Work Life Balance of Women

Employees
Sadanand Kadam (09020242033)
Saurabh Walke (09020242034)
Raj Saxena (09020242035)
Susrita Sen (09020242036)
Yogesh Sharma (09020242037)
MBA-AB
Symbiosis Institute of International Business
Work Life Balance

Work-life balance is about being able to maintain a

balance between work and personal responsibilities
on all fronts:

– Work and family

– Work and personal fulfillment
– Work and social and community responsibility
Work Life Balance is not a new concept

The Changing Equations of New Era

THE MACHINE AGE THE INDUSTRIAL AGE THE NETWORKED AGE

Stress High Higher Highest

Work-Life You went to work- Not only are people 24 hours workdays split
Balance life started only working at work, but into compartments
when you go home also at home dedicated for ‘life’
Women & The worked and Both men and women Both men and women
Work women tended the worked, and women work and tend to the
house still tended the house house
Work Life Balance of Women
Employees
• Can women be both sharers and careers?

• Often, working women drop out of the work force when they
are doing well, simply because they wanted to stay at home
with their children, or care for an ageing parent.

• And then there are women who have children later in life
because they want to work for reasons of personal satisfaction
or for the money.

• So, can a woman have it all?

Work-Life Balance does not mean an equal
balance.
The Work Life Pendulum
Why WLB is Important to Women?
• Today's career women are continually challenged by the
demands of full-time work and when the day is done at the
office, they carry more of the responsibilities and commitments
to home.

• The majority of women are working 40-45 hours per week and
53% are struggling to achieve work/life balance.

• Women reported that their lives were a juggling act that

included multiple responsibilities at work, heavy meeting
schedules, business trips, on top of managing the daily routine
responsibilities of life and home.

• Successfully achieving work/life balance will ultimately create a

more satisfied workforce that contributes to productivity and
success in the workplace
Work – Life is a Cycle
Survey
• To understand the work life balance of working women we
conducted a survey (the questionnaire is attached with the
document).

• We targeted a sample of 50 working women of all age groups,

married to unmarried, women with or without children.

• The survey was conducted among our friends and relatives and
other linked women along with faculty and staff of our college.

• The objective of the survey was

– To understand the work life schedule of women
– To understand the problems faced by them
– To find what women want to balance their work - life
 Survey – Part I

How many days in a week do you normally work? How many hours in a day do you normally work?
Survey – Part I

Are you married?

Do you have children?
Survey – Part I

Do you generally feel you are able to

balance your work life?
What problems women face?
Survey – Part II

How do you feel about the amount Do you ever miss out any quality time with your family
of time you spend at work? or your friends because of pressure of work?
Survey – Part II

Does your company have a separate

Do you ever feel tired or policy for work-life balance?
depressed because of work?
Survey – Part II

If, yes what are the provisions

under the policy?
What Women Want?
Survey – Part III

If, yes what are the

provisions under the Do you personally feel any of the following
policy? will help you to balance your work life?
 Survey – Part III

Do any of the following help you Do you take special initiatives to

balance your work and family manage your diet?
commitments?
Survey – Part III

Do you feel work life balance

policy in the organization Do you think that if employees have good
should be customized to work-life balance the organization will be
individual needs? more effective and successful?
 HUMAN FACTORS & STYLES OF WORKING
CONTRIBUTE TO HAPPY WORK LIFE
PHYSIOLOGICAL PSYCHOLOGICAL
FITNESS OF INDIVIDUAL ATTITUDE
OXYGEN IN TAKE CAPACITY APTITUDE
SEX FRUSTRATION
BODY BUILD CONFLICT
AGE MORALE
MASCULAR WORK INDIVIDUAL DIFFERENCES
POSTURE MOTIVATION
CLOTHING SKILL AND TRAINING NEEDS
FOOD HABITS JOB SATISFACTION
HYGIENIC HABITS FATIGUE
WORK ENVIRONMENT BOREDOM
OCCUPATIONAL WORK LOAD MONOTONY
 FATIGUE
• PHYSIOLOGICAL DEPLETION
• DECREASED CAPACITY FOR
WORK
• CONSCIOUS INABILITY
• RESULT OF TOO MUCH WORK
CHALLENGES
•
SPIRIT IS WILLING BUT FLESH
IS WEAK
• DESIRE FOR REST
• SOMEWHAT MEASURABLE
BOREDOM
• MENTAL DULLNESS
• DECREASED INTEREST IN
WORK
• FEELING OF INCAPACITY
• RESULT OF ABSENCE OF
WORK CHALLENGES
• FLESH IS WILLING BUT THE
SPRIT IS WEAK
• DESIRE FOR CHANGE
• DIFFICULT TO MEASURE
Top 5 Strategies to Strike a Balance
• Budget your time both in and out of the office - Schedule your time
efficiently at work. Put yourself on your calendar and take some time for
you and your family / friends. Leave work on time at least three days per
week - There are times when working late just can't be helped, but schedule
your time to leave on time three days per week.

• Control interruptions and distractions - Stay focused while in the office,

and budget your time effectively. Try to schedule a block of time during the
day without meetings when you can focus on your tasks with minimal
interruptions.

• Explore the availability of flex-time –

Research flex-time options within your organization.

• Seize the weekend - Plan your time off

• Schedule activities with family and friends, a weekend

trip, or just something fun. Make your time away from work count!
Framework for successful WLB in
Organizations
• Identify the key need or reason for introducing WLB policies.

• Build the commitment to Work-Life Balance Policies into the organization ' s
vision or value statement

• Set up a Work-Life Balance Task Force Examine current practices in the

organization

• Hold joint discussions with employees to evolve policies, while also

identifying possible barriers

• Communicate policies through handbooks, newsletters,

Intranet and other forms of communication

• Hold workshops to help Managers implement and

manage policies

• Begin with a few "quick win" policies

Employers can facilitate WLB with
many schemes
• Facilities for child care

• Flexi-timings

• Work sharing

• Part time employment

• Subsidized food plans

• Insurance plans

• Financial planning services for employees who need them

Employers can facilitate WLB with
many schemes
• Leave plans - both paid and unpaid - to suit employee's needs

• Counseling services for problems like managing work and the

home

• Rest rooms, food preparation services

• Jobs with autonomy and flexibility

• Realistic work loads

• Review of work processes to see if the burden on employees

can be lightened Maintaining dialogue with the employees and
considering their suggestions on a continuous basis
Initiatives taken by cottage
industries
• Many cottage industries has taken several measures
in order to solve the problems of working women.
These include:

– Baby sitting.
– Play school.
Conclusion
• Work/life programs have the potential to significantly.

• Improve employee morale, reduce absenteeism

• Retain organizational knowledge, particularly during difficult

economic times.

• Single mothers who are trying to raise their children and make
a living.

• Work/life programs offer a win-win situation for employers and

employees
Thank You