Download - Worklife balancing
GTU’s Enrolment No 117690592051
A
PROJECT REPORT ON
A Study of Work Life Balancing
At
MRK HEALTHCARE PRIVATE LIMITED
Submitted By: Manishkant Mahto
MBA PROGRAMME 2011-2013
In partial fulfilment of the requirements for Summer Internship Programme for the award of the degree of
MASTER OF BUSINESS ADMINISTRATION
SHRI JAIRAMBHAI PATEL INSTITUTE OF BUSINESS MANAGEMENT AND COMPUTER APPLICATIONS (NICM-MBA)
Submitted to
GUJARAT TECHNOLOGICAL UNIVERSITY,
AHMEDABAD
DECLARATION
This project report entitled “A study on work life balancing of Manufacturing employees
producing Healthcare products” has been submitted to Gujarat Technological University,
Ahmedabad in partial fulfilment for the award of degree of Master of Business
Administration. I the undersigned hereby declare that this report has been completed by me/
under the guidance of Mr.Amin Saiyed, Senior Supervisor and Prof. Urvi Amin (Faculty
Member, Shri Jairambhai Patel Institute of Business Management & Computer Applications,
Gandhinagar.)
The report is entirely the result of my own efforts and has not been submitted either in part or
whole to any other institute or university for any degree.
Name of the Student with Signature:
GTU’s Enrolment No 117690592051
Date:
Place: Gandhinagar
PREFACE
Practical training is importance for the student of management because it gives
much practical knowledge and experience to student, which they can not learn from
books. By training, students indirectly enter into the world of business.
The main objective of visit to company is to develop the student‟s ability. It is the
opportunity for the student to show their skills and efficiency. Students will able to develop
their internal strength by their practical training.
This report is summary of the information gathered by me during my research work. I
don‟t say that my report is totally perfect error may be there. I have tried my level best to
represent and if any misleading information enclosed by mistake is found, please pardon.
Guide’s Certificate
This is to certify that this report titled “A study on work life balancing of Manufacturing
employees producing Healthcare products ” has been prepared by Manishkant Mahto of
NICM, Gandhinagar in partial fulfilment of the award of the degree, Master of Business
Administration at Gujarat Technological University under my guidance and supervision.
Place : Gandhinagar Prof. Urvi Amin
Date : NICM,Gandhinagar
Director’s Certificate
This is to certify that this report titled “A study on work life balancing of Manufacturing
employees producing Healthcare products” has been prepared by Manishkant Mahto of
NICM, Gandhinagar in partial fulfilment of the award of the degree, Master of Business
Administration at Gujarat Technological University, under the guidance and supervision of
Prof. Urvi Amin, NICM, Gandhinagar.
Place : Gandhinagar (Dr S.O.Junare)
Date : Director, NICM
Gandhinagar
ACKNOWLEDGEMENT
I sincerely thank Dr. S.O.Junare (Director), National Institute of Cooperative Management,
Gandhinagar for granting me the permission to do this Research Project.
I would like to express my indebtedness to Prof. Urvi Amin (Professor),National Institute of
Cooperative Management, Gandhinagar for his valuable suggestions and encouragement
which are imperative for the completion of this project.
I extend my deep sense of gratitude to all my family and friends who have directly or
indirectly encouraged and helped me to complete my project successfully.
I would like to extend my thanks to all the unseen hands that have made this project possible.
Place : Gandhinagar (Manishkant Mahto)
Date :
INDEX
CHAPTERS CONTENTS PAGE NO‟s
EXECUTIVE SUMMARY 1
1 COMPANY PROFILE 2-33
1.1 History and Development 6
1.2 Organisation Chart 11
1.3 MRK Products 13
1.4 Production Process 19
1.5 Personnel Department 25
2 INTRODUCTION 33-52
2.1 Problem Statement 34
2.2 Background of Study 36
2.3 Coping Strategies for Work Life Balance 38
2.4 Operational definitions 51
3 RESEARCH METHODOLOGY 53-54
3.1 Hypothesis 53
3.2 Sampling Techniques 53
3.3 Scope of the study 54
4 DATA INTREPRETATION AND ANALYSIS 55-71
5 LIST OF FINDINGS 72
6 CONCLUSION 73
7 SUGGESTIONS AND RECOMMENDATIONS 74
8 ANNEXURE 75-81
8.1 List of Questionnaire 75-80
8.2 Bibliography 81
EXECUTIVE SUMMARY
The long hour‟s culture of Indian service industry in particular is associated with
employees‟ commitment to productivity. It is often assumed that employees will put their
work commitments before their family.
