puja project 2
TRANSCRIPT
CHAPTER NO-1
INTRODUCTION
1
MEANING OF WORK LIFE BALANCEWork-life balance is a concept that supports the efforts of employees to split their time and
energy between work and the other important aspects of their lives. Work-life balance is a
daily effort to make time for family, friends, community participation, spirituality, personal
growth, self care, and other personal activities, in addition to the demands of the workplace.
Work-life balance is assisted by employers who institute policies, procedures, actions, and
expectations that enable employees to easily pursue more balanced lives.
The pursuit of work-life balance reduces the stress employees experience. When they spend
the majority of their days on work-related activities and feel as if they are neglecting the other
important components of their lives, stress and unhappiness result. Work-life balance enables
employees to feel as if they are paying attention to all the important aspects of their lives.
Because many employees experience a personal, professional, and monetary need to achieve,
work-life balance is challenging. Employers can assist employees to experience work-life
balance by offering such opportunities as flexible work schedules, paid time off (PTO)
policies, responsible time and communication expectations, and company-sponsored family
events and activities.
Managers are important to employees seeking work-life balance. Managers who pursue
work-life balance in their own lives model appropriate behavior and support employees in
their pursuit of work-life balance. They create a work environment in which work-life
balance is expected, enabled, and supported. They retain outstanding employees to whom
work-life balance is important.
Importance of work life balance
Balance is the key to lead a successful and beautiful life which includes everything but in
balance. It is important in everyone’s life be it in the life of an entrepreneur, student or a
housewife to maintain a balance between various aspects of their daily routine. A student
2
must know how to balance between his studies and curricular activities; otherwise he will fail
in one or the other thing. It is equally important that we maintain our balance between
materialistic and spiritual or religious life as well.
Our life has so many things to deal with, like our relationships, work, health, entertainment ,
responsibilities for family and country etc and to be successful in all these aspects, we must
know how maintain balance between all of them.
In our everyday life, it is the work which occupies the major part of our life and many people
get so occupied with their work that they end up neglecting other important things of their
life. In corporate world where there is huge pressure on employees to meet their deadlines
and long working hours, people really have lost balance in their lives. There is no denial that
one can not survive without work because this is what ultimately gives you the money which
is the source of everyone’s survival but along with work other things are also necessary.
Sometimes some goal or target grabs so much of our attention that we forget everything else
and devote all our energy in accomplishing that goal. Achieving goals or targets is not bad
but leaving everything else behind for that one particular goal or target can be harmful for an
individual.
Time management is the solution to most of our problems. Everybody is provided with
twenty four hours only but it depends upon us how we utilize them. And within these limited
hours only we have to accomplish all our tasks along with giving rest to our bodies and
minds. And to manage the time, it is very important that we set our priorities for our life.
When we set our priorities, then it becomes easy to divide our attention according them. For
some people it’s their work which is a priority, so they spend more time with their work.
When we divide our time according to our priorities, then there are very few chances that we
will not be leading a balanced life.
History of work life balance
The work-leisure dichotomy was invented in the mid-1800s.[1][2] Paul Krasner remarked that
anthropologists, use a definition of happiness that is to have as little separation as possible
"between your work and your play".[3][4] The expression "work–life balance" was first used in
the United Kingdom in the late 1970s to describe the balance between an individual's work
and personal life.[5] In the United States, this phrase was first used in 1986.
Most recently, there has been a shift in the workplace as a result of advances in technology.
As Boswell and Olson-Buchanan stated, "increasingly sophisticated and affordable
3
technologies have made it more feasible for employees to keep contact with work".
