Work Life Balance Report

Public sector: -
Prior to Independence, there were few ‘Public Sector’ Enterprises in the country.
These included the Railways, the Posts and Telegraphs, the Port Trusts, the
Ordinance Factories, All India Radio, few enterprises like the Government Salt
Factories, Quinine Factories, etc. which were departmentally managed.
The public sector is that portion of society controlled by national, state or

provincial, and local governments. In the United States, the public sector
encompasses universal, critical services such as national defense, homeland
security, police protection, fire fighting, urban planning, corrections, taxation, and
various social programs.
The public sector overlaps with the private sector in producing or providing certain
goods and services. The extent of this overlap varies from country to country, state
to state, province to province, and city to city. This overlap is most often seen in
waste management, water management, health care, security services, and
shelters for homeless and abused people. Sometimes, service providers move
from the public sector to the private. This is known as privatization, and has been
taking place in recent years on a large scale throughout the world. In other
instances, a service may shift from the private sector to the public. This is less
common, but health care is one area where some governments are providing or
experimenting with services previously furnished by private providers.
Governments routinely hire private corporations to provide goods and services for
the public sector, a practice known as outsourcing. Examples include the
manufacture, construction, or maintenance of aircraft, military hardware, electronic
and communications equipment, computers, roads, freeways, bridges, parks, and
recreation areas.
Private Sector:-
The phenomenal growth of private sector of India can be attributed to political will,
financial reforms, usage of more advanced technology, young and large English
speaking working class. The 7-8 % of annual GDP growth rate India is the one of
the highest growth rate in the world. The last 15 years witnessed a phenomenal
rise of the growth of private sector in India. The opening up of Indian economy has
led to free inflow of foreign direct investment (FDI) along with modern cutting edge
technology, which propelled India's economic growth.
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Previously, the Indian market were ruled by the
government enterprises but the scene in Indian market changed as soon as the
markets were opened for investments. This saw the rise of the Indian private
companies which prioritized customer's need and speedy service. This further
fueled competition amongst same industry players and even in government
organizations. Further, the government of India also divested some of its
enterprises to ensure smooth operation of these companies which was otherwise
were loss making. It also went further and forged joint venture private Indian
companies, especially in sectors like, telecommunication, petroleum, housing and
infrastructure. This inculcated healthy competition and benefited the end
consumers, since the cost of service or products come down substantially.
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Public sector
Life Insurance Corporation Limited:-

Insurance is a social device where uncertain risks of individuals
may be combined in a group and thus made more certain - small
periodic contributions by the individuals provide a found out of
which those who suffer losses may be reimbursed. In addition to
being a means to protect oneself, the insurance Industry is an
efficient conduit for the saving of people to be channeled towards
economic growth. In India, the Insurance Industry7 is more than
150 years old. Today, it is monopolized by two PSU's in their
respective fields of life and General Insurance. However, with the
successful passage IRDA Bill through both houses of parliament in
December 1999 the sector has been opened up to private players.This will
provided much. Needed impetus to the Industry and will
improve the quality of service and products and will also increase
employment opportunities. There are still some issues their need to
be sorted out, particularly with regard to the status of
intermediaries as envisaged by the Insurance Regulatory Authority.
• Present Status of LIC of India Existing as a towering insurance company

for over 50 years, LIC has acquired almost monopoly power in the
solicitation and sale of life insurance policies in India. In addition to the
summary regarding the present stature provided at the beginning, LIC has
extended its activities in 12 countries other than India with the objective of
catering to the insurance needs of Non Resident Indians. The enforcement
of New Economic Reforms in 1991 coupled with the formation of
Insurance Regulatory and Development Authority Act (IRDA) of 2000
(which started issuing licenses to private life insurers ) has diluted the
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monopolistic attitude commanded by LIC. The only insurance company
belonging to the public sector now has to compete with several other
corporate entities of its kind which often are heavyweight Indian as well as
Multinational Life Insurance Brands in themselves.
Bharat Sanchar Nigam Limited:-

Bharat Sanchar Nigam Ltd. formed in October, 2000, is World's 7th largest
Telecommunications Company providing comprehensive range of telecom
services in India: Wireline, CDMA mobile, GSM Mobile, Internet, Broadband,
Carrier service, MPLS-VPN, VSAT, VoIP services, IN Services etc. Presently it is
one of the largest & leading public sector unit in India.
State Bank of India:-

The State Bank of India, popularly known as SBI, is one of the leading banks in
India. The bank traces its origin to the first decade of the 19th century. Later on, it
was merged with the Imperial Bank. In the year 1955, the Government of India
nationalized the Imperial Bank along with the Reserve Bank of India. Ever since
that time, the bank acquired its present name that is SBI.
The State Bank of India is India's largest commercial bank. The
bank has been striving sincerely to adhere to the efforts of providing utmost
customer satisfaction to the best possible extent.
• Personal Loan
• For Pensioners
• Against Mortgage of Property
• Against Shares & Debentures
• Plus Scheme
• Medi-Plus Scheme
• Rates of Interest
SBI created a unique method of serving its customers even on a

holiday. One can find a floating SBI ATM on a boat in the backwaters of Kerala.
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This caters to the needs of the customers by providing service round the clock.
Besides, the customers can also avail the facilities of online banking and
transaction.
Private sector
ICICI:-
ICICI Bank is India's second-largest bank with total assets of Rs. 3,634.00 billion
(US$ 81 billion) at March 31, 2010 and profit after tax Rs. 40.25 billion (US$ 896
million) for the year ended March 31, 2010. The Bank has a network of 2,009
branches and about 5,219 ATMs in India and presence in 18 countries. ICICI Bank
offers a wide range of banking products and financial services to corporate and
retail customers through a variety of delivery channels and through its specialised
subsidiaries in the areas of investment banking, life and non-life insurance, venture
capital and asset management. The Bank currently has subsidiaries in the United
Kingdom, Russia and Canada, branches in United States, Singapore, Bahrain,
Hong Kong, Sri Lanka, Qatar and Dubai International Finance Centre and
representative offices in United Arab Emirates, China, South Africa, Bangladesh,
Thailand, Malaysia and Indonesia. Our UK subsidiary has established branches in
Belgium and Germany.
HDFC:-
HDFC Bank was amongst the first to receive an 'in-principle' approval from the
Reserve Bank of India (RBI) to set up a bank in the private sector from Housing
Development Finance Corporation Limited (HDFC), in 1994 during the period of
liberalization of the banking sector in India. HDFC India was incorporated in August
1994 in the name of 'HDFC Bank Limited'. HDFC India commenced operations as
a Scheduled Commercial Bank in January 1955.
HDFC India deals in varieties of products like home loan, standard life
insurance, mutual fund, securities, credit cards, etc. HDFC has branch offices in all
major cities in India like Calcutta, Chennai, Delhi, Bangalore, Hyderabad,
Ahmedabad apart from HDFC Mumbai.
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 Personal Banking Services : Savings Accounts, Salary Accounts, Current
Accounts, Fixed Deposits, Demat Account, Safe Deposit Lockers, Loans,
Credit Cards, Debit Cards, Prepaid Cards, Investments & Insurance, Forex
Services, Payment Services, Net Banking, Insta Alerts ,Mobile-Banking
,InstaQuery ,ATM , Phone Banking.
Airtel:-
Established in 1995 by Sunil Mittal as a Public Limited Company, Airtel is the
largest telecom service provider in Indian telecom sector. With market
capitalization of over Rs. 1,360 billion, Airtel has 31% of total market share of GSM
service providers. Providing GSM services in all the 23 circles, Airtel was the first
private player in telecom sector to connect all states of India. Also, Airtel is the first
mobile service provider to introduce the lifetime prepaid services and electronic
recharge systems.
After establishing itself in the domestic market, Airtel is now spreading
its wings in US by providing its mobile service under the name 'CALLHOME' to the
NRIs.
Airtel is listed on The Stock Exchange, Mumbai (BSE) and The National
Stock Exchange of India Limited (NSE).
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Defining work-life balance
We all play many roles: employee, boss, subordinate, spouse, parent, child,
sibling, friend and community member. Each of these roles imposes demands on
us that require time, energy and commitment to fulfill. Work-family or work-life
conflict occurs when the cumulative demands of these many work and non-work
life roles are incompatible in some respect so that participation in one role is made
more difficult by participation in the other role.
Work/life balance, in its broadest sense, is defined as a
satisfactory level of involvement or ‘fit’ between the multiple roles in a person’s life.
Although definitions and explanations vary, work/life balance is generally
associated with equilibrium, or maintaining an overall sense of harmony in life. The
study of work/life balance involves the examination of people’s ability to manage
simultaneously the multi-faceted demands of life. Although work/life balance has
traditionally been assumed to involve the devotion of equal amounts of time to paid
work and non-work roles, more recently the concept has been recognized as more
complex. There exists three basic aspects of work life balance
 Time balance, which concerns the amount of time given to work and
non-work roles.
 Involvement balance, meaning the level of psychological involvement