Time is seen as a commodity those who give more of their time are more likely to
be valued than those who work fewer hours and are perceived to be both less productive
and less committed. Such assumptions serve to obscure the potential benefits work-life
balance policies may bring for both parties. It is perhaps ironic that a refusal by some
managers to recognize this benefit creates a culture of intensification of working time for
many employees. This is especially true of knowledge workers and those in senior
management and top management who are among the increasing numbers of employees
that experience stress at work.
Work-Life Balance does not mean an equal balance but trying to schedule an appropriate
number of hours for each of the various work and personal activities. Work Life balance is
usually unrewarding and unrealistic task. Employees are increasingly complaining that line
between work and non work time has become blurred, creating personal conflicts and
stress. A number of forces have contributed to blurring the lines between employees‟ work
life
and personal life.
Work life balance is a very important aspect of human resource. It is very
important from the point of view of employees. The objective is to help the individual
employees in Manufacturing Department to balance their work life and personal life. By
studying work life balancing we can learn about the following.
a. Importance of balancing work life and personal life for Employees.
b. De- Stressing the employers through recreational facilities. c. Manufacturing Employees prefer to work for more number of years.
1. INTRODUCTION
The company initially was established in the name of Mahesh Industrial Traders, in the year
1961, at Mumbai. It was a partnership firm, which traded in examination, surgical as well as
non-surgical gloves. The company began manufacturing these products in 1967-68 at
Mumbai. Subsequently, as the scope and need for expansion arose, the plant was shifted in a
new location at Patan, situated in North Gujarat part of India in 1978 and H.O. was maintain
in Mumbai. The company was renamed as MED-TECH RUBBER & ENGINEERING
INDUSTRIES. To meet further growth requirements the plant was once more shifted to
HANSAPUR location, close to the town of PATAN in 1996 and the company was renamed
as MRK HEALTHCARE.
MRK HEALTHCARE has come in the market in 1961 under the leadership of MR.
Ramniklal Shah for the manufacture & trading of moulded rubber industrial products &
surgical rubber gloves. Today MRK is been counted in the list of India‟s leading
manufacturers of medical disposables & hospital equipment with a diversified product range
& having good marketing coverage area at present.
Ramniklal's sons Mahesh Shah (Bachelor in mechanical engineering) Rajnikant Shah
(Masters in Organic Chemistry) & Kamlesh Shah (Bachelor in Chemistry) joined the
company in quick succession & lead the company with high expansion .Other products were
added gradually in to the range. The company boasts of massive infrastructure facilities
including highly automated.
The plant at present is spread over a built up area of 34,000 square feet and an additional area
of about 50,000 square feet provided for future expansion.
At present the company manufactures high quality medical and surgical products under the
brand name „Nulife‟ and also the latex dipped products which enjoy popularity in Indian as
well as international markets which are situated in Europe, U.A.E., Africa and Russia. The
company is operating among highly competitive markets, demanding outstanding quality.
The company maintains strict quality control on its products. It is licensed to use ISI mark
under the Bureau of Indian Standards Certifications Marking Scheme. Nevertheless, the
company has developed own standards, which have been proven and established since 1978.
In addition, technical assistance is obtained from various experts in the field for continual
improvement of quality of its products and processes.
MRK has implemented quality system as per ISO 9001: 2000 and for CE marking of
its product for European market as per ISO: 13485:2003, MDD-93/42/EEC (1993).
COMPANY INFORMATION:
Name of company : MRK Healthcare private Ltd.,
Address of the Company : MRK Healthcare
S.NO.153/P, Panch pippal,
Hansapur, unjha- patan road,
TA: patan (north Gujarat)
384 256
DIST: patan.india
Year of establishment : 1978
Administration office : MRK Healthcare
84/85 byculla service industries,
D.k marg, syssex road, byculla,
MUMBAI 400 027,INDIA
OWNER OR PARTNER: There are 3 partners
o Mahesh Shah (Bachelor in mechanical
engineering)
o Rajnikant Shah (Masters in Organic Chemistry)
o Kamlesh Shah (Bachelor in Chemistry)
PRODUCTION UNIT LOCATION :
UNJHA
Mandotri
MRK Healthcare
SIDHPUR PATAN
1.1 HISTROY AND DEVELOPMENT :
MRK HEALTHCARE began operations in 1961 under the leadership of MR Ramniklal
Shah for the manufacture & trading of molded rubber industrial products & surgical rubber
gloves. MRK is today one of India‟s leading manufacturers of medical disposables & hospital
equipment with a diversified product range & a reputed market presence.