Employees have many methods, such as emails, computers, and cell phones, which enable
them to accomplish their work beyond the physical boundaries of their office. Employees
may respond to an email or a voice mail after-hours or during the weekend, typically while
not officially "on the job". Researchers have found that employees who consider their work
roles to be an important component of their identities will be more likely to apply these
communication technologies to work while in their non-work domain.[6]
Some theorists suggest that this blurred boundary of work and life is a result of technological
control. Technological control "emerges from the physical technology of an organization". [7]
In other words, companies use email and distribute smart phones to enable and encourage
their employees to stay connected to the business even when they are not in the office. This
type of control, as Barker argues, replaces the more direct, authoritarian control, or simple
control, such as managers and bosses. As a result, communication technologies in the
temporal and structural aspects of work have changed, defining a "new workplace" in which
employees are more connected to the jobs beyond the boundaries of the traditional workday
and workplace.[8] The more this boundary is blurred, the higher work-to-life conflict is self-
reported by employees.[6]
Many authors believe that parents being affected by work-life conflict will either reduce the
number of hours one works where other authors suggest that a parent may run away from
family life or work more hours at a workplace.[9] This implies that each individual views
work-life conflict differently.
Employee assistance professionals say there are many causes for this situation ranging from
personal ambition and the pressure of family obligations to the accelerating pace of
technology. According to a recent study for the Center for Work-Life Policy, 1.7 million
people consider their jobs and their work hours excessive because of globalization
Benefit of work life balance initiative for employees
Improve personal and family relationship
Increased ability to remain employed
Improved health and wellbeing of staff
TOOLS
4
1) COMPENSATION ;
Compensation is any form of payment given to employees in exchange for
work they perform. There are two type of compensation,
a) Direct compensation generally comprises cash payment, which is
addition to wages / salary includes pension , bonus for good work, shared
profit etc.
b) Indirect compensation are like travel concessions, holidays, health care, it
could also be in nature of promotion or word of praise.
2) OPPORTUNITY TO USE AND DEVELOP HUMAN CAPACITIES ;
To provide opportunity like autonomy in work and participation in planning
in order to use and develop human capacities.
3) OPPORTUNITY FOR CAREER GROWTH ;
It contain promotion and training programme which provide future
opportunity for continued growth and security by expanding one’s capabilities,
knowledge and qualification
4) OCCUPAIONAL STRESS:
Stress is a condition of strain on one’s emotions, thought process and physical
conditions. Stress is determined by the nature of work, working condition,
working hours, pause in the schedule, workers abilities and nature and match
the job requirements.
5) PARTICIPATIVE MANAGEMENT AND CONTROL OF WORK
Employee believe that their participation in management and decision- making
improves QWL
6) WORK AND QUALITY OF LIFE:
Provide the balance relationship among work, non-work and family aspect of
life.
7) CONGENIAL SUPERIOR- SUBORDINATE RELATION ;
Harmonious superior –subordinate relations gives the employee a sense
association, belongingness, achievement of work result etc.
5
8) SAFE AND HEALTHY WORKING CONDITIONS:
It contain the working environment and physical facilities.
Organizations provide safe and healthy working conditions due to
humanitarian requirements and legal requirements. These conditions are a
matter of enlightened self interest.
9) JOB SECURITY:
The creation of conditions which give all employees who are doing their
jobs freedom form of losing their jobs ; creation 0f a system in which there are
healthy working conditions with optimum financial security.
10) SELE-SATISFACTION: Self satisfaction implies that how much they
satisfied being the part of this organization and how much their family feels as
they are part this organization.
Needs of work life balance
In the new organizations that are emerging in the 21st century, the focus on work-life balance
is increasing. Attention is increasingly being focused on balancing the demands of work and
family & personal commitment. There is a clear distinction even in the semantics, work is a
demand whilst family and personal needs are a commitment. Though most of us view work
and family as competing priorities, few realize that in reality work and family are
complementary. One cannot exist without the other!
If the employee can healthily and satisfactorily meet his or her family commitment (e.g.
childcare, parenting, elder care, filiality, spousal relationship management), personal
commitment (pursue personal interest & hobbies, participate in sports, maintain a healthy
lifestyle) and community responsibility (e.g. participate actively in voluntary organization,
social & community activities in the community), he or she is more likely to more motivated
and driven to come go to work and meet the demands of work whole-heartedly.
