECUTIVE SUMMARY

Project title: A Report on work life balance of employees in Indian OilCorporation Limited Guwahati.

Organization: INDIAN OIL CORPORATION LIMITED GUWAHATIREFINERY

Organisational guide: Ms. Ankita Srivastava. ERO, IOCL-Guwahati Refinery.

Academic Guide : Mrs. Nirmala Dutta.Associate Professor & Head EntrepreneurCell

Duration: 45 days. ( 22 nd May to 15 th July11 )

Research Methodology :

Research design : Exploratory followed byDescriptive Research

Sampling plan : The sample was selected on the basis of

Judgemental Sampling. The sample was takenfrom about40 employees out of 900.

Data source : Both Primary and Secondary data.

Schedule design : A well structured schedule comprised of closed-ended, multiple choice and dichotomous questions.

Method of data collection: Primary data were collected by face to face interviewwith the help of a well structured schedule and secondary data were collectedfrom books, magazines/journals, and websites.


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CHAPTER 1

1.1Company profile of IOCL


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Indian Oil Corporation Limitedor Indian Oilis an Indian state-owned oil and gascompany headquartered at Mumbai, India. It is Indias largest commercial enterprise,ranking 125th on the FORTUNE GLOBAL 500 list in 2010. Indian Oil and its subsidiariesaccount for a 47% share in the petroleum products market, 34.8% share in refiningcapacity and 67% downstream sector pipelines capacity in India. The Indian Oil Groupof Companies owns and operates 10 of India's 19 refineries with a combined refiningcapacity of 65.7 million metric tons per year. It was founded in the year 1964.In 2010the total revenue for IOCL was us$ 51.81 billion. The total number of employees in IOCLis 34,363.The present chairman of IOCL is Mr. Ranbir Singh Butola.

Indian Oil began operation in 1964 as Indian Oil Company Ltd. The Indian OilCorporation was formed in 1964; with the merger of Indian Refineries Ltd. FerozeGandhi was the first chairman of Indian Oil Corporation Limited.

1.2 Objectives

To serve the national interests in oil and related sectors in accordanceand consistent with Government policies.

To ensure maintenance of continuous and smooth supplies of petroleumproducts by way of crude oil refining, transportation and marketingactivities and to provide appropriate assistance to consumers toconserve and use petroleum products efficiently.

To enhance the country's self-sufficiency in crude oil refining and buildexpertise in laying of crude oil and petroleum product pipelines.

To further enhance marketing infrastructure and reseller network forproviding assured service to customers throughout the country.

1.3Products

Indian Oil's product range covers Petrol, Diesel, LPG, auto LPG, aviation turbinefuel, lubricants, naphtha bitumen, paraffin, kerosene etc. Xtra Premium petrol,

Xtra Mile diesel, Servo lubricants, Indane LPG, Auto gas LPG, Indian Oil Aviationare some of its prominent brands.


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Recently Indian Oil has also introduced a new business line of supplying LNG(liquefied natural gas) by cryogenic transportation. This is called "LNG atDoorstep". LNG headquarters are located in Delhi.

1.4Group Companies

1.6 Refineries

Digboi Refinery, in Upper Assam, is India's oldest refinery and wascommissioned in 1901. Originally a part of Assam Oil Company, itbecame part of Indian Oil in 1981. Its original refining capacity had been0.5 MMTPA since 1901. Modernization project of this refinery has beencompleted and the refinery now has an increased capacity of 0.65MMTPA.

Guwahati Refinery, the first public sector refinery of the country, wasbuilt with Romanian collaboration and was inaugurated by LatePt. Jawaharlal Nehru, the first Prime Minister of India, on 1 January1962.