in, or commitment to, work and non-work roles.
 Satisfaction balance, or the level of satisfaction with work and non-

work roles.
This model of work/life balance, with time, involvement and

satisfaction components, enables a broader and more inclusive picture to emerge.
For example, someone who works two days a week and spends the rest of the
week with his or her family may be unbalanced in terms of time (i.e. equal
measures of work and life), but may be equally committed to the work and non-
work roles (balanced involvement) and may also be highly satisfied with the level
of involvement in both work and family (balanced satisfaction). Someone who
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works 60 hours a week might be perceived as not having work/life balance in terms
of time. However, like the person who works only a few hours a week, this
individual would also be unbalanced in terms of time, but may be quite content with
this greater involvement in paid work (balanced satisfaction). Alternatively,
someone who works 36 hours a week, doesn’t enjoy his or her job and spends the
rest of the time pursuing preferred outside activities may be time-balanced but
unbalanced in terms of involvement and satisfaction. Thus, achieving balance
needs to be considered from multiple perspectives.
Work life and personal life are the two sides of the same coin.
According to various work /life balance surveys, more than 60% of the respondent
professionals surveyed said that are not able to find a balance between their
personal and professional lives. They have to make tough choices even when their
work and personal life is nowhere close to equilibrium. Traditionally creating and
managing a balance between the work-life was considered to be a woman's issue.
But increasing work pressures, globalization and technological advancement have
made it an issue with both the sexes, all professionals working across all levels
and all industries throughout the world. Achieving "work-life balance" is not as
simple as it sounds.
Work life and personal life are inter-connected and
interdependent. Spending more time in office, dealing with clients and the
pressures of job can interfere and affect the personal life, sometimes making it
impossible to even complete the household chores. On the other hand, personal
life can also be demanding if you have a kid or aging parents, financial problems or
even problems in the life of a dear relative. It can lead to absenteeism from work,
creating stress and lack of concentration at work.
Work-personal life conflict occurs when the burden, obligations and responsibilities
of work and family roles become incompatible. Obligation of one can force an
individual to neglect the other.
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Changing & increasing work pressures
A decade back, employees used to have fixed working hours or rather a 9 to 5 job
from Monday to Friday. The boundary between the work and home has
disappeared with time. But with globalization and people working across countries,
the concept of fixed working hours is fading away. Instead of just 7 or 8 a day,
people are spending as much as 12-16 hours every day in office.
The technological blessings like e-mail, text messaging
and cell phones which were thought of as tools to connect them to their work being
away from their workplace, have actually integrated their personal and professional
lives. Now professionals find themselves working even when they are on
vacations.
The ever-increasing working hours leave the individuals
with less time for themselves and to pursue his hobbies or leisure activities. This
hinders the growth of the person as an individual in terms of his personal and
spiritual growth. Professionals working in the BPO industry, doctors and nurses
and especially IT professionals are the few examples who are facing the brunt of
the hazard constantly.
Reasons of imbalance:
There are various reasons for this imbalance and conflicts in the life of an
employee. From individual career ambitions to pressure to cope up with family or
work, the reasons can be situation and individual specific. The speed of
advancement of information technology, the increasing competition in the talent
supply market has led to a "performance-driven" culture creating pressures and
expectations to performance more and better every time. Also, many a times,
many people find it difficult to say "NO" to others especially their superiors. They
usually end up over burdening themselves with work. The increasing
responsibilities on the personal front with age can also create stress on personal
and professional fronts.
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Effects
Constant struggle and effort to maintain a balance between the work and personal
life can have serious implications on the life of an individual. According to a survey,
81 per cent of the respondents have admitted that their jobs are affecting and
creating stress in their personal lives. The pressures of the work or personal life
can lead to stress. According to studies, it has been found to that such situation
can take a toll on the person's health both physiologically and psychologically.
Heart ailments, cardiovascular problems, sleep disorders, depression, irritability,
jumpiness, insecurity, poor concentration and even nervous breakdowns are
becoming common among the victims of such imbalance. Pressure, stress or
tension in work life can lead to bad social life and vice versa.
Why Should Employers Care about Employees’ Work-

Life Balance?
Many organizations feel that helping employees balance competing work and non-
work demands is not their responsibility. Rather, they subscribe to a somewhat
outdated view called the “myth of separate worlds” that is based on the premise
that work is work and life is life and that the domains do not overlap. Such
organizations argue that “it was the employee’s choice to have a family so
balancing competing demands is their problem not ours.” Such organizations also
note that they are “in the business” of increasing shareholder value and serving
customers and not helping employees cope with stress.
In other organizations, employees without dependent care responsibilities interpret
“family friendly” as favoritism and complain that they are being “unfairly” or
inequitably treated. Such employees feel that their colleagues with childcare or
eldercare responsibilities are “getting away with less work” and that the needs of
childless employees are being ignored. This backlash against “family friendly”
makes it harder for organizations who wish to address the issue.
Our research debunks the above preconceptions and supports that the inability to
balance work and family is “everyone’s problem.” High work-life conflict negatively
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impacts the employer, the employees’ colleagues, the employee, the employees’
family, and society as a whole. From the employer’s perspective, the inability to
balance work and family demands has been linked to reduced work performance,
increased absenteeism, higher turnover, lower commitment and poorer morale.
Work-life conflict has also been linked to productivity decreases associated with
lateness, unscheduled days off, emergency time off, excessive use of the
telephone, missed meetings, and difficulty concentrating on the job. Conflict
between work and family demands is also a problem for employees and their
families.
Benefits of Work Life Balance Initiatives
Work Life Balance initiatives have been an integral part of the HR policies for a
long time. There are certainly obvious benefits to the employer as well as the
employee.
Benefits for employers include:
 Lower staff turnover and increased return on training