Balancing of work and life involves all employees at the workplace. It involves the
acceptance of a diverse range of family and personal needs and how these vary across the life
span between work cultures. It also involves the empathetic understanding, acceptance and
compassion for family and personal life issues and recognition of the depth that each person
brings to work from their family and personal experiences.
Work Life Effectiveness
6
“Work Life Effectiveness” is a term that some in the Work-Life field have lobbied to use
instead of Work-Life Balance. The belief is that senior executives will buy into the term more
easily. But whether you call it work life effectiveness, life work effectiveness, or work life
balance, being overly concerned with terminology is a mistake. While the perception may be
that some higher ups on the corporate ladder respond better to “effectiveness” studies have
shown that “balance” is the more appealing term to the managers and individual contributors
that work-life programs are designed to impact.
Much more important than what you call your work-life program is what it achieves. Senior
executives respond to results.
Past work-life programs have focused their strategy, often entirely, on “What the organization
can do for the employee” in terms of policies, benefits and procedures. Great strides have
been made in such areas as EAP’s, flexibility in the work place and telecommuting. But
many organizations have passed the point of diminishing returns in adding bells and whistles
to programs of this type while doing nothing to teach employees to help themselves.
Changing the concept’s name from work life balance to worklife effectiveness does not help
this problem – the only solution is to expand your program to include the other critical half of
a successful work-life strategy – teaching employees to help themselves.
Work Life Balance or Life Work Effectiveness: Forget Terminology
Whether you call it a work life effectiveness program or a work life balance program the
goals are the same:
To immediately and consistently create more value and balance every day for the
individual
To drive personal commitment and accountability to the organization
To drive productivity
In the end, it doesn’t matter if the program is called work life effectiveness or work life
balance. We need to stop being hung up on terminology and start focusing on the tools that
are necessary to achieve the best results possible. By educating managers and employees with
skills to help themselves create their own best life work effectiveness, the employer can see
breakthrough returns on investment and a lasting positive impact on the entire organization.
7
CHAPTER -2
AIMS AND OBJECTIVE
8
Objectives of the study
To study the work life balance of employees of the industries in KEC international pvt
ltd.
To study the factor affecting to the work life balance
To study the effect of poor work life balance on working of the employees of
industries.
To analyze the steps to be taken for work life initiative for improving work life
balance
Future scope of study
For resolving employees related problem
For betterment of employees
For further analysis of the behavior this study can be used.
9
CHAPTER-3
RESEARCH METHODOLOGY
10
Research methodology is a way to systematically and scientifically solve the research
problem .It may be understood as a science of studying how research is done
scientifically .Research refers to the systematic method consisting of enunciating the problem
, formulating a hypothesis ,collecting the facts or data , analyzing the facts and reaching
certain problem or in certain generalization for some of some of theoretical formulation.
RESEARCH DESIGN
Research design is the conceptual structure within which research is conducted . It constitutes
the blueprint for the collection , measurement and analysis of data.
In short, it is overall operational pattern or framework of the project that stipulate what
information is to be collected from which source by what procedures.
METHOD OF SAMPLING
1. Random Sampling Error
Most survey try to portray a representative cross- section of particular target population even
it technically proper random probability sample statistical error will occur because of change
variation in the element selected for the sample . unless sample size is increase these
statistical problem an unavoidable . however such random sample error can be estimated and
they will be discussed in greater details.
DATA COLLECTION
Collection of data is the first steps in statistical the goal of conclusion
The Data Collection process Follows the formulation of research design including the sample
plan.
1. Collection of primary Data
These data are collected for the first time and are generally accepted as original data.
These data are also called as raw data by some researchers. These data are collected at
first hand either by the researcher for satisfying his/her purpose or by someone else
especially for the purpose or by someone else especially for the purpose of research
study.