Barauni Refinery, in Bihar, was built in collaboration with Russia andRomania. It was commissioned in 1964 with a capacity of 1 MMTPA. Itscapacity today is 6 MMTPA.
http://en.wikipedia.org/wiki/Digboi_Refineryhttp://en.wikipedia.org/wiki/Guwahati_Refineryhttp://en.wikipedia.org/wiki/Jawaharlal_Nehruhttp://en.wikipedia.org/wiki/Barauni_Refineryhttp://en.wikipedia.org/wiki/Barauni_Refineryhttp://en.wikipedia.org/wiki/Jawaharlal_Nehruhttp://en.wikipedia.org/wiki/Guwahati_Refineryhttp://en.wikipedia.org/wiki/Digboi_Refinery


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1.7SWOT Analysis

A SWOT analysis is a toll to provide a general or detailed snapshot of acompanys health.

In business, it is imperative that the business be its own worst critics SWOTanalysis forces an objective analysis of a companys position vis -a-vis itscompetitors and the market place. Simultaneously, an effective SWOT analysiswill help determine in which areas a company is succeeding, allowing it toallocate resources in such a way as to maintain any dominant positions it mayhave.

1.7.1Area of strength

Extensive access to rural market. Extensive marketing channels. Proper quality-implementation of quality concepts like Six Sigma

etc. Nearness to the market. Largest pipeline network. Location of refineries near to exploration site. Large variance of products & services. Its growing market share. World class Research & Development centre.

1.7.2Areas of weakness

Social obligation. Dependence on exploration companies for crude oil. High cost raw materials. No control over fluctuations in the international market.


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1.7.3 Areas of opportunities

As IOCL has entered into new markets like Srilanka, Mauritius it cancontinueto spread its offshore marketing venture to tap new markets andexplore business opportunities.Since IOCL is venturing into business avenues likepetrochemicals, biofuels and power generation, it has entered into a new business arenawhere it can thrive to be the market leader as it has already establishedas one in the refining sector.

1.7.4Areas of threats

Competition from domestic players like Hindustan petroleum, Bharatpetroleum and private sector like Reliance group provides stiffcompetition. Volatility of oil price continues to put pressure on refiningand market margin.


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1.8Distinctions

Indian Oil in Top 10 Indian Companies in Forbes Global 2000New Delhi, April 25, 2011Indian Oil has once again made it to the list of the Forbes Global 2000,compiled by Forbes magazine for the year 2011. Ranked at the 243rd position,Indian Oil stands in the Top Ten of the 57 Indian companies figuring in the list.

Indian Oil: One of The Best Companies to Work For

Indian Oil was ranked 29th overall, 4th in the manufacturing sector and 3rdin terms of work -life balance

Indian Oil: One of the top Global 500 BrandsNew Delhi, March 22, 2011Indian Oil has made it to list of top Global 500 Brands list compiled by BrandFinance for the year 2011. Listed at the 232nd position in the list, theCorporations brand value in the year 2011 is pegged at $ 4.3 billion as

compared to $ 4.0 billion in the previous year.

Indian Oil tops the Fortune India 500 Rankings New Delhi, December 09, 2010Indian Oil has emerged as the largest Indian Corporate in the latest FortuneIndia 500 rankings. With revenues pegged at Rs. 266301.52 crore and a netoperating income of Rs. 253459.99 crore, Indian Oil stands tall, unmatched bythe rest of the companies in the list.
http://www.iocl.com/Aboutus/NewsDetail.aspx?NewsID=12729&tID=59http://www.iocl.com/Aboutus/NewsDetail.aspx?NewsID=12351&tID=59http://www.iocl.com/Aboutus/NewsDetail.aspx?NewsID=10805&tID=59http://www.iocl.com/Aboutus/NewsDetail.aspx?NewsID=10805&tID=59http://www.iocl.com/Aboutus/NewsDetail.aspx?NewsID=10805&tID=59http://www.iocl.com/Aboutus/NewsDetail.aspx?NewsID=10805&tID=59http://www.iocl.com/Aboutus/NewsDetail.aspx?NewsID=12351&tID=59http://www.iocl.com/Aboutus/NewsDetail.aspx?NewsID=12729&tID=59


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CHAPTER 2

2.1IOCL Guwahati Refinery

Guwahati Refinery was built with a Romanian collaboration and wasinaugurated by the Jawaharlal Nehru in the 1st January 1962. The Guwahatipetrochemicals plant is the first refinery in the country which belongs to the

public sector. It is an important part of the Indian petrochemical industry andbelongs to the Indian oil corporation limited (IOCL). It had a capacity of .75mmtpa when it was commissioned in 1962. Subsequently, modernization hasbeen done of the plant in the Guwahati petrochemicals through projects ofdebottlenecking. This has increased the production capacity to 1.0 mmtpa.

2.2Objective of Human Resource Department

The primary objectives of HR department are:-

Design and develop an organizational structure with well definedrelationships commensurate with the business plan and corporatestrategy.

Promote and develop corporate attitude amongst employers byfostering harmonious relations at all levels and inculcate sense ofbelongings.

Evolve progressive and pragmatic, personal policies, procedure andpractices, ensures uniform interpretation and judicious implementation.

Promote and inculcate the culture of employees participation inmanagement.


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2.3 Human resource function

The HR department promotes recruitment by estimating vacancies and recruits

to see and attract qualified applicant to fill vacancies. It organises themanpower planning to determine the organisational structure and manpowerneeded to effectively to meet the corporations objectives .

2.3Work life balance

Work Life Balance consists of the implementation of working arrangementsand policies which assist workers in combining employment with other aspectsof their lives. Employers can benefit from these policies too as they can help todevelop a more committed and productive workforce.

2.4 Scope of the Study

This study will help to know the need of

More value and balance in life Understanding the best work life balance Increased productivity Better relationship both on and off the job Reduced Stress Measured increase in productivity, accountability, commitment

Better teamwork and communication


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2.5 Objective of the study

To find out effects of quality of work life in IOCLGuwahati Refinery. To gain an insight into current working time policies and practices, as well as

work-life balance issues in IOCL Guwahati Refinery.

2.6 Limitation of study

The study suffered from time constraints as it is completed within theshort period of two months.

The data collected and all the ground work that was felt necessary hadto be done by author itself. Thus huge work force was anotherconstraints in the study

There was dearth of free time in hands of the employees. As suchcarrying survey and getting the questionnaire filled correctly on timewas challenging.


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CHAPTER 3

3.1History

The expression was first used in the UnitedKingdom in the late 1970s todescribe the balance between an individual's work and personal life. In theUnitedStates, this phrase was first used in 1986.

Over the past twenty-five years, there has been a substantial increase in workwhich is felt to be due, in part, by information technology and by an intense,competitive work environment. Long-term loyalty and a "sense of corporatecommunity" have been eroded by a performance culture that expects moreand more from their employees yet offers little security in return.

Many experts predicted that technology would eliminate most householdchores and provide people with much more time to enjoy leisure activities; butmany ignore this option, encouraged by prevailing consumerist culture and apolitical agenda that has "elevated the work ethic to unprecedented heightsand thereby reinforced the low value and worth attached to parenting".

Many Americans are experiencing burnout due to overwork and increasedstress. This condition is seen in nearly all occupations from blue collar workersto upper management. Over the past decade, a rise in workplace violence, anincrease in levels of absenteeism as well as rising workers compensationclaims are all evidence of an unhealthy work life balance.

Employee assistance professionals say there are many causes for this situationranging from personal ambition and the pressure of family obligations to theaccelerating pace of technology. According to a recent study for the Center forWork-Life Policy, 1.7 million people consider their jobs and their work hoursexcessive because of globalization.

These difficult and exhausting conditions are having adverse effects. Accordingto the study, fifty percent of top corporate executives are leaving their currentpositions. Although sixty-four percent of workers feel that their work pressuresare "self-inflicted", they state that it is taking a toll on them. The study showsthat seventy percent of US respondents and eighty-one percent of globalrespondents say their jobs are affecting their health.
http://en.wikipedia.org/wiki/United_Kingdomhttp://en.wikipedia.org/wiki/United_Stateshttp://en.wikipedia.org/wiki/Consumeristhttp://en.wikipedia.org/wiki/Burnout_%28psychology%29http://en.wikipedia.org/wiki/Absenteeismhttp://en.wikipedia.org/wiki/Ambitionhttp://en.wikipedia.org/wiki/Center_for_Work-Life_Policyhttp://en.wikipedia.org/wiki/Center_for_Work-Life_Policyhttp://en.wikipedia.org/wiki/Center_for_Work-Life_Policyhttp://en.wikipedia.org/wiki/Center_for_Work-Life_Policyhttp://en.wikipedia.org/wiki/Ambitionhttp://en.wikipedia.org/wiki/Absenteeismhttp://en.wikipedia.org/wiki/Burnout_%28psychology%29http://en.wikipedia.org/wiki/Consumeristhttp://en.wikipedia.org/wiki/United_Stateshttp://en.wikipedia.org/wiki/United_Kingdom


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Between forty-six and fifty-nine percent of workers feel that stress is affectingtheir interpersonal and sexual relationships. Additionally, men feel that there isa certain stigma associated with saying "I can't do this".

3.2 Work statistics

According to a survey conducted by the National Life Insurance Company, fourout of ten employees state that their jobs are "very" or "extremely" stressful.Those in high-stress jobs are three times more likely than others to suffer fromstress-related medical conditions and are twice as likely to quit. The studystates that women, in particular, report stress related to the conflict betweenwork and family.

3.3Work-Life Balance Defined - What it really means!

Work-life balance concerns of men and women alike

Similar discrimination is experienced by men who take time off or reduceworking hours for taking care of the family.

For many employees today both male and female their lives are becomingmore consumed with a host of family and other personal responsibilities andinterests. Therefore, in an effort to retain employees, it is increasinglyimportant for organizations to recognize this balance.

Young generation views on work-life balance

According to Kathleen Gerson, Sociologist, young people are searching fornew ways to define care that do not force them to choose between spending

time with their children and earning an income" and are looking for definitionof personal identity that do not pit their own development against creatingcommitted ties to others. Young adults believe that parents should getinvolved and support the children both economically and emotionally, as wellas share labor equally. Young people do not believe work-life balance ispossible and think it is dangerous to build a life dependent on another whenrelationships are unpredictable. They are looking for partners to share the housework and family work together. Both men and women believe that womenshould have jobs before considering marriage; for better life and to be happy in
http://en.wikipedia.org/wiki/Social_stigmahttp://en.wikipedia.org/wiki/Social_stigma


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marriage. They also do not think they were powerless because they were noteconomically dependent.

Work-life balance issues and their influence on children

An increasing number of young children are being raised by a childcareprovider or another person other than a parent; older children are more likelytoday to come home to an empty house and spend time with video games,

television and the internet with less guidance to offset or control the messagescoming from these sources.

No one knows how many kids are home after school without an adult, but theyknow the number is in the millions. Also, according to a study by the NationalInstitute of Child Health and Human Development, the more time thatchildren spent in child care, the more likely their sixth grade teachers were toreport behavior problems.The findings are the results of the largest study ofchild care and development conducted in various countries; the analysis

tracked 1,364 children from birth.
http://en.wikipedia.org/wiki/Childcarehttp://en.wikipedia.org/wiki/Video_gameshttp://en.wikipedia.org/wiki/Televisionhttp://en.wikipedia.org/wiki/Internethttp://en.wikipedia.org/wiki/Sixth_gradehttp://en.wikipedia.org/wiki/Sixth_gradehttp://en.wikipedia.org/wiki/Internethttp://en.wikipedia.org/wiki/Televisionhttp://en.wikipedia.org/wiki/Video_gameshttp://en.wikipedia.org/wiki/Childcare


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3.4Consequences of an Imbalance

Mental health is a balancing act that may be affected by four factors: theinfluence of unfavorable genes, by wounding trauma, by private pressures and

most recently by the stress of working. Many people expose themselvesunsolicited to the so-called job stress, because the "hard worker" enjoys a veryhigh social recognition. These aspects can be the cause of an imbalance in theareas of life. But there are also other reasons which can lead to such animbalance. Even in the days of illness, the proportion of failures due to mentaldisorders increased. Statisticians calculated that 41 million absent days in 2008went to the account of these crises, which led to 3.9 billion Euros in lostproduction costs. For companies it is time to act and support their employeeswith a healthy work-life-balance.

3.5 Responsibility of the employer

Companies have begun to realize how important the work-life balance is to theproductivity and creativity of their employees. Research by Kenexa Research

Institute in 2007 shows that those employees who were more favorabletoward their organizations efforts to support work -life balance also indicateda much lower intent to leave the organization, greater pride in theirorganization, a willingness to recommend it as a place to work and higheroverall job satisfaction.

Employers can offer a range of different programs and initiatives, such asflexible working arrangements in the form of part time, casual andtelecommuting work. More proactive employers can provide compulsory

leave, strict maximum hours and foster an environment that encouragesemployees not to continue working after hours.
http://en.wikipedia.org/wiki/Psychological_traumahttp://en.wikipedia.org/wiki/Stresshttp://en.wikipedia.org/wiki/Stresshttp://en.wikipedia.org/wiki/Psychological_trauma


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3.6Work life balance matrix


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3.7 ACTUAL BALANCE

3.8WORK LIFE BALANCE IN INDIAN CONTEXT

"Hardworking, committed are words that we hear every time when we try tounderstand thework ethic of Indians. Whilst EU insists on a 40 hour week andthe western world moans aboutworking 50 hours an average Indian works at

least 50 hours if not more in a week. We haveculturally been groomed tobelieve in a days honest work. It is not that we are incapable ofworking smart.There are many smart workers who manage their tasks and time efficientlybutthey also tend to put in long hours.The question that comes is what doeswork life balancemean in an Asian and specifically Indian context?

In India, these days it is very rare to find a house wife or a house husband.When families haveboth husband and wife working discussing work lifebalance discussions from a womansperspective is not relevant. More and

more couples became vocal about sharing the burden ofrunning a household.Blame it on education, increased awareness.


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3.9The Top 50 companies to work for in India

These are the list of companies who offer better working environment andwork life balance to its employees in India.

Rank Name of theCompany

Location Number ofEmployees

Gender Ratio(F:M)

VoluntaryTurnover

1 Google India Bangalore 1,259 1:0.99 30%

2 MakeMyTrip Gurgaon 674 1:2.55 23.89%

3 Intel Technology Bangalore 2,430 1:3.99 4.4%

4 Marriott Hotels Mumbai 2,433 1:9.01 27.37%

5 NetApp India Bangalore 1,042 1:4.51 5.95

6 American Express Gurgaon 5,200 1:1.33 15.00%

7 NTPC New Delhi 24,708 1:8.11 0.12%

8 PayPal India Chennai 419 1:3.6 0.48%

9 Ajuba Solutions Chennai 1,612 1:1.41 23.45%

10 SAS Institute Mumbai 108 1:5.75 13.89%

11 Crowne Plaza Today Gurgaon 399 1:5.23 48.87%

12 Dow Corning Mumbai 241 1:6.3 9.96%

13 Taj Hotels Resorts Mumbai 13,009 1:6.58 11.55%

14 Godrej Consumer Mumbai 1,314 1:30.29 6.24%

15 Whirlpool of India Gurgaon 1,128 1:13.28 8.69%

16 Interglobe EnterprisesLtd

Gurgaon 5,040 1:1.86 12%

17 iNautix Tech Chennai 2,263 1.21 8.66%

18 Hilti India Delhi 427 1:13.72 12.88%

19 Titan Industries Bangalore 4,329 1:3.49 4.87%

20 Intelenet Global Mumbai 25,810 1:2.27 NA

21 Qualcomm India Mumbai 1,073 1:6.5 4.38% 22 Federal Express Corp Mumbai 514 1:4.3 12.65%

23 Kotak Mahindra Mumbai 6,461 1:4.04 18.77%

24 Dominos Pizza IndiaLtd

Noida 5,650 1:9.58 53.35%

25 Classic Stripes Ltd Mumbai 325 1:3.28 6.46%

26 Viacom Media 18 Ltd Mumbai 363 1:2 15.43%

27 Bharti Airtel Ltd Delhi 17,227 1:7.33 17.99%

28 BNY MellonInternational Ops

Pune 1,816 1:2.71 6.11%


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29 Visakhapatnam SteelPlant, Rashtriya IspatNigam

Visakhapatnam 17,225 1:35.49 NA

30 Talentica SoftwareIndia Pune 104 1:0.2 6.73%

31 Indian Oil

Corporation

Delhi 33,954 1:11.93 0.04%

32 Yum Restaurants Gurgaon 1,713 1:6.39 36.19%

33 Monsanto India

Limited

Mumbai 785 1:6.2 22.93%

34 HDFC Standard Life Mumbai 14,228 1:5.51 82.72%

35 Tata TeleservicesLimited

Mumbai 8,743 1:11.13 18.99%

36 Marico Mumbai 1,266 1:5.9 16.87%

37 Claris Life sciences Ahmadabad 1,312 1:22.02 20.43%

38 Cadbury India Mumbai 2,347 1:23.45 5.45% 39 Intuit Technologies Bangalore 304 1:5.2 5.26%

40 Quintiles India Bangalore 1,317 1:0.73 9.57%

41 Blue Dart Express Mumbai 6,015 1:16.33 7.95%

42 HardcastleRestaurants

Mumbai 891 1:16.76 6.29%

43 Eureka Forbes Mumbai 9,048 1:18.92 52.58%

44 Godrej Industries Mumbai 1,223 1:12.7 2.92%

45 S.C. Johnson Products Delhi 578 1:10.12 16.78%

46 Bajaj Capital Limited Delhi 873 1:4.49 32.88%


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CHAPTER 4

4.1Methods & Process

The following methods will be used to prepare the report:-

Questionnaires, surveys, checklists. Interviews Observation

4.2 Data collection

Pilot survey: - A pilot survey was done taking 5% of the sample ofemployees and the questionnaire was also tested before the finaldistribution.

Primary data: - Collection of information through standardizedquestionnaires. A questionnaire was prepared for all the officers andnon officers. It includes both open ended and close ended and ratingmethod. There was formal discussion with the employees.

Secondary data:-secondary data consisted of materials provided by theorganisation, in house journals like silver jubilee, corporate profile,Departmental manuals, intranet, organisational websites etc.


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4.3Analysis

Analysis of primary data

Primary data were collected from the employees i.e. the officers and nonofficers with the help of a questionnaire. The analysis of primary data withreference and in coherence with the objective of study is presented under.

Analysis of the questionnaires

Work life balance constitute an impor tant part of a companys Endeavour tolook after the well being and development of its employees in away which willnot only help in their career development but also boost their self esteem.These two will lead to job satisfaction. Employees who are satisfied with their job are more productive for organization. Proper employee developmentmethods including proper and timely motivation as well as innovativeprograms also minimize the losses which are otherwise incurred by a companydue to attrition and high employee turnover ratio.

Presented below are the results along with figures and graphicalrepresentation. The study was started by analyzing the profile of therespondents which include their departments, designation grade, age, genderand years in the organization.


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5.2 Educational Qualification

The education qualification of respondents has been divided into the groups:-graduation, post graduation and others.

QUALIFICATION NUMBER OF RESPONDENTS

Graduation 25

Post Graduation 10

Others 5

Interpretation

The most number of respondents were from graduation group followed bypost graduation.

0

5

10

15

20

25

Graduation Post Graduation others

NUMBER OF RESPONDENTS



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5.3Experience

It was very important to consider the respondents number of years in theorganization as time factor gives a brief idea about his work life balance and itseffectiveness. The numbers were once again divided into group which are asfollows:- 1-5 years,6-10,years,11-15 years,16-20 years,21-25 years, 26-30 yearsand 31-35 years. The figures are

NUMBER OF YEARS NUMBER OF RESPONDENTS1-5 26-10 7

11-15 816-20 321-25 1126-30 9

Interpretation

This table clearly shows that most of the respondents have been working inIOCL for more than 25 years which is quite a long time span. It shows therespondents are satisfied by working environment provided by IOCL and itspolicies.

0

2

4

6

8

10

12

1-5 6-10 11-15 16-20 21-25 26-30




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Question 1.Do you spend more hours than you would like at work

RESPONSE NUMBER OF RESPONDENTS

YES 30

NO 10

Interpretation

From above table we can see that employees have to work more hours thanthe stipulated time allotted by the organization. This also shows a kind of

imbalance in work life which may lead to less productivity.

0 5 10 15 20 25 30 35

YES

NO

NUMBER OF RESPONDENT



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Question 2.Does the organization provide any work life balance Programs?

RESPONSE NUMBER OF RESPONDENT

YES 25

NO 15

Interpretation

Here most of the respondents are satisfied with the working environment aswell as several programs related to work life balance supported by the

organization but still a group of fraction are still unsatisfied.

0 5 10 15 20 25

YES

NO




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Question 3.Do you get enough sleep, exercise and healthy food?


YES 35

NO 5

Interpretation

Although employees are wore working more hours in the organization stillhave managed to maintain their day to day activities including health. This

shows a positive sign towards the organization.

0

5

10

15

20

25

30

35

40

Yes No




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Question 4.Do you believe that your superior support for your work lifebalance?


SOMETIME 20

ALWAYS 15

RARELY 5

Interpretation

From the above table we can see that there is still a gap between high level

managers, mid level and low level when it comes for motivation in work lifebalance. More participation is required by mid level managers.

0

5

10

15

20

25

sometimes Always Rarely




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Question 5.Do any of the following help in balancing work and familycommitment?

Often Rarely Dont

know

Some

times

Never

Spending time with friends 30 5 - 5 -

Get home on time 30 4 - 6 -

Do any study or training you want to do 5 25 - 10 -

Keep healthy and fit 35 - - 5 -

Take part in community activities or fulfilreligious commitments

36 1 - 3 -

Take care of family and spend time withthem

28 - - 12 -

Interpretation

The majority of the employees often spend time in other activities besidework. It helps them to rejuvenate their minds. Finally they can give their best

to the organization leading to achievement of organizational goal.

0

5

10

1520

25

30

35

40

45

Never

Sometimes

Don'tknowsometime

Rarely

Often


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CHAPTER 6

6.1Findings

1. Each and every employee is well prepared to meet todays challenges.

2. The organization encourages for maintaining the work life balance for

every employee.

3. Work life balance policies and practices can help to reduce

discrimination, as staff with caring responsibilities should not be

disadvantaged. However there is still a gap in various level of

management when it comes for supporting work life balance.

4. Non Officers are not motivated enough to work harder as they believe

that they have little or no knowledge about work life balance.

5. Many of the employees have to work more than the stipulated time,

which reduces their efficiency.

6. Most of the employees working in IOCL Guwahati get time for

performing their co-curricular activities beside work.

7. People who are having more than 21 years of experience are mostly

satisfied with the working environment provided by IOCL Guwahati as

compared other groups.


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CHAPTER 7

7.1 RECOMMENDATIONS/SUGGESTIONS

1. Work life balance policy of IOCL-Guwahati Refinery should be moretransparent to the employees of IOCL- Guwahati Refinery.