At present the company manufactures high quality medical and surgical products under the
brand name „Nulife‟ and also the latex dipped products which enjoy popularity in Indian as
well as international markets which are situated in Europe, U.A.E., Europe, U.A.E., Africa
and Russia. The company is operating among highly competitive markets, demanding Africa
and Russia. The company is operating among highly competitive markets, demanding
outstanding quality.
The company maintains strict quality control on its products. It is licensed to use ISI
mark under the Bureau of Indian Standards Certifications Marking Scheme.
Nevertheless, the company has developed own standards, which have been proven and
established since 1978. In addition, technical assistance is obtained from various
experts in the field for continual improvement of quality of its products and processes.
Reason for selecting the Name of the Company
When I asked this question then they replied that the company is partnership & three
partners are there Mr. Mahesh shah, Mr. Rajnikant shah, & Mr.Kamlesh shah so on
the basis of their first letters the name become MRK.
Reason for selecting the Location :
Here as the Geographical location for production of
healthcare products are relevant and also the availability of
skilled, semi-skilled workers in near by area makes the
location best for producing surgical gloves.
Availability of good transport facility makes this location very
cost effective as products manufactured can be easily dispatch
to different locations as it is connected to State highway.
Infra-structure facility is good and there are no villages
around the location as it is located in the outskirts of Patan so
easily disposable of wastes or chemicals are possible.
Raw materials for the product are easily available so that it
does not affect the production process, and also good amount
of stock can be maintained.
INFRASTUCTURES
Nulife products are manufactured with top of the line infrastructure that includes automated
systems. The plant features in-house manufacturing, packaging and sterilization systems with
protection against pilferage and duplication, ensuring reliability and trust. Our aim is to
deliver quality products on time, always. In our continuing quest for quality, we have
successfully implemented quality management systems, which in addition to existing ISO
9002; meet the stringent En46002 and European 93/42/EEC standards. The company boasts
of massive infrastructure facilities including highly automated manufacturing lines,
packaging machinery and in house sterilization.
Required process equipment / machinery which can meet for converting the inputs into
required outputs at relevant stages of processing and can meet the customer requirements.
Supporting services, such as transport for movement within and outside the Company and
required means of communication (like Telephones, e-mail, Tele-fax).
As per the identified requirements, the Company provides the infrastructure needed to
achieve conformity to product requirements.
The Company identifies and determines the required infrastructure at the time of Planning for
Product Realization .The infrastructure considered during planning includes: adequate
buildings for storage, processing, inspections, Adequate workspace for working and better
house keeping, processing and storage required associated utilities like DG Power,
Compressors, DM Water Plant, Fuel Supply Utilities etc.;
The Company has also established a “Procedure” for maintaining the above infrastructure by
conducting preventive, Condition Monitoring and Break-down Maintenance in order to
ensure their continuing suitability. The data related to maintenance is analyzed and
Maintenance Objectives are framed for continual improvements.
CLIENTS :
Esteemed Hospitals and Institutes
Bombay Hospital Pharmacy Bombay Hospital Trust Cancer Research Institute, Ahmedabad Dr.Balabhai Nanavati Hospital Hiranandani Hospital Jaslok Hospital & Research Centre Kem Hospital P D Hinduja National Hospital & Medical Research Centre Shri Ramchandra Hospital, Chennai
FORM OF ORGANISATION :
The MRK HEALTHCARE is partnership form of organization.
Ramniklal's sons Mahesh Shah (Bachelor in mechanical engineering) Rajnikant
Shah (Masters in Organic Chemistry) & Kamlesh Shah (Bachelor in Chemistry)
joined the company in quick succession & led the company into new frontiers.
SIZE OF THE ORGANIZATION :
Generally the size of the organization is based upon the authorized capital. Business is
depends on the authorized capital such as small scale industry, tiny scale, & large scale
.While the form of organization is based upon the internal relationship, authority &
responsibility.
According to the act of the factory of 11th
November, the industries which have authorized
capital are less than 3 cores are called the small scale industry.
The plant at present is spread over a built up area of 34,000 square feet and an additional area
of about 50,000 square feet provided for future expansion. At the time of the establishment
the total capital of the company was less then RS 3 cores & the employment is made by the
MRK HEALTHCARE is as per the provision of the act. Thus MRK is small scale industry.