Primary data collection method involve individuals collecting data for themselves
using means such interview as well as questionnaires. The main features of primary
11
data collection is that the information collected is unique to the individual and his/her
research ,and is not seen by anyone else until and unless it has been published.
Following method are generally used for collecting primary data which are discussed
below in this book.
Observation Method
Personal Interview
Schedule or Questionnaire method
Case Study Method
Survey Method
Field Study
Field Experiment
From above method I used Observation Method , Personal Interview , and
Questionnaire Method in this Project.
2. Collection of Secondary Data
The secondary data is also known as published data. Data which are not originally
collected but rather obtained from published sources and statistically processed are
known as secondary data. Secondary data means the data are already available i.e.
they refers, which have already been collected and analyzed by someone else. When
researcher utilizes secondary data, he has to look into various from where he can
obtained data.
The following sources have been used.
Books, magazines.
Organizational annual report.
Employee record kept in the factory.
Historical document and other sources of published information.
RESEARCH METHODOLOGY ADOPTED
Research design: Descriptive research.
Research Instrument: Structured non-disguised Questionnaire
Method of Sampling: Convenience Sampling.
Sample Size: 100
Sample : Workers of KEC International Ltd.
12
CHAPTER-4
COMPANY PROFILE
13
KEC International Limited is one of the largest Power Transmission Engineering-
Procurement-Construction (EPC) companies in the world, which was incorporated in 18th
March of the year 2005. The flagship company in the transmission sector of the RPG
Group, KEC strengths its presence in the areas of Design, Manufacture, Supply and
Construction of Turnkey Projects of Power Transmission lines of voltages upto 800 KV and
in the execution of Railway Electrification projects, setting up Sub-stations and Power
Distribution Networks, Optical Fibre Cable (OPGW) installations, Turnkey Telecom
Infrastructure Services and maintenance of Power Transmission Lines. The Company has
an increasingly strong presence in the Middle East, the Pacific Rim countries and Africa.
The heart of any manufacturing facility is its infrastructure. KEC has three manufacturing
plants at Jaipur, Nagpur and Jabalpur in India. In these three plants, KEC can manufacture
1, 10,000 tons of towers annually, both the three plants are certified as per ISO 9001 and
14001 for Quality and Environmental Standards. Also KEC has two of Asia's most
sophisticated Tower Testing stations, capable of testing towers of upto 1000 KV
Transmission Line. With global operations spanning over 20 countries, the company is
present in India, UAE, Libya, Ghana, Algeria, Afghanistan, Nigeria, Kazakhstan, Mali,
Oman, South Africa, Kenya and Ethiopia among several other countries. The Company
forayed into distribution market in the year 2005 itself and bagged noteworthy
electrification projects across the globe. The Company had secured new orders worth Rs339
crore from Afghanistan and Ethiopia in December of the year 2005. During May of the year
2006, KEC had entered into the North American market with a joint venture with US-based
Power Engineers Inc. KEC Power Inc. (KPI) the new company formed in the US is a 50:50
joint venture, based in the state of Idaho. The Company had bagged a major Rs. 380 crore
worth of order in Kazakhstan during May of the year 2007. The Scheme of Arrangement
between KEC, RPG Transmission (RPGT) & National Information Technologies Limited
(NITEL) and MP Power Line Limited, now called Octav Investments Ltd., became
effective from 1st October of the year 2007. During the year 2007-08, the company
completed 21 projects in the South Asian markets and 15 projects in International markets.
In the same year, RPG Transmission Nigeria Limited, the subsidiary company of the
erstwhile RPG Transmission Limited at Nigeria became the subsidiary of the
company. As at February 2008, KEC had received the Amity Corporate Excellence award
at the International Business Summit and Research Conference. A joint venture company
named KEC Power India Private Limited' with M/s. Power Holdings Inc., USA as a joint
14
venture partner was incorporated in the state of Maharashtra in the month of March 2008 to
provide services like conceptualizing, designing, developing power transmission and
distribution lines, sub-stations and all types of power generating projects. The Company
bagged two orders worth of Rs. 124 crores from NTPC Electric Supply Company Ltd.