 Reduced absenteeism and lateness
 Improved employee morale and commitment
 Reduced stress and improved productivity
 A more flexible workforce
 Increased ability to attract and recruit staff
 Potential for improved occupational health and safety
 Fulfillment of equal opportunity objectives
 Good corporate citizenship and an enhanced corporate image.
Benefits for employees include:
 Ability to manage work and individual commitments

 Improved personal and family relationships
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 Flexible working arrangements resulting in reduced work overload and
stress
 Increased focus, motivation and job satisfaction knowing that family and
work commitments are being met
 Increased job security from the knowledge that an organisation understands
and supports workers with family responsibilities
 Increased ability to remain employed.
 Increased ability to remain competitive in career advancement
 Improved health and wellbeing of staff
Critical Success Factors
To achieve the benefits of introducing work life balance initiatives, the critical
success factors are:
 Choose work life balance practices that are suitable to the workplace and
the employees’ jobs, and ones that will meet the needs of the employees.
 Ensure there is good communication with employees, and they are well
informed of the options available to them.
 Provide clear guidelines to all employees on how the work life balance
practices are to work.
 Ensure that supervisors do not inhibit employees from accessing the work
life balance practices that are available to them.
 Treat all employees fairly and equitably, regardless of their family/personal
responsibilities.
 Be flexible with the changing needs of employees.
 Ensure that any changes in work practices are consistent with award or
agreement requirements.
 Check whether the new work practices are actually assisting employees to
better balance
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BALANCING THE WORK AND LIFE OF YOUR EMPLOYEES
Researches indicate that balanced work-life can lead to greater

employee productivity. With the progressive shift of the economy towards a
knowledge economy, the meaning and Importance of tile quality of work
life is also assuming a new significance. The article details the factor$ that
should be tuned to attain balance between work and life of an employee.
You must have both love and work in your life to make you healthy. Don't
you agree? Well, this is what Sigmund Freud had said decades ago for healthy
workers. Family is an essential ingredient for the love that exists in the life of the
employees. But are the corporate structuring the work patterns so as to ensure the
necessary balances? Are the corporate providing opportunities to their employees
to spend quality time in their personal lives? Many researchers indicate that
maintaining a good balance in work and life has become a priority for the corporate
in the developed nations.
At the dawn of industrialisation, the needs and priorities of

employees were at the lower end of Maslow’s need hierarchy pyramid. The priority
was given more to physical and material security. However, with rapid cultural and
economic developments, the priorities outside job became very different.
Employees started looking for higher and meaningful quality of life as a result of
the outcomes of their work. After all, what are they working for? A good happy
and a decent life.
With the increasing shift of the economy towards knowledge economy, the
meaning and importance of the quality of work life is also assuming a new
significance. Today, the connotation of the term 'work' has also become different. It
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has more to do with the intellectual exercise than physical labour. As a result, the
corporates need to streamline and restructure their work schedules in order to
bring about a balance in work life of their employees. Understanding and
managing the levels and complexities of diverse motivational needs is another
area, which requires careful attention from the corporates to bring about work-life
balance.
Various researchers have pointed out the following.

Shifts in Societal Patterns
Gone are the days of joint families where you had to care for elders and
they, in turn, had to nurture your emotions. Today's nuclear families with both the
partners working, have created new dynamics that has become emotionally
demanding to the employees. Financial and social obligations have assumed a
different level of significance today. Not only this, the needs of organisations today
have also changed. Money is getting accumulated in tiny pockets, among those
sections of people who possess the ‘most wanted’ knowledge. And these so-
called ‘knowledge workers’ are the ones who are in acute need to balancing their
work and life.
Technological Breakthroughs
Tremendous progress in the fields of information technology and
communication system has changed our worldview. At the same time, it demands
more from today’s employees. Strict deadlines, tighter schedules and ever-
escalating corporate targets are the natural outcome of it.
New Horizon of Expectations

Due to the above reasons there has been a total shift in the level of
expectations for today’s employees and how attitudes towards work and life
balance varies from generation to generation.
Researchers have pointed out that a balance between work and life is
maintained when there is no conflict between work and family demands. Though
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this seems to be idealistic situation, what the corporates need to remember is that
the conflicts should not reach unacceptable levels where it would tend to affect the
productivity of the employee and the management recognises the importance of
their personal and family life.
Striking a balance between work and life is as difficult for the corporates as
it is for the employees. The HR managers, along with the functional heads and
line mangers, should try to bring in flexibility to the working patterns within the
organisations. A trade off between organisational needs and personal needs of
the employees has to be worked out. Following are some of the ways in which it
cane be done. Though this is in no way an exhaustive list, yet it does provide a
starting point for corporates to develop flexible work schedules that can balance
work and life.
Creating Institutional Support Mechanisms

The first and the foremost requirement is to create conditions that will
provide organisational support towards maintaining the flexibility of work and life of
the employees. These entail the propagation of the culture of work flexibility, HR
policies and other organisational regulations that allow the employees to maintain
a good mix of personal lives with their career.
There is a need to clearly chalk out the connection between maintaining this
flexibility and the corporate objectives. For instance, managers at Eli Lilly begin
their job in the company with a clear understanding of what the company expects.
They undergo a weeklong program, called Supervisor School that blends the
business case for work life initiatives. Thus, the management ensures that the
flexibility in work is linked with the objectives of the organisation. But this is not
enough. What is needed is to ensure and communicate the support of the senior
management. The top management of the company must clearly communicate its
eagerness and willingness to restructure the work schedules in such a manner that
it can balance the work and life of the employees. This will require clear
articulation from the company that it values the personal lives of its employees.
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The employees must understand that their organisation also keeps in mind the
value of their life and personal relationship. Such articulation can be done through
the company’s vision and mission statements.
Providing Managerial Support

Only lip service towards work life balance will not suffice. Organisations
must make sure that there are proper organisational systems of work design that
allows employees to have flexible time. This may even require a new look towards
HR manual, which the organisation may have.
It is also necessary to evaluate such systems of flexibility from time to time.

Otherwise, stagnancy will creep into the work schedules, which might create new
dimensions of the problem in the work life patterns. To keep pace with the
changing patterns of work and life of employees, the organisations can arrange
special training programs that will inform the employees about the new working
trends. This can be done through sharing successful models of work schedules
and real life case studies.
Practising What You Preach

Above all, the organisations need to execute their flexible work schedules.
Flexible work patterns must become a part of organisational initiatives. This will
require the creation of a networked environment that can provide a ‘back up’
system to support work relationship. Essentially this will require employees to
become cross functional, so that a temporary emergency or a shortfall in one
department can be met by other departments. Thus, the role of HR department
needs to be revisited and made more expansive and supportive towards
organisational and individual needs.
Sustain It
Once the organisation follows and internalises the practice of flexible work
schedules for its employees, it is very necessary that it sustains it over a long
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period of time. Such sustainability can e brought about by clear demarcations of
accountability and means to measure it. In other words, the focus and purpose of
creating balanced work life should be maintained at any cost. This will also call for
review and evaluation of the current work environment and make modifications in
the schedules accordingly.
Several researchers have shown that a balanced work-life creates greater

employee productivity. What important is the long-term and not the short-term,
which seems to become the focus of many organisations. So, though it may
apparently seem that employees are having more leisure, the effect of a balanced
work-life will show up positively in the bottom line of the company.
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Objective of the study:-
Major: The major objective of the study is to find out the ways so that the
employees are able to balance their personal and work life.
Minor:
 To find out reasons for quality of work life in public and private sector
 To find out effects of quality of work life in both the sectors
 To find out way to improve quality of work life in both the sector
 RESEARCH DESIGN: The exploratory research design is

adopted for this project.
 RESEARCH APPROACH: Research worker contacted the

respondents personally with well-prepared sequentially arranged
questions. The questionnaire is prepared on the basis of objectives
of the study. Direct contact is used for survey, i.e., contacting
employees directly in order to collect data.
 SAMPLE SIZE: The study sample constitutes 50 respondents

constituting in the research area.
25-Public sector
25-Private sector
 SAMPLING AREA: AJMER.
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 SAMPLING DESIGN: Stratified convenience sampling is
used.
 COLLECTION OF DATA: Most of the data collected is

primary data
through personal interview, where the researcher and the
respondent operate face – to – face.
 RESEARCH INSTRUMENT: The researcher has used a

structured
questionnaire as a research instrument tool which consists of open
ended questions, multiple choice and dichotomous questions in order
to get data. All the questions in the questionnaire are organized in
such a way that elicits all the relevant information that is needed for
the study.
 STATISTICAL TOOLS: The statistical tools used for

analyzing the data collected are percentage method and
charts.
Limitation of the study:-

1. The information provided by the workers is not definitely true.
2 The samples of workers are not representative of the total workforce.
3. The workers hesitate disclosing the true facts in order to secure their job.
4. There is no measure to check out whether the information provided by the
Workers are correct or not.
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1. What is your age?
a) Below 30 b) Between 30-40
c) Above 40
Public sector
Particula No of % of
rs Respons responde
es nt
Below 30 5 20%
Between 15 60%
30-40
Above 40 5 20%
Total 25 100
PublicSector
20% 20%
Below30
Between 30-40
Above 40
60%
FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-
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The above graph shows that 60% employees are between 30-40 age,
20% are of above 40 & remaining are of below 30.
It means that employees in public sector are more
aged so they can easily balance their personal and work life.
Private sector
Particula No of Percentage
rs Responde of
nt Respondent(
%)
Below 30 20 80
Between 3 12
30-40
Above 40 2 8
25
Total 100
Private Sector
8%
12%
Below 30
Between 30-40
Above 40
80%
FACTS AND FINDINGS

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The above private sector graph shows that 80% of employees are of
below 30 age,12% are of 30-40 & remaining are of above 40.
The employees in private sector are young so they can do more work
so the work load is more on them.
COMPARISION:-
The overall response shows that in public sector employees are of between 30-
40 age but in private sector below 30 age employees are worked because in
public sector employees are more aged but in private sector employees are
young and they do lots of work.
2 Genders
a) Male b) Female
Public sector
Particulars No of Percentage of
Respondent Respondent(%)
Male 20 80
Female 5 20
Total 25 100
Public sector
20%
male
female
80%
FACTS AND FINDINGS
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The above graph shows that 80% employees are male and remaining
are female.
Most of the employees in public sector are male because in
public sector aged person are worked more so percentage of female
employees are so low.
Private sector
Particula No of Percentage
rs Responde of
nt Respondent(
%)
Male 15 60
Female 10 40
Total 25 100
private sector
40%
male
female
60%
FACTS AND FINDINGS

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The above graph shows that 60% are male and remaining are female
employees.
The percentage shows that male and female employees are
equal in the organisation because they are young and they work with full
of dedication because in private sector work load is more so company
required young and energetic employees.
COMPARISION:-
The response shows that in private sector 40% female but in public
sector only 20% females are working and 60% male and 80% male are
working in private and public sector respectively.
3. Do you spend more hours than you would like at work?

a) Yes
b) No
Public sector
No of Percentage
Responde of
nt Respondent(
Particulars %)
Yes 10 40
No 15 60
Total 25 100
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public sector
40%
Yes
No
60%
FACTS AND FINDINGS

The above graph shows that 60% employees don’t spend more hour than they
would like at work & 40% employees says yes.
The employees in public sector spend limited hours because 6-8 hours
are fixing for them and they have to work within fix hours.
Private sector
No of Percentage
Responden of
t Respondent(
Particulars %)
Yes 18 72
No 7 28
Total 25 100
25
private sector
28%
Yes
No
72%
FACTS AND FINDINGS

The above graph shows that 72% employees says yes that they spend more
hours than they would like at work & 28% employees says no.
The employees in private sector spend more time at work because

they have lots of work pressure.
COMPARISION:-
The above both the graph shows that in private sector employees spend more
time at work because there is lots of work load but in public sector employees
spend only limited hours because there is no so much work load on the
employees.
4. How many hours do you work at home in an average week?
a) 1-4 hours
b) 5-9 hours
c) More than 10 hours
Public sector
26
No of Percentage
Responde of
nt Respondent(
Particulars %)
52
1-4 hours 13
32
5-9 hours 8
16
more than 10 hours 4
Total 25 100
public sector
16%
1-4 hours
52% 5-9 hours
more than 10 hours
32%
FACTS AND FINDINGS

The above graph shows that 52% employees spend 1-4 hours for their work in
home,32% employees spend 5-9 hours & remaining spend more than 10 hours.
The employees in public sector spend limited time at home for
work because they have not so much work load so they rarely work at home.
Private sector
No of Percentage
Responde of
nt Respondent(
Particulars %)
27
1-4 hours 3 12
5-9 hours 10 40
more than 10 48
hours 12
Total 25 100
private sector
12%
1-4 hours
48% 5-9 hours
more than 10 hours
40%
FACTS AND FINDINGS

The above graph shows that 48% employees spend more than 10 hours for work
at home, 40% employees spend 5-9 hours & remaining spend 1-4 hours.
The employees in private sector spend more time at
home for work because they have lost of work so they are not able to do all the
work in the limited time period
COMPARISION:-
The above response shows that on public sector employees do their work in
office because there is a limited time as well as limited work but in private sector
employees do their work in home also because they are not able to do all the work
in office so they do their work also at home so that in private sector employees
are not able to balance their personal and work life.
5 How many hours a day do you spend traveling to work?
a) Less than half an hour

b) Nearly one hour
c) Nearly two hours
Public sector
28
Total
Less than half an Nearly one Nearly two
Particulars hour hour hours
No of 25
Respondent 15 5 5
Percentage 100
of
Respondent(
%) 60 20 20
Public sector
20%
Less than half an hour

Nearly one hour
20% 60% Nearly two hours
FACTS AND FINDINGS

The above graph of public sector shows that 60% of employees spend less than
half an hour in traveling to work & 20% employees spend nearly one hour &
remaining spend 2 hours.
The employees in public sector spend so less time in
traveling for work because they are work only in office and they have not so much
work load.
Private sector
29
Less than half an Nearly one Nearly two Total
Particulars hour hour hours
No of 25
Respondent 5 5 15
Percentage 100
of
Respondent(
%) 20 20 60
private sector
20%
Less than half an hour

Nearly one hour
Nearly two hours
60% 20%
FACTS AND FINDINGS

In private sector 60% employees spend 2 hours,20% employees spend less that
half an hour and remaining spend 1 hours in traveling for work.
The employees in private sector spend time in traveling
because the company gives them targets and they have to complete them in the fix
time which is given to them so they have to travel for completion of target
COMPARISION:-
The response shows that in private sector employees travel more for their work
compare to public sector because there is lots of work on the employees and they
have to travel from one city to another for their work so private sector employees
never be able to manage their life.
6 Do you spend time for working out?
a) Yes
30
b) No
Public sector
No of Respondent Percentage
of
Respondent(
Particulars %)
72
Yes 18
No 7 28
Total 25 100
Pu blic sector
28%
Y es
No
72%
FACTS AND FINDINGS

The above graph of public sector shows that 72% employees spend time for
working out & remaining says no.
The employees in public sector are not spend time for
working out because they work only in organisation within time period.
31
Private sector
of
Respondent(
Particulars %)
80
Yes 20
No 5 20
Total 25 100
Private sector
20%
Yes
No
80%
FACTS AND FINDINGS

In private sector 80% employees says yes that their spend time for working out &
remaining says no.
The employees in private sector spend time for working out
because they have target so they have to go out side to complete them.
COMPARISION:-
The response shows that in public sector employees spend more time for working
out compare to private sector because in private sector employees have to do
their work out side the company so they have to go for working out but in public
sector employees do their work in the office only.
32
7 Do you work in job shifts?
a) General shift
b) Night shift
c) Alternative
Public sector
of
Respondent(
Particulars %)
72
General shift 18
Night shift 3 12
Alternate 5 20
Total 25 100
public sector
19%
General shift
12% Night shift
Alternate
69%
FACTS AND FINDINGS

The above graph of public sector shows that 72% employees work in general
shift,20% in alternate shift and remaining are work in night shift.
Employees in organisation always work in general shift specially in
public sector.
33
Private sector
of
Respondent(
Particulars %)
40
General shift 10
Night shift 10 40
Alternate 5 20
Total 25 100
private sector
20%
40% General shift

Night shift
Alternate
40%
FACTS AND FINDINGS

In private sector 40% employees work in general shift, 40% in night shift &
remaining are in night shift.
In private sector employees have to do work in night shift because
they have lots of work pressure.
COMPARISION:-
34
The response shows that in public sector only employees work in general shift
but in private sector employees work in night and general shift because there is
lots of work and pressure but in public sector employees are work in general shift
only because they do all the work in general shift so employees are rarely work in
night shift.
8 Marital status?
a) Married
b) Unmarried
Public sector
of
Respondent(
Particulars %)
80
Married 20
Unmarried 5 20
Total 25 100
public sector
90 80
80
70
60
50
response
40
30 20
20
10
0
Married Unmarried
FACTS AND FINDINGS

In public sector 80% employees are married & remaining are unmarried.
35
Private sector
of
Respondent(
Particulars %)
28
Married 7
Unmarried 18 72
Total 25 100
private sector
80 72
70
60
50
40 response
28
30
20
10
0
Married Unmarried
FACTS AND FINDINGS

The above graph of private sector shows that 72% employees are unmarried and
remaining are married.
COMPARISION:-
36
The response shows that in public sector most of the employees are married but
in private sector most of the employees are unmarried because in public sector
employees are so aged but in private sector employees are young and they have a
ability to do a work effectively so the employees in the private sector are not
married.
If you are married, Is your partner employed?
a) Yes
b) No
Public sector
of
Respondent(
Particulars %)
48
Yes 12
No 13 52
Total 25 100
Public sector
48% Yes
52% No
37
FACTS AND FINDINGS
The above graph of public sector shows that 52% of employee’s partner is not
employed & remaining says no.
The employees partner is not so much employed in
public organisation.
Private sector
of
Respondent(
Particulars %)
80
Yes 20
No 5 20
Total 25 100
Private sector
20%
Yes
No
80%
FACTS AND FINDINGS

In private sector 80% employees says that their partner is employed and
remaining says no.
38
In Private sector most of the employee’s partner is more educated
and they are employed.
COMPARISION:-
The response says that in private sector most of the employee’s partner is
employed compare in public sector because in private sector employees are
young so their partner is also employed.
9 Do you have children?

a) Yes
b) No
Public sector
No of Respondent Percentage of
Particulars Respondent(%)
Yes 18 72
No 7 28
Total 25 100
Public sector
28%
Yes
No
72%
FACTS AND FINDINGS

39
The above graph of public sector shows that 72% employees have children &
remaining says no.
Private sector
Yes 9 36
No 16 64
Total 25 100
Private sector
36%
Yes
No
64%
FACTS AND FINDINGS

40
In private sector 64% employees says no & remaining says yes.
COMPARISION:-
The response shows that in private sector most of the employees are not married
so they have no children but in public sector employees have children because
most of the employees are married.
10 Being employed man/women who are helping to take care of your

children?
a) Spouse
b) In –laws
c) Parents
d) Servants
e) Day care center
Public sector
Spouse 1 4
12
In –laws 3
60
Parents 15
12
Servants 3
12
Day care centers 3
100
Total 25
41
Public sector
12% 4%
12%
12% Spouse
In –laws
Parents
Servants
Day care centers
60%
FACTS AND FINDINGS

The above graph of public sector shows that 60% of employees take care their
children,12% of employees says that their In -laws take care ,12% for servant &
remaining are spouse.
The care of child in public sector is done by their parents
because they have no work load so they can easily take care of their child.
Private sector
Spouse 1 4
20
In –laws 5
40
Parents 10
32
Servants 8
4
Day care centers 1
100
Total 25
42
Private sector
4% 4%
20%
Spouse
32%
In –laws
Parents
Servants
Day care centers
40%
FACTS AND FINDINGS

The above graph of private sector shows that 40% of employees take care their
children, 32% of employees says that their servant take care ,20% for In-laws,4%
for day care centers & remaining are spouse.
In private sector the other sources are used for take are
of their children because employees are so busy in their work life so they can not
give time to their children
COMPARISION:-
The response shows that in public sector most of the employees take care their
children bye own and in private sector most of the employees use other sources
because of work load and they are not able to manage both the personal and work
life.
11 How many hours in a day do you spend with your child/children?
a) Less than 2 hours
b) 2-3 hours
c) 3-4 hours
Public sector
Less than 2 hours 5 20
2-3 hours 8 32
3-4 hours 12 48
100
Total 25
43
Public sector
20%
Less than 2 hours

48% 2-3 hours
3-4 hours
32%
FACTS AND FINDINGS

The above graph of public sector shows that 48% of employees spend 3-4 hours
with their child,36% says 2-3 hours & remaining spend less than 2 hours.
The employees in public sector can give more time to
their children because they are easily managing their personal and work life.
Private sector
Less than 2 hours 6 24
2-3 hours 9 36
3-4 hours 10 40
100
Total 25
44
Private sector
24%
40%
Less than 2 hours
2-3 hours
3-4 hours
36%
FACTS AND FINDINGS

The above graph of private sector shows that 40% spend 3-4 hours,36% spend
2-3 hours & remaining says that they spend less than 2 hours.
The employees in private sector are not giving so much
time to their child.
COMPARISION:-
The response shows that in private sector employees are not able to spend more
hours with their child because of work but in public sector employees spend more
time with their child because in public sector employees are work in 6-8 hours so
they can spend more time with their children’s but in private sector employees
have no fix time for work they have to work more than 10 hours sometimes so they
are not able to spend more time with their children’s.
12 Do you ever miss out quality time with your family or your friends because
of work?
a) Never
b) Rarely
c) Sometimes
d) Always
Public sector
8
Rarely 2
45
28
Sometimes 7
20
Always 5
44
Never 11
100
Total 25
Public sector
8%
Rarely
44% 28%
Sometimes
Always
Never
20%
FACTS AND FINDINGS