1.2 ORGANISATION CHART
Personal
Time Keeper
Typist
Workers
Production Manager
Supervisor
Engineer
Worker
Marketing Manager
Sales Executive
Sales Representa
tive
Workers
Export Manager
Export Executive
Clerk
Finance Manager
Chief Accountant
Senior Accountant
Accounting clerkClerk
Cashier
Managing
Partner
PRODUCTION DEPARTMENT
Meaning of production is to produce goods & service for the satisfaction of human want in
every way by providing low cost & good quality.
Production process is that part of an organization which is concerned with the transaction of a
range of input the require quality.
Production and operations management conversion of input into outputs. Using physical
recourse, so as to provide the desired utility of form, place possession or state or a
combination through to the customer while meeting the other organizational objectives of
effectiveness, efficiency and adaptability.
The main objectives of production management are as follows.
Optimal use of resources.
By maximizing uses of manpower and machine.
Ensuring quality of goods at minimum cost through use of statically quality
control techniques.
1.3 MRK PRODUCTS
a) Surgical Gloves:
b) Surgical Equipments :
This unit is producing surgical gloves:-
PRODUCT
SURGICAL GLOVES:
NULIFE Surgeon‟s gloves. Designed perfectly anatomical for comfortable wrinkle – free
fitting. The extremely soft rubber reduces finger fatigue and increases efficiency. The special
rubber film used in every NULIFE gloves adds sensitivity while giving complete protection
to the hand. Apart from ergonomic features, our stringent quality control measures make it
the safest protective hand wear for surgeons.
There are available in 2 different varieties.
(I) sterile (II) Non- sterile
Surgical gloves as name suggests are used in the field of surgery for different type of
applications. Surgical gloves are medical safety accessories that ensure sanitary hospital
conditions by limiting patients' exposure to infectious matter. They also serve to protect
health professionals from disease through contact with bodily fluids.
The invasive nature of surgery, with its increased exposure to blood, means that during
surgery there is a high risk of transfer of pathogens. Pathogens can be transferred through
contact between surgical patients and the surgical team, resulting in post-operative or blood
borne infections in patients or blood borne infections in the surgical team. Both patients and
the surgical team need to be protected from this risk. Implementing protective.
Barriers such as wearing surgical gloves can reduce this risk. The provision of surgical gloves
will be of immense benefit to medical staff in their daily work and is all the more vital given
the high prevalence of HIV/aids in the region.
Surgical operations are undertaken within a clean environment and with and members of the
surgical team wearing sterile gloves. Sterile surgical gloves aim to protect the patient from
contamination with bacteria from members of the surgical team and protect the surgical team
from the body fluids of the patient. Double gloving (wearing two sets of gloves) is becoming
more common, especially for surgery where sharp surfaces are formed (such as orthopedic or
dental surgery). The review found that a second pair of gloves does protect the inner pair,
without apparently affecting surgical performance. A glove liner between the two pairs of
gloves reduces breaks to the inner glove even further; extra thick gloves seem to be as good
as two pairs.
Varieties of surgical gloves are designed specially for different type of applications. For
orthopaedic surgeries these surgical gloves are designed thicker for increased durability and
are ideal for trauma surgery or in any vigorous procedure, where there is risk of barriers
breach. Microsurgery needs very thinner surgical gloves with remarkable durability for
performing operations safely and comfortably, which do the suppliers provide.
1.4 PRODUCTION PROCESS OF SURGICAL GLOVES:-
Here, the first process starts by the boiler. Here by the boiler the oil is heated &for the heating
in the boiler they use the wood mostly otherwise they use the lignite or coal. Then this oil is
going to the main production plant through the steel pipe & its temperature is about 250 to
300 ounce Celsius.
By this oil the baring is circulated, for the hand gloves the raw material are mixed in the
compounding section. In this section the natural rubber & other chemicals (like… calcium
carbonate, sulphate acid, nitric acid, hcl, colour, phinolic acid, chlorides, sodium) are mixed
& it takes a 60 hours for the use than this mixture is going through the pipe in the moulding
machine.
In the section of moulding the hand gloves are moulded in the different size, than these all the
hand gloves are passed through the different deeps & in these deeps there are the different
types of the chemicals, which strengthen the hand gloves. After passing through the
chemicals it is going to the big & different ovens, where they vulcanize.
After all this process some hand gloves are taken between the production process & it is
taken in the laboratory for the final testing here these all the hand gloves are tested through
the air pumping .