(NESCL) and Rs. 55 Crores from Power Grid Corporation of India Limited (PGCIL) in
September of the year 2008. In the year 2009, the company executed several major
transmission line projects as well as distribution, substation, railway electrification and
telecom projects, besides entering new regions. The company entered three new
geographies, mali, Tajikistan and Australia in short time. The company won the largest ever
international order in its history valued at approximately Rs 636 Crores from Egypt. In the
year 2010, the scheme of amalgamation for merger of the RPG cables Limited with the
company. The company has set up a training centre at Butibori with facility of residental
and non residental training. The company obtained orders from new markets like Cameroon
and Peru, thereby widening its global presence and made a successfully re-entry in Kuwait.
large orders secured from Algeria mali, Abu Dhabi,Kuwait and Oman. In the year 2011, the
company entered into the 400 KV sub-station segment and secured two orders worth Rs.
130 crore from PGCIL. The company acquired Jay Railway Signating Priviate Limited
which shall help us in building pre-qualification for the signating projects.The company
diversified into the water Resource Management business Vertical during the current
financial year to leverage expertise in project management and EPC infrastructure space. In
the year 2012, Net Sales increased by 16.12% to Rs. 4,604.33 crore in this year and Net
Profit Increased by 23.62% to Rs. 181.84 Crore.Transmission business entered into DR
Congo by securing order of Rs. 213 Crore.The company has gradually ventured into New
business- power systems, cables, railways and water. It's order book from these business
incerased from Rs 1173 Crore in FY10 to Rs 2343 crore in FY12.
Key facts
Superior project management, execution expertise and technical prowess in
handling large projects
15
Successful track record of executing projects in inhospitable terrains (seas, rivers,
mountains, hills, deserts and forests)
Ability to overcome challenges of difficult climatic conditions (executed projects in
+40° temperature in Middle East region to -40° temperature in CIS region)
Quick resource mobilisation for project execution world over
Largest globally operating lattice transmission tower manufacturing capacity
Only Company in the World having four tower testing stations, capability to test
towers upto 1,200 kV
ISO 9001, ISO 14001 and OHSAS18001 certified
Multi-cultural work environment, having talent pool from diverse cultures across
border
Workforce with Multi-lingual communication (English, Spanish, Portuguese, French,
Arabic, Russian and Indian languages amongst others)
RPG Group
RPG Enterprises, established in 1979, is one of India's fastest growing business groups
with turnover touching Rs. 16,000 crore. The group consists of over fifteen companies
managing diverse business interests in the areas of Tyre, Infrastructure, IT and Speciality.
Management
The RPG Management Board comprises of highly qualified professionals with significant
expertise in various markets.
Values
RPG’s business ethics promote high levels of excellence. The group’s values such as
Customer Sovereignty, People Orientation, Innovation & Entrepreneurship, Transparency &
Integrity, Passion for Superior Performance, Anticipation, Speed and Flexibility propel it to
perform and excel in all spheres of activity.
Quality
At RPG, quality determines success. Continuous process improvements are carried out to
ensure complete satisfaction of customer and market requirements.
16
Beyond Business
The RPG group believes that the role of a corporate house extends beyond the narrow
margins of the balance sheet. It is this understanding that sees the group promote sports, art
and culture.
Corporate Citizenship
The Group firmly believes that Corporate Social Responsibility is not just an added function
to business. It should be ingrained in core business operations. Thus, CSR here covers the
workplace, community and environment. The social endeavours of the group have been
categorized under the broad area of education, employability and environment.
RPG Enterprises Companies
Milestone History
Established for manufacturing, enameling, trading for Hollowware 1945
1950
First tower supply order for Bhakra Nangal Project, India. 1950
17
1959
First 220 kV turnkey transmission line project in India.
1960
First export tower supply export order from New Zealand.
1961
First Indian company to get a Railway Electrification order.
1968
First international turnkey transmission project in Sudan.
1982
Taken over by RPG Group.
1999
First 765 kV transmission project.
2007
RPG Transmission and NITEL merged. Telecom, Distribution SBU started.
2009
Railway SBU Started.
2010
Acquires SAE towers RPG Cables merges Worlds Highest capacity 1,200kV tower Testing
Station inaugurated in Nagpur, India and 1200 kV tower tested.
2011
Forays into Water and Balance of Plant space.
18
CHAPTER-6
DATA ANALYSIS
How many hours do you work in a week
36 hours 0
36-42 hours 4
42-48 hours 32
48-54 hours 58
54 hours 6
19
4%
32%
58%
6%
36 hours36-42 hours42-48 hours48-54 hours54 hours
58% employees are working 48-54 hours in a week, 32% employees are working 42-48 hours
in a week, 4% employees are working 36-42 hours in a week, 6% employees are working
54hours in a week.
Choose your job working pattern from the following options?
Day shift work 20
Night shift 5
Rotating shift work 15
General shift 60
20
20%
5%
15%60%
Day shift workNight shiftRotating shift workGeneral shift
What is the frequency of night shift working?
Less than once a weak 0
Two or three times a weak 0
Once a weak 0
Four or more times a weak 0
Whole one weak shift 0
15 days shift 20
Not in Shift 80
total 0
21
20%
80%
Less than once a weakTwo or three times a weakOnce a weakFour or more times a weakWhole one weak shift15 days shiftNot in Shifttotal
From the above data the 60% employees are working in general shift and frequency is the
20% employees working in 15 day night shift rotation.
22
How often do you need to work for extra hours in your own time to get the work done?
Never 10
A few time in a month 50
Once or twice in a weak 40
Most of the days 0
10%
50%
40%nevera few time in a monthsonce or twice in a weekmost of the days
From the above data 10% employees said that never,50%employees said that afew time in a
months, 40%employees said that once or twice in a week.
23
How often you take your work at home?
Never 100
Once in a weak 0
A few times in a weak 00
Occasionally 0
Not applicable to my job 0
100%
neveronce in a weaka few time in a weaknot applicable to my joboccasionally
100% employees said that they are not taking work at home.
24
Do you work on Sunday or holiday, to get extra work done?
Never 60
Often 7
Sometimes 33
always 0
60%
7%
33%
neveroftensometimesalways
The 60% employees said that organization are not giving the extra work in holiday,33%
employees said that some time 7% employees said that often
25
Are you satisfied with the number of working hours?
Satisfied 89
Would prefer to work more 0
Would prefer to work less 11
89%
11%
satisfiedwould prefer to work morewould prefer to work less
There is 89% employees are satisfied no of working hours 11% employees would prefer to
work less.
26
Are you personally providing care for anyone?
No care responsibilities 15
Care for elderly person 12
Care for child or children 0
Care for sick partner 7
Care for someone with disability 1
Care for other 5
38%
30%
18%
3%
13%
no care responsibilitycare for elderly personcare for child or childrencare for sick partnercare for someone with disabilitycare for other
13% employees care for other,37% employees they don’t take
responsibility,30%employees care for elderly person,17%employees care for sick partner,
3% employees care for someone with disability.
27
What is your household type
Family household youngest child under 5 21
Family household youngest child under 5-15 64
Family household youngest child above 15 9
Young couple no children 13
Older couple no children at home 5
One person/shared non-family household 15
other 2
16%
50%
7%
10%
4%
12%
2%
Family household youngest child under 5Family household youngest child under 5-15Family household youngest child above 15Young couple no childrenOlder couple no children at homeOne person/shared non-family householdother
From the above data 50% employees family household type is youngest child under 5-15.
28
How important the work life balance to you?
Extremely important 100
Extremely unimportant 0
Somewhat important 0
Somewhat unimportant 0
neutral 0
100%
extremly importantextremly unimportantsomewhat importantsomewhat unimportant
From the above data 100% employees are agree that work life balance is the most
important and observing the data it can be say that the work life balance is the most
important factor of our life also.
29
Rate your professional life and personal life balance?
Very poor 0
Poor 17
Ok 5
Good 78
Very good 0
17%
5%
78%
very poorpoorokgoodvery good
From the above data 78%employees said that their personal and professional life is
good,17%employees life is poor,and 5%employees life is ok.
30
Rate the degree of difficulties in achieving work life balance?
No difficulty 16
A little difficulty 33
Some difficulty 51
A lot of difficulty 0
no difficulty16%
some difficulty33%
a little difficulty51%
From the above data 51%employees have little difficulty,16%employees said that they
don’t have any difficulty,&33%employees have some difficulty.
31
Are you having work and personal life conflict?
Yes 84
no 16
84%
16%
yes no
The 84% employees said that they have work & personal life conflict. and 16%employees
said that they don’t have work and personal life conflict.
32
Do you think lack of work life balance has had an adverse effect on your career?
Yes 0
No 81
Don’t know 0
Can’t say 19
81%
19%
YesNoDon’t knowCan’t say
There is 99%people are said that its work life balance is not affecting on their careers&1%
people can’t say about that.
33
Are these mentioned work arrangement turn helpful to achieve work life balance?
A lot 50
Little 0
Some help 50
No help 0
50%50%
a lotlittlesome helpno help
The 50% employees said that its a lot helpful to achieve work life balance,50% employees
said that its some help to achieve work life balance.
34
How much is the level of comfort in discussing work life balance issues with
manager/superior/management people?
Not comfortable 3
Somewhat comfortable 7
Depend on issues 11
Somewhat uncomfortable 11
Very comfortable 77
Don’t know 0
not comfortable3% somewhat comfortable
6%
depend on issues10%
somewhat uncom-fortable
10%
very comfortable71%
From the above data 71%people said that they are very comfortable,10%employees said
that somewhat uncomfortable,6%employees said that somewhat comfortable,10%
employees said that depends on issues,3% employees are not comfortable.
35
Is these work life balance initiative or work arrangements, create positive work place
culture?
Yes 93
no 7
yes93%
no7%
From the above data 93% employees said that work arrangement create positive work
place culture,7%employees said that no.
36
Whether any of the following factor made impact on work life balance?
(put the symbol Y/ make for the appropriate one)
Factor Impact
The starting and finishing time 0
The type of work done 11
The deadlines and schedule 58
Having to take additional work home 0
The expectation and attitude of supervisor
or manager
5
The expectation and attitude of collegues
and workmates
0
The time meeting and training are schedule 0
The amount of notice about hours or
overtime
0
The timing of the shifts 0
The amount of notice about new shifts or
rosters
0
Not having a choice about what shift or
rosters are worked
0
37
15%
78%
7%The starting and finishing timeThe type of work doneThe deadlines and scheduleHaving to take additional work homeThe expectation and attitude of supervisor or managerThe expectation and attitude of collegues and workmatesThe time meeting and training are scheduleThe amount of notice about hours or overtimeThe timing of the shiftsThe amount of notice about new shifts or rostersNot having a choice about what shift or rosters are worked
From the above data most of the employees said that the deadline and schedule factor
made impact on work life balance.
38
Do any of the following help you balance your work and family commitments
(put the symbol Y/ makes for the appropriate one)
factor Impact
Spending time with friends 51
Get home on time 100
Keep healthy and fit 100
Take a part in community activities or fulfill
Religious commitments.
87
Take care of family and spend time with
them
100
12%
23%
23%
20%
23%
Spending time with friendsGet home on timeKeep healthy and fitTake a part in community activities or fulfill Religious commitments.Take care of family and spend time with them
Most of the employees agreed their work life would be balance if they are given time to
spend with friends and family its gives them emotional satisfactions will keep them
emotionally healthy & fit they should be relieved on time with another employees so that
they can get home on time.