The above graph of public sector shows that 44% employees never miss out the
quality time with their friends and family, 28% employees sometimes miss out the
quality time with their friends and family and 20% employees always or rarely miss
out the quality time with their friends and family.
Most of the employees rarely miss out the time with their
family because their life is balanced.
Private sector
16
Rarely 4
20
Sometimes 5
48
Always 12
16
Never 4
100
Total 25
46
Private sector
16% 16%
Rarely
Sometimes
20% Always
Never
48%
FACTS AND FINDINGS

The above graph of private sector shows that 48% employees always miss out
the quality time with their friends and family because of work , 20% employees
sometimes miss out the quality time with their friends and family because of work
and 16% employees always or rarely miss out the quality time with their friends
and family because of work.
Most of the employees said that they always miss out
the time with their family because they have lots of work pressure
.
COMPARISION:-
The response shows that in private sector employees always miss their time with
their friends and family but in public sector rarely these will happened because in
public sector employees do their work within the time period but in private sector
no time is fix for work so they have to work more than the fix time so private sector
employees always miss their time with their friends and family.
13 Do you generally feel that you are able to balance your work & personal
life?
a) Yes
b) No
Public sector
80
Yes 20
20
No 5
47
100
Total 25
Public sector
20%
Yes
No
80%
FACTS AND FINDINGS

The above graph of public sector shows that 80% employees says yes that they
are able to manage work and personal life and remaining says no.
The employees in public sector are easily manage and
balance their personal and work life because they have not so much work load .
Private sector
40
Yes 10
60
No 15
100
Total 25
48
Private sector
40%
Yes
No
60%
FACTS AND FINDINGS

The above graph of private sector shows that 60% says no that they are able to
manage both the life and remaining says yes.
The employees in private sector are not able to
manage their life because they have lost of work pressure and target.
COMPARISION:-
The response shows that in private sector employees are not able to balance
work and personal life but in public sector employees are able to balance their life
because in private sector employees are work more and they always miss the
time with their families and friends than the public sector.
14 Do you feel tired or depressed because of work?

a) Never
b) Rarely
c) Sometimes
d) Always
Public sector
8
Rarely 2
49
28
Sometimes 7
20
Always 5
44
Never 11
100
Total 25
Public sector
8%
Rarely
44% 28%
Sometimes
Always
Never
20%
FACTS AND FINDINGS

The above graph of public sector shows that 44% employees are never
depressed because of work, 28% employees are sometimes depressed because
of work, 20% employees are always depressed because of work and remaining
employees are rarely depressed because of work.
In public sector employees are rarely depressed because
they have no so lots of work.
Private sector
16
Rarely 4
20
Sometimes 5
48
Always 12
16
Never 4
50
100
Total 25
Private sector
16% 16%
Rarely
Sometimes
20% Always
Never
48%
FACTS AND FINDINGS

The above graph of private sector shows that 48% employees are always
depressed because of work,20% are sometimes,16% are rarely & remaining are
never depressed.
They are always depressed because of work load and
employee cant able to manage the life.
COMPARISION:-
The response shows that in public sector employees are rarely depressed
because of work but in private sector employees are always depressed because
of work pressure and work load so they are sometimes do over time .
15 How do you manage stress arising from your work?

a) Yoga
b) Meditation
c) Dance
d) Music
Public sector
51
20
Dance 5
24
Music 6
40
Yoga 10
16
Meditation 4
100
Total 20
public sector
16% 20%
Dance
Music
Yoga
24% Meditation
40%
FACTS AND FINDINGS

The above graph of public sector shows that 40% employees manage their stress
by yoga, 24% employees manage their stress by music and 20% by dance and
rest of the employees manage their stress by meditation.
It means that in public sector employees manage

their stress by yoga so they can concentrate on the work.
Private sector
36
Dance 9
40
Music 10
20
Yoga 5
4
Meditation 1
52
100
Total 25
Private sector
4%
20%
36%
Dance
Music
Yoga
Meditation
40%
FACTS AND FINDINGS

The above graph of private sector shows that 40% employees manage their
stress by music,36% by dance,20% by yoga & remaining are by meditation.
In the private sector employees use music
and dance to manage their stress so that they can feel relax after that.
COMPARISION:-
The response shows that in public sector employees manage their stress by yoga
but in private sector employees uses music and dance because in private sector
employees are young so they prefer music and dance to manage their stress and
they sometimes use yoga to concentrate on their work but in public sector
employees will prefer yoga.
16 Do any of the following hinder you in balancing your work & family
commitments?
a) Long working hours
b) Compulsory overtime
c) Shift work
Public sector
53
16
Long working hours 4
36
Compulsory overtime 9
48
Shift work 12
100
Total 25
Publicsector
16%
Long working hours

48% Compulsory overtime
Shift work
36%
FACTS AND FINDINGS

The above graph of public sector shows that 48% employees are hinder for
balancing their work and personal life because of shift work,36% employees are
hinder for balancing their work and personal life because of compulsory overtime &
remaining are long working hours.
The public sector employees are hinder by the shift
work because they have note so much work pressure.
Private sector
32
Long working hours 8
48
Compulsory overtime 12
20
Shift work 5
100
Total 25
54
Private sector
20%
32%
Long working hours

Compulsory overtime
Shift work
48%
FACTS AND FINDINGS

The above graph of private sector shows that 48% employees are hinder for
balancing their work and personal life because of compulsory overtime,32% are
long working hours and remaining are for shift work.
COMPARISION:-
The response shows that in public sector employees are hinder for balance their
life because of shift work but in private sector they are hinder of compulsory
overtime because of work load.
17 Does your organisation provide you with yearly master health check up?
a) Yes b) No
Public sector
12
Yes 3
88
No 22
Total 25 100
55
Public sector
12%
Yes
No
88%
FACTS AND FINDINGS

The above graph of public sector shows that 88% employees says that their
organisation does not provide any master health check up & remaining says yes.
In the public sector company does not provide any
master health check up to their employees because they have no need.
Private sector
80
Yes 20
20
No 5
100
Total 25
56
Private sector
20%
Yes
No
80%
FACTS AND FINDINGS

The above graph of private sector shows that 80% employees says yes that their
organisation provide master health check up & remaining says no.
Private sector organisation will provide
daily master check up so that employees can able to manage their work and health
COMPARISION:-
The response shows that in private sector master health check is provided to the
employees because they are doing lots of work but in public sector master health
check up is not provided to the employees.
18 Do you suffer from any stress-related disease?

a) Hypertension
b) Diabetes
c) Frequent headache
Public Sector
20
Hypertension 5
57
52
Diabetes 13
28
Frequent headache 7
100
Total 25
Public sector
20%
28%
Hypertension
Diabetes
Frequent headache
52%
FACTS AND FINDINGS

The above graph of public sector shows that 52% employees are suffer from
diabetes, 28% form frequent headache & remaining are from hypertension.
Public sector employees are suffering from headache
and diabetes because they have not so much tension about work.
Private sector
No of Percentage of
Particulars Respondent Respondent(%)
Hypertension 10 40
Diabetes 7 28
Frequent headache 8 32
Total 25 100
58
private sector
32%
40%
Hypertension
Diabetes
Frequent headache
28%
FACTS AND FINDINGS

The above graph of private sector shows that 40% employees are suffer from
hypertension,32% employees are from frequent headache & remaining are from
diabetes.
In private sector employees are suffering from hypertension because
they are not able to manage their work and get tensed.
COMPARISION:-
The response shows that in public sector most of the employees are suffer from
diabetes but in private sector most of the employees are suffer from hypertension
because of work pressure and in private sector the targets are given to the
employees so they have to done them in a fixed time so they are suffer from
hypertension .
19 Does your company have a separate policy of work life balance?
a) Yes
b) No
c) Not aware
Public sector
16
Yes 4
59
48
No 12
36
Not aware 9
100
Total 25
Public sector
16%
36%
Yes
No
Not aware
48%
FACTS AND FINDINGS

The above graph of public sector shows that 48% employees are says no that
their company does not provide any policy for work life balance,36% are not aware
& remaining says yes.
The employees are not ware about the policies because they
have no need for any policy regarding work life balance.
Private sector
60
Yes 15
20
No 5
20
Not aware 5
100
Total 25
60
Private sector
20%
Yes
No
20% 60% Not aware
FACTS AND FINDINGS

The above graph of private sector shows that 60% employees says yes,20% says
not aware & remaining says no.
In the private sector employees have a need for
policies so they know all the policies of WLB.
COMPARISION
The response shows that in public sector company dose not provide any policy
for work life balance but in private sector company will provided these type of
policies so the employees can manage their both the life.
20 What are the provisions under the policy?

a) Flexible start time
b) Flexible ending time
c) Holiday
d) Job sharing
e) Career break
f) Flexible hours in general
Public sector
61
4
Flexible start time 1
4
Flexible ending time 1
60
Holiday 15
8
Career break 2
4
Flexible hours in general 1
100
Total 25
Public sector
5% 5%
10% 5%
Flexible start time

Flexible ending time
Holiday
Career break
Flexible hours in general
75%
FACTS AND FINDINGS

The above graph of public sector shows that 75% employees says that holiday is
consider under the provision of the policy,10% says career break,5% says flexible
time & remaining says flexible hours in general.
They don’t know all the provision which is given
to the employees.
Private sector
16
Flexible start time 4
12
Flexible ending time 3
48
Holiday 12
8
Career break 2
62
16
Flexible hours in general 4
100
Total 25
Privatesector
16% 16%
Flexiblestart time
8%
12% Flexibleending time
Holiday
Career break
Flexiblehours ingeneral
48%
FACTS AND FINDINGS

The above graph of private sector shows that 48% employees says holiday,16%
says flexible start time,165 says flexible ending time,& remaining says career
break.
In the private sector employees are aware about all the policies which are
given to them.
COMPARISION
The response shows that in private sector holidays and flexible time is more
consider under the policy but in public sector holidays is consider more.
21 Do you feel work life balance policy in the organisation should be

customized to individual needs?
a) Strongly agree
b) Agree
c) Indifference
d) Disagree
e) Strongly disagree
Public sector
63
No of Percentage of
Highly Agree 2 8
Agree 5 20
Indifference 12 48
Disagree 4 16
Highly Disagree 2 8
TOTAL 25 100
Public sector
8% 8%
16% Highly Agree

20%
Agree
Indifference
Disagree
Highly Disagree
48%
FACTS AND FINDINGS

The above graph of public sector shows that 48% employees are in indifference
that they don’t know that work life balance policy in the organisation should be
customized to individual needs,20% are agree,16% disagree,8% are highly
disagree & remaining are highly agree.
The employees are agree that the policies which are given in
customized to the needs of individual
Private sector
No of Percentage of
Highly Agree 5 20
Agree 4 16
Indifference 12 48
Disagree 2 8
Highly Disagree 2 8
TOTAL 25 100
64
Privatesector
8%
20%
8%
HighlyAgree
Agree
Indifference
16% Disagree
HighlyDisagree
48%
FACTS AND FINDINGS

The above graph of Private sector shows that 48% employees are in indifference
that they don’t know that work life balance policy in the organisation should be
customized to individual needs,20% are highly agree,16% agree,8% are highly
disagree & remaining are agree.
Here employees are highly agree that the policies
are customized to individual needs.
COMPARISION:-
The response shows that in private sector employees are highly agree about the
policies because they have work pressure and they are no able to manage the
both the life so they are highly agree that the organisation provide policy and these
policies are for the benefit of individual but in public sector employees are
indifference and they don’t know about the policies.
22 Are you satisfied with your work life?

a) Yes
b) No
Public sector
80
Yes 20
65
20
No 5
100
Total 25
public sector
20%
Yes
No
80%
FACTS AND FINDINGS

The above graph of public sector shows that 80% employees are satisfied &
remaining are not satisfied with their work life.
In public sector employees are satisfied because they have

limited time period for work and they can easily give their time to their family.
Private sector
40
Yes 10
60
No 15
66
100
Total 25
Private sector
40%
Yes
No
60%
FACTS AND FINDINGS

The above graph of private sector shows that 60% employees are not satisfied
and remaining are satisfied.
In the private organisation employees are not satisfied and
they are not able to manage their life.
COMPARISION:-
The response shows that in Public sector employees are satisfied with their work
life but in Private sector employees are not satisfied because they have lots of
work pressures so they are not able to manage their work and personal life.
23 Are you living your ideal life?

a) Yes
b) No
Public sector
67
52
Yes 13
48
No 12
100
Total 25
Public sector
48% Yes
52%
No
FACTS AND FINDINGS

The above graph of public sector shows that 52% says yes that they are living
their ideal life and remaining are says no.
Here the employees are able to live ideal life because
they have no stress of work and they can live according to what they want.
Private sector
40
Yes 10
60
No 15
68
100
Total 25
Private sector
40%
Yes
No
60%
FACTS AND FINDINGS

The above graph of private sector shows that 60% employees says no &
remaining says yes that they are living their ideal life.
Here employees does not able to manage their life so
they cant live an ideal life.
COMPARISION
The response shows that in private sector employees does not live their ideal life
because they are not able to do their work effectively and manage them properly
with their personal life but in public organisation employees are living their ideal
life.
24 Do you think that if employees have good work life balance than the
organisation will be more effective and successful?
a) Yes
b) No
Public sector
69
40
Yes 10
60
No 15
100
Total 25
Public sector
70
60
60
50
40
40
Series1
30
20
10
0
Yes No
FACTS AND FINDINGS

The above graph of public sector shows that 40% employees says yes that if
employees have good work life balance than the organisation will be more effective
and successful & remaining says no.
In public sector there is no need to
balance their life.
Private sector
80
Yes 20
20
No 5
100
Total 25
70
Private sector
90 80
80
70
60
50
Series1
40
30 20
20
10
0
Yes No
FACTS AND FINDINGS

The above graph of private sector shows that 80% employees says yes that if
employees have good work life balance than the organisation will be more effective
and successful And remaining says no.
In private sector employees are says that if they are able to

manage work life than they can easily manage their personal life and so that their
organisation would be more effective and successful.
COMPARISION
The response shows that in private sector most of the employees say that if they
have balance their work and personal life than organisation will be more effective
and successful but in public sector all the employees are already balance their life
so they do not require any policy and the public organisation will be effective.
Work life balance refers to those factors which strike a balance between Work life,
Family life and self life. These factors play an integral part in building an
employee’s routine and lifestyle. Issues like stress management, personal space,
time for family and friends, time to pursue hobbies etc. start becoming evident as
when there is work life imbalance.
71
In our study of Work life balance in the Public and private industry, we considered
three major parameters of Time, Gender and Age in order to aid us in our analysis.
However, there have to be conscious efforts taken by the employer to counter
barriers to work life balance. Also, the employee has to ensure that there is
effective time and stress management. In other words, Work life balance can be
ensured only if there are conscious efforts taken by both, the employer and the
employee.
On the basis of our analysis, the following recommendations can be

made.
RECOMMENDATIONS TO THE EMPLOYER
1. Motivation
Motivation techniques seemed to work in some organisations in which work life
balance was high. I found that employees high on motivation had a better work life
and family life balance.
72
2. Appreciation of work
Good work must always be appreciated. The key to making an employee feel
satisfied and acknowledged at work is to have constant supervision. However, a
line should be drawn between supervision and interference.
3. Authority and Responsibility

There should be regular checks on the responsibilities and duties of employees.
They should neither be underperforming nor over performing.
RECOMMENDATIONS TO THE EMPLOYEE
1. Pursuing Hobbies and Passions

It is important for everyone to have a hobby or some activity that he/she can
pursue, as a stress buster or just for fun. It can act as a major stress reliever and
can go a long way in improving the Work life balance of employees.
2. Effective Time and Stress Management

It is a myth that poor work life balance is caused due to the working patterns of the
firm or aggressive attitude of the supervisor, ultimately trying to indicate that
imbalance is due to the organization’s practices. But the reality is not so. It is the
individual also who is equally responsible to maintain his or her work life balance.
In fact many a times it is the individual’s incapability of managing his time that
results in an unhealthy work-life balance. If the employees can work on their time
management skills, they would definitely be able to improve their work-life balance
Prior to implementing any new work life balance initiatives, employers must ensure
that it is consistent with existing obligations and arrangements under any award,
enterprise agreement, employer-employee agreement or contract of employment
that exists in the workplace.
73
Questionnaire
WORK LIFE BALANCE
Q 1. What is your age?

a) Below 30
74
b) Between 30-40
c) Above 40
Q 2. Gender
a) Male
b) Female
Q 3 Your Designation
……………………………………
Q 4. Do you spend more hours than you would like at work?
a) Yes
b) No
Q 5. How many hours do you work at home in an average week?

a) 1-4 hours
b) 5-9 hours
c) More than 10 hours
Q 6 How many hours a day do you spend traveling to work?

a) Less than half an hour
b) Nearly one hour
c) Nearly two hours
Q 7. Do you spend time for working out?

a) Yes
b) No
Q 8. Do you work in job shifts?

a) General shift
b) Night shift
c) Alternative
Q 9 Marital status?
a) Married
b) Unmarried
If you are married, Is your partner employed?

a) Yes
b) No
Q 10 Do you have children?

a) Yes
b) No
Q 11 Being employed man/women who are helping to take care of your children?
a) Spouse
75
b) In –laws
c) Parents
d) Servants
e) Day care centers
Q 12 How many hours in a day do you spend with your child/children?

a) Less than 2 hours
b) 2-3 hours
c) 3-4 hours
Q 13 Do you ever miss out quality time with your family or your friends because of work?
a) Never
b) Rarely
c) Sometimes
d) Always
Q 14 Do you generally feel that you are able to balance your work & personal life?
a) Yes
b) No
Q 15. Do you feel tired or depressed because of work?

a) Never
b) Rarely
c) Sometimes
d) Always
Q 16 How do you manage stress arising from your work?

a) Yoga
b) Meditation
c) Dance
d) Music
Q 17. Do any of the following hinder you in balancing your work & family
commitments?
a) Long working hours
b) Compulsory overtime
c) Shift work
Q 18 Does your organisation provide you with yearly master health check up?
a) Yes b) No
Q 19 Do you suffer from any stress-related disease?

a) Hypertension
b) Diabetes
c) Frequent headache
76
Q 20 Does your company have a separate policy of work life balance?
a) Yes
b) No
c) Not aware
Q 21 If yes, what are the provisions under the policy?

a) Flexible start time
b) Flexible ending time
c) Holiday
d) Job sharing
e) Career break
f) Flexible hours in general
Q 22. Do you feel work life balance policy in the organisation should be customized to
individual needs?
a) Strongly agree
b) Agree
c) Indifference
d) Disagree
e) Strongly disagree
Q 23 Are you satisfied with your work life?

c) Yes
d) No
Q 24 Are you living your ideal life?

a) Yes
b) No
Give reason_____________________
Q 25 Do you think that if employees have good work life balance than the organisation
will be more effective and successful?
a) Yes
b) No
Give reason______________
MAGZINES
• HRM Review (Work-Life Balance)
77
Harvard Business Review on Work and Life Balance
INTERNET
• www.wikepidea.com
• www.freefind.com
• www.developers.net
BOOKS
• Kothari C.R. Research methodology
• Traynor, J. B. (1999). A new frontier in work-life benefits. Employee

Benefits Journal, page no 24, 4, 29-32.
• Withers, P. (2001). Retention strategies that respond to worker values.

Workforce, page no 80, 7, 36-41.
• Reynolds, H. B. (1999). It’s not enough to offer work/life programs—you

need to promote them. Benefits Quarterly, page no 15, 2, 13-17.
78

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Public sector: -

The public sector is that portion of society controlled by national, state or

Life Insurance Corporation Limited:-

• Present Status of LIC of India Existing as a towering insurance company

Bharat Sanchar Nigam Limited:-

State Bank of India:-

SBI created a unique method of serving its customers even on a

 Involvement balance, meaning the level of psychological involvement

 Satisfaction balance, or the level of satisfaction with work and non-

This model of work/life balance, with time, involvement and

Why Should Employers Care about Employees’ Work-

Benefits of Work Life Balance Initiatives

Benefits for employers include:

 Lower staff turnover and increased return on training

Benefits for employees include:

 Ability to manage work and individual commitments

Critical Success Factors

Researches indicate that balanced work-life can lead to greater

At the dawn of industrialisation, the needs and priorities of

Various researchers have pointed out the following.

New Horizon of Expectations

Creating Institutional Support Mechanisms

Providing Managerial Support

It is also necessary to evaluate such systems of flexibility from time to time.

Practising What You Preach

Several researchers have shown that a balanced work-life creates greater

 RESEARCH DESIGN: The exploratory research design is

 RESEARCH APPROACH: Research worker contacted the

 SAMPLE SIZE: The study sample constitutes 50 respondents

 SAMPLING AREA: AJMER.

 COLLECTION OF DATA: Most of the data collected is

 RESEARCH INSTRUMENT: The researcher has used a

 STATISTICAL TOOLS: The statistical tools used for

Limitation of the study:-

4. There is no measure to check out whether the information provided by the

Workers are correct or not.

FACTS AND FINDINGS

FACTS AND FINDINGS

FACTS AND FINDINGS

FACTS AND FINDINGS

3. Do you spend more hours than you would like at work?

FACTS AND FINDINGS

FACTS AND FINDINGS

The employees in private sector spend more time at work because

4. How many hours do you work at home in an average week?

FACTS AND FINDINGS

FACTS AND FINDINGS

a) Less than half an hour

Less than half an hour

FACTS AND FINDINGS

Less than half an hour

FACTS AND FINDINGS

FACTS AND FINDINGS

FACTS AND FINDINGS

FACTS AND FINDINGS

40% General shift

FACTS AND FINDINGS

FACTS AND FINDINGS

FACTS AND FINDINGS

If you are married, Is your partner employed?

FACTS AND FINDINGS

9 Do you have children?

FACTS AND FINDINGS