PRODUCTION CHART
COLLECTING RAW-MATERIAL
MIXING OF REQUIRED RAW-MATERIAL
HEATING TO MIXED MATERIAL
MOULDING THE HAND GLOVES
PASSES THROUGH THE DEEPS & OVENS FOR
THE STRENGTHEN & VALCANIZING
TESTING THE HAND GLOVES TO CHECK THE
QUALITY
PACK THE HAND GLOVES IN NON-BACTERIAL
PACKETS
PRODUCTION PROCESS
The organization has defined the characteristics for the different outputs achieved at
appropriate stages of product realization for meeting the customer requirements. All these
characteristics are monitored and measured by defined personnel in respective departments in
order to ensure that the product requirements meet internal as well as external customer
requirements.
There characteristics have been defined either in the departmental procedure, control plans,
quality inspection plans as applicable to the relevant stages of processes.
For all identified characteristics, the acceptance criteria for the evidence of conformity have
also been defined. The in-process and final inspections are conducted to make evidence for
the same. The necessary records are maintained as given in the above stage documents.
The organization ensures that all quality plans and /or inspection requirements are planned &
implemented and that their inspection records are maintained to verify that at each stage of
process, the characteristics conform to applicable instructions, procedures, inspection plans,
and control plans, quality inspection plans as applicable.
The finished product is verified for conformance to the specified requirements as per
procedures / inspection standards / quality inspection plan. The relevant records clearly
indicating the conformance / non- conformance of the product and authority for releasing the
product are maintained.
PRODUCTION DEPARTMENT FUNCTIONS
There are some functions of production department which are given below :
1. The production & planning
The production department will set standard & targets for each section of production process.
The quantity & quality of products coming of production lying will be closely monitor.
2. The purchasing department
The purchasing department will be responsible for providing the material, components &
equipment required to keep the production process running smoothly.
3. The store department
The store department will be responsible for stoking or the necessary tools spares raw-
materials & equipments required servicing the manufacturing process.
4. The design & technical support department
This department will be responsible for reaching new products or modification for existing.
One estimating for producing in different quantity & by using different methods. It will be
also responsible for the design & tasting of new product ties together with the development of
prototies through to the final product. The technical support department may also be
responsible for work study as to how working practice can be improved.
5. The work department
The work department has responsibility for quality control & inspection a key aspect of
modern production is insuring quality. The term „quality‟ means „fitness‟ for purpose (i.e. a
product process or service should do exactly what is expected of it.
RAW MATERIAL
CHEMICALS :
HCL
Nitric acid
Calcium carbonate
Phinolic acid
Sulphate acid
Chlorides
Sodium
Colours
This all are the raw material company found from the nearest areas but certain raw materials
are purchased from the outside of the country & also the raw material like natural rubber is a
essential for the product where being imported from the south India because the trees of the
rubber are very much at there.
CONTRIBUTION OF THE UNIT TO THE INDUSTRY:-
Out of the total production gloves carried out by MRK HEALTHCARE parentrials
approximately 95% being consumed by Indian market & carried 4 to 5% of the total
productions being exported to other country. So, we can say that MRK has still not captured
the foreign industries.
QUALITY OBJECTIVE:-
Ensures that quality objectives, including those needed to meet requirements for product (are
established at relevant functions and levels within the company. A “Procedure” has been
established for the same. The business risks / quality indicators which may contribute the
progress of the company in relevant activities are identified. Based on their current status, all
functions conduct a study to find the root cause of the same and identified the quantified /
measurable objectives. Based on these quality objectives, the quality policy is reviewed and
framed. The objectives are set and monitored for their achievement periodically. The progress
on these objectives is reviewed in Management Review Meetings.
QUALITY POLICY:-
The Management of the company has defined the quality policy ensuring that the quality
policy is appropriate to the purpose and organizational goals of the company, includes a
commitment to comply with requirements and continually improve the effectiveness of the
quality management system, provides a framework for establishing and reviewing quality
objectives is to communicate to all employees of the company and is understood at all levels
in the company is periodically reviewed for continuing suitability.
The Policy of the company has been displayed at all strategic locations and also distributed to
all employees. Regular Training Programs are held for “Understanding” by all the functions
throughout the organization.
1.5 PERSONNEL DEPARTMENT
In MRK HEALTHCARE limited, there is unity in relationship between staff members. The
management of this unit not facing any special problems regarding the employees &
employees also not facing any problems regarding the management.
Human resource management is nothing but modern approach of personnel management. In
the modern business world, thousands of industrial firms working & they employ lacks of
workers. There are many problems of the recruitment, selection, training, promotion; transfer,
remuneration motivation etc. are bound to arise. The concepts of personnel management
changed during lest 20-30 years.
CHART OF PERSONNEL DEPARTMENT
P PERSONNEL DEPARTