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A STUDY OF WORK LIFE BALANCE ( WLB ) AMONG WOMEN EMPLOYEES IN SERVICE SECTOR WITH
SPECIAL REFERENCE TO PUNE CITY(2009-12)
Submitted towards fulfillment for the award of degree of Doctor Of Philosophy ( Ph.D. ) in the Faculty of Management
SUBMITTED BY
Researcher Mrs.VIJAYSHRI RAMESHKUMAR MEHTHA
DLL , BE , MBA (Systems) , MBA(HR)
Under the guidance of Dr. RAJASHREE SHINDE
M.Com , M.Ed. , M.P.M. , F.D.P.M. ( IIM-A ) , Ph.D.
From Tilak Maharashtra Vidyapeeth,
Gultekdi , Pune:37
2012
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A STUDY OF WORK LIFE BALANCE ( WLB ) AMONG WOMEN EMPLOYEES IN SERVICE SECTOR WITH SPECIAL REFERENCE
TO PUNE CITY(2009-12)
BY
Mrs.Vijayshri Rameshkumar Mehtha
Introduction :
Changes in the social, political and economic fabric of societies have influenced and continue
to influence both the nature of employment and its relationship to life outside work . Work-
life balance has emerged as a hot topic in recent years fuelled in part by changing trends in
womens social roles. Whilst labor market participation has increased for women of all ages,
women continue to shoulder the main responsibility for organizing and undertaking unpaid
caring work.
In India, it is taken for granted that economic activities are exclusively the prerogative of
males while domestic work, child bearing and child rearing are the sole occupations of
women. Historically, women in India have not enjoyed a good status in workplace settings
whether in managerial or operative roles. Since times immemorial, women have been
burdened with work of all sorts all through their lives. From reproduction to all household
chores and outside, their role as worker is significant, unique and burdensome. But they are
discriminated and exploited all over.
The Services Sector constitutes a large part of the Indian economy both in terms of
employment potential and its contribution to national income. The Sector covers a wide range
of activities from the most sophisticated in the field of Information and Communication
Technology to simple services pursued by the informal sector workers, for example,
vegetable sellers, hawkers, rickshaw pullers, etc Among fast growing developing countries,
India is distinctive for the role of the service sector.
The changing economic conditions and social demands have changed the nature of work
throughout the world . The concept of Work life balance is becoming more and more relevant
in an ever dynamic working environment.
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Objectives :
1. To identify the determinants of Work Life Balance of Women Employees 2. To find out present practices followed by women employees for WLB 3. To find the current policies by the organizations to facilitate WLB .
4. To identify the perception of women employees towards benefits and challenges towards WLB
5. To explore the statutory measures towards WLB . 6. To recommend / suggest ways for improving WLB
An overview of methodology followed to achieve the objectives
Sr. No.
Objective
Methodology
1
To identify the determinants of Work Life Balance of Women Employees
Collecting the demographic information of
the respondents and identifying its linkage with the WLB Issues .
2
To find out present practices followed by women employees for WLB
Identifying agreements of the respondents
with commonly used practices by women employees
3
To find the current policies by the organizations to facilitate WLB .
Exploring the availability and utilizations of
commonly provided initiatives by organizations in service sector
4
To identify the perception of women employees towards benefits and challenges towards WLB
Analyzing the responses / agreements of the
respondents with benefits and challenges towards WLB
5
To explore the statutory measures towards WLB .
Reviewing various labour laws and other
legislations 6
To recommend / suggest ways for improving WLB
Highlight critical issues for taking process
forward & Make recommendations based on findings and review of literature.
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Hypothesis of study :
Hypothesis 1 :
H1o : Use of work life balance policies is not influenced by marital status
H1a : Use of work life balance policies is influenced by marital status
Hypothesis 2 :
H2o : Use of work life balance policies is not influenced by age level
H2a : Use of work life balance policies is influenced by age level
Hypothesis 3 :
H3o: Use of work life balance policies is not affected by number of dependents
H3a: Use of work life balance policies is affected by number of dependents
Statement of the problem :
There is presence of work life imbalance among female employees working in service sector in Pune city.