39
How often do the things in your life outsides of work makes it difficult to undertakes work
tasks (put the symbols Y/makes for the appropriate one)
Factor Impact
Concentrate when you are at work 18
Have enough energy to do your job 41
Be productive at work 31
Takes up development and career
opportunities at work
0
Be at work for the hours you are contacted
for
11
Get to work on time 0
18%
41%
31%
11%
Concentrate when you are at workHave enough energy to do your jobBe productive at workTakes up development and career opportunities at workBe at work for the hours you are contacted forGet to work on time
From the above data maximum number of employees admitted that they don’t have
enough energy as employees are overburdened with too many task.
Among following what are the work arrangement made available by employer for you
40
(write Y /makes for appropriate one)
Factor impact
1 Is it allowed to occasionally vary starting and finishing time
to deal with problem outsides of work such as childcare
issues going to the doctor etc?
100
2 Its allowed to used personal sick leave to care for other
people who are sick e.g. children, partner or parents
100
3 Having flexible break provision e g, taking longer break after
long shift or intensive work.
48
4 Study leave 0
5 Regularly working from home 0
6 Is it allowed to have additional leave in exchange for reduced
pay
12
7 Being allowed to select their own restores or shifts 5
8 Occasionally working from home 0
9 Having flexibility in choosing when work the number of
hours you are contracted to do e g compress or staggered
hours.
0
10 Job sharing 86
2%
4%5%
7%
9%
11%
13%15%
16%
18%
12345678910
41
Maximum numbers of employees in organization agreed for occasionally leaves for
childcare issues, sick lives etc.
42
Among above work arraingement you used which is the most helpful initiative for work
life balance?
Have flexibility start and finish time 5
Choose your own lunch break 68
Have variation in start and finish time
occasionally to cope with a problem
12
Choose how many hours you work 1
Choose your own roster and shift 17
Regularly work from home 0
Occationaly work from home 0
Kown you can go if there is family
emergency
13
Work less than full time work hours 0
Have extra unpaid leave 7
Have access to phone or phone message 69
3%
35%
6%
1%9%
7%
4%
36%
Have flexibility start and finish timeChoose your own lunch breakHave variation in start and finish time occasionally to cope with a problem Choose how many hours you workChoose your own roster and shiftRegularly work from home Occationaly work from homeKown you can go if there is family emergency Work less than full time work hoursHave extra unpaid leaveHave access to phone or phone message
43
From the above data many of employees work doesn’t get finished at a particular slot
which as meant for so many of employees ships meals at afternoon launch breaks they
should have freedom to choose their time of meals.
LEARNING FROM THE STUDY
Based on the analysis and interpretation, the following findings have been found.
Maximum number of employees are agreed that organization provide suitable
working hours and arrangement of working time.
They feel free to give comments and suggestion.
Maximum numbers of employees are agreed that they comfortable working in
organization.
Maximum numbers of employees are agreed that the organization provide
opportunity for growth and development.
Maximum number of employees agreed that the work life balance is the most
important factor of their life.
Most of the employees said that the deadline and schedule is the most important
factor make impact on their work life balance.
Most of the employees agreed that work arrangement create positive impact on
their work culture.
44
Most of the employees are not doing work on Sunday or holiday.
Some people work very long hours and frequently work extra hours in their own
time.
KEC international limited is one of the good company of India as well as of world.
KEC international have good H R policies in the world .
The working environment is good but it could be better .
CHAPTER-7 SUGGETION
However the result contained in this report indicate that there is no one solution for
the problem of work life balance and everyone has role to play in making it easier
to balance work and other thing outsides of life.
45
CHAPTER-8 BIBLIOGRAPHY
TEXT BOOKS:
HUMAN RESOURCE DEVELOPMENT
By S.K.BHATIA
RESEARCH METHODOLOGY
By C.R. Kothari
HUMAN RESOURCE AND MANAGEMENT RELATIONS
By P. Subba Rao
46