2. There is a need to clearly communicate the IOCL commitment to work life balance, to raise awareness and to improve knowledge and understanding ofIOCL relevant policies by making information more accessible to all staffespecially for lower level.

3. Line managers have key role to play to ensure the success of work life

balance approach. It is important that their views are sought with regard to work

life issues and that they are encouraged to take ownership of the process.This

could be achieved by conducting a series of focus groups with them that could

also serve as a forum for sharing ideas, concerns, information and good practice

on work-life balance.

4. Proper training must be given to employees for improving skill, training &

ability to reduce discontent and unrest. By undergoing training suitable and

competent workers can be reduces stresses leading to a balanced work life.5. As Indian Oil considers its human resource as assets, it should try to support

more work life balance programs for its employees in IOCL Guwahati.

6. Each and every employee should be treated equally and they should feel at

home while working outside their natives.Some cultural programs should be

organized so to reduce the indifferences.


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Conclusion

Indian Oil Limited is one of the best fortune 500 companies of India as well as

of world.

Among the top best company to work for Indian Oil is the 4 th bestin the

manufacturing sector and 3rd in terms of work -life balance in the world.

Most of the employees are satisfied, who are working for Indian oil. They are

motivated and work together to achieve companys goal. However some

employees are finding it difficult to maintain a work life balance due tofollowing reasons:

Inadequate support from the superiors. Cultural indifferences Work load

Earning more money is not enough to live, if an employee cant give time to

his/her family. Flexibility is required in the job if he/she has to give his/her best

to the organisation. If an employee gives his/her best effort to the company then

it is the responsibility of the organisation to provide a better quality of life.


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Scope for further studies

The present study revealed that in certain areas, further study can be done inthe near future that will surely help the organization to achieve its goals.

1. How can the grievance of employees about the work life balancearesolved.

2. Methods to motivate the existing employee sespecially non officers.


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ANNEXURE QUESTIONNARIE ON WORK LIFE BALANCE(Please tick the appropriate boxes)

Native:-

Type of work you do:-

Experience (years):-

1. Age:-

Below 30 years 31-40 years above 40 years

2. Educational Qualification:-

Under Graduation Post Graduation others, specify...

3. Marital status: MarriedUnmarried

4. Do you spend more hours than you would like at work? Yes No

5. Have you given up activities you enjoy to work? Yes No

6. Do you get enough sleep, exercise and healthy food? Yes No

7. Do you spend most of your time doing what is most important to you?

Yes No

8. Does your organization provide any work life balance programme?

Yes No

9. Do you spend as much time as youd like with your loved ones?

Yes No

10. Do you believe that your superior support for your Work life balance?

Sometimes always rarely


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11. Do any of the following help you balance your work and family commitments? (Put the symbol

tick mark for the appropriate one)

Often Rarely Dont

know

Some

times

Never

Spending time with friends

Get home on time

Do any study or training you want to do

Keep healthy and fit

Take part in community activities or fulfillreligious commitmentsTake care of family and spend time withthem

12. How big an impact, work has on Work life balance? (Put the symbol tick mark for the appropriate

one)

Yes No

I feel like I have little or no control over my work life

I regularly enjoy hobbies or interests outside of work

I frequently feel anxious or upset because of what is happening at workWhen I am at home I feel relaxed and comfortable

I have time to do something just for me every week

I rarely loose my temper at work

I never use all my allotted vacation days

I frequently think about work when Im not in work

13. Do any of the following hinderyou balance your work and Life?

(Put the symbol tickmark for the appropriate one)

Yes No

Unhelpful attitude of superiors

Unhelpful attitude of

colleagues


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Appendix one-group profile

The groups included engineers and administrative officers from IOCL:-

Finance and Legal Services

Human Resources

Fire & Safety department

Learning Resources

Process department

TQM department

Corporate communication

Mechanical workshop

SRU Block

Material department


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