Research Design & Methodology :
Research Type : Descriptive Research
Sampling Technique : Stratified Sampling
Sample Size : 263 Female employees from 6 Segments of Service Sector viz Banking and Financial Services , IT & ITES , Hospitals , Hotels , Education and Others
Data Collection Method : Data is collected through primary as well as secondary sources . Through primary source the data is collected through interviews of key persons in the organization and through personal discussions and filling of questionnaire from female employees. Secondary sources consist of books , periodicals , newspapers and online resources .
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Data analysis , Interpretations and Hypothesis Testing :
Five hundred and ten questionnaire were distributed to six different types of organizations
falling under service sector viz Banking and Financial services , Hospitals , Hotels , IT &
ITES and Education and other . After eliminating the invalid questionnaires , 263 valid
questionnaires were used for further analysis.
Tabulation and the graphical presentation is carried out using MS Excel. Descriptive and
inference statistics is carried out using SPSS 17.00 .
The statistical tools like mean , standard deviation , Correlation , Factor Analysis and Tests of
Hypothesis are used for the analysis purpose .
Hypothesis Validity :
All the three hypothesis proposed by the researcher as mentioned above were proved to be
true and it was concluded that
Use of work life balance policies is influenced by marital status
Use of work life balance policies is influenced by age level
Use of work life balance policies is affected by number of dependents
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Findings :
The findings of this survey reinforce the perceived importance of balance between both work
and personal aspects of ones life to enable greater success to be achieved in every area of life
including professional matters. With increasing working population and changes in
perceived company commitment and loyalty, Work and Personal Life balance is a real issue
for employers and employees alike.
The participants rated work-life balance as the most important of the propositions . It
also was rated lowest for the amount of attention being paid to it through the workplace. 100
% of the female respondent said having work life balance is very important for them .
There is presence of imbalance among the work life and personal life of female
employees . 78 % female respondents have responded that their life is heavily weighted
toward work . Only 4 % female employees said their life is in balance at present . 18 %
female respondent said at present their life is little weighted towards personal life .It was
observed that among those who reported that there is imbalance , majority said that it was
work that dominated.
Past financial experiences ,Present financial requirements ,future financial requirements ,use
of educational qualification ,overcome boredom at home ,career orientation ,taking care of
dependents, independence are the reasons being identified for taking up the job.
Practices followed by majority of female employees to manage professional and personal
life are Time Management ,Use of personal vehicle for commuting ,Proper planning well in
advance , participating in social networking .
The range of Work Life Balance initiatives by the organizations available can be grouped
into 4 main areas:
1. Leave provisions (such as parental and family leave)
2. Flexible hours provisions (including job sharing, flexible start and finish times)
3. Supportive structures and programs (such as child care provision or assistance)
4. Social policy initiatives.
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Following determinants have been identified which impact the issue of work life balance
Classification of Determinants of Work Life Balance
Organizational Factors Individual Factors
1. Present annual income of employee
2. Tenure in the present organization
3. Department in which an employee is working
4. Type of organization
5. Nature of Job
6. No of years of previous experience
7. Level of hierarchy in the organization
8. Term Of Contract
9. Situational factors
10. Support from employer and management
11. Support from colleagues
12. Policies of organization
13. Technology and its use
14. Long Working Hours
1. Age of an employee / Life Stage
Of Employee
2. Marital Status
3. No Of Members of family
4. Type of Family / Family
Structure
5. No and Age of the KIDs
6. No Of Dependents
7. Educational Qualification
8. Mobility from native place
9. Attitude and values of employee
10. Psychological factors
11. Support from family members
12. Energy Levels of employee
13. Self High Expectations
Impact of Work life Imbalance : Work Life Imbalance among the employees affect
negatively to employees as well as organizations. Less productivity at workplace , more
conflicts , absenteeism , high attrition , low morale, more stress are the major impact of work
life imbalance on the female employees working in service sector .
WLB Index :
WLB Index was calculated based on 10 parameters or indicators . It was found that 79 %
(207) respondents WLB Index is below benchmark . Only 16 % (42) respondents WLB
Index is above benchmark . 5 % (14) respondent's WLB Index falls exactly on the
benchmark . Out of 207 respondents which are below benchmark 139 are married females .
This indicates that the female employees under consideration face the problem of balancing
Work and Personal life . More imbalance is observed among the married females due to more
family responsibilities.
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Benefits of Work Life Balance :
Recognised benefits of work-life balance policies for employees include:
1. Improved work-life balance a reduction in the impact of work on home and
family life
2. Reduced stress levels 3. Control over time management in meeting work-life commitments
4. Autonomy to make decisions regarding work-life balance
5. Increased focus, motivation and job satisfaction knowing that family and work
commitments are being met
6. Increased job security from the knowledge that an organisation understands and
supports workers with family responsibilities
7. Decreased Health Care Costs and Stress-Related Illnesses :With increasing
company focus on the high cost of health care, work/life programs are becoming
an intelligent choice to help lower the number of health care claims.
Barriers or challenges to Work Life Balance :
1. Only paper work no implementation : Many organizations have the policies only on
paper .There is very less concern for the implementation of the policies .
2. Lack of communication : Communication about work/life programs is essential.
Although an organization may offer a rich menu of work/life benefits, the desired
effectyielding positive business resultsis unlikely to occur if employees do not
know about the programs or understand them.
3. Team Work : Introducing, operating and implementing work-life balance requires
collaborative working and is very much an holistic process .
4. Time Consuming : Implementing a WLB strategy takes time . Timescales for
implementation need to be realistic
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Recommendations :
The suggestions made by the researcher pertaining to WLB issues are divided in three parts :
1. Suggestions to the women employees 2. Suggestions to the organizations
3. Suggestions to the Government
Listing of suggestions on WLB issues of female employees
Suggestions to the women employees Suggestions to the organizations
1. Time Management
2. Drop activities that sap your time or
energy
3. A little relaxation goes a long way
4. Be Honest
5. Rethink your errands
6. Set your priorities
7. Social Networking
8. Learn to say no
9. Leave work at work
10. Manage your time
11. Bolster your support system
12. Nurture yourself
13. Seek help of Counselors
14. Don't overbook
15. Use technology
16. Organize
17. Use the facilities available for WLB
in organizations
1. Integration
2. Offer Flexibility
3. Part time working during early
stage of Child Care
4. Childcare Centers at workplaces
5. Women-friendly workplace
6. Parental Leave
7. Training Programs
8. Promote awareness
9. Women participation in strategy
making
10. Availability of accommodations
11. Commitment during hiring
12. Continuous Process
13. Nominating WLB Champions
14. Benchmarking against similar
organizations
15. Communication
16. Survey questionnaire
17. Role of HR Department
18. Avoid as far possible the long
hours of work for employees
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Suggestions to the Government
1. White Paper on Work-Life Balance
2. Promote a realistic work-life culture amongst employers
3. Proposals of how various strategies will be used to deliver improved work-life
balance
4. Creating and strengthening an accurate and authentic data-base on women
workers
5. Nomination of a work-life balance inspectors
6. Protecting employees from long hours of work
Limitations & Future Scope :
The undertaken research is only related to work life balance issues of female employees
employed in service sector only . It excludes the females who are employees in other sectors
viz Manufacturing or agricultural sector . It excludes the male employed population .The
survey excludes the unemployed and the self-employed, so the level of imbalance in the
population as a whole may vary . The study is with reference to female employees in Pune
City only .There is future scope for doing a research on wider basis viz for whole state of
Maharashtra or India or on international basis .
Future research must focus on a wider sample in order to get more generalized results.
Moreover, it must be directed at understanding individual differences so that employee
specific initiatives to improve work life balance could be initiated by organizations. The size
of the sample used to determine the dimensions of the scale was small. As a result, the
stability of the results is uncertain.
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Conclusion :
Women constitute an important section of the workforce. However, the present situation of a
large number of well-qualified women who due to various circumstances have been left out
of their jobs needs to be addressed. The problems faced are several but, significantly, most
often the "break in their careers" arises out of motherhood and family responsibilities.
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 worklife 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. Whatever the chosen course, it is hoped
that this research project report will form a stepping stone in the process and provide a basis
for reflection and debate on work-life balance issues in service industry in Pune City.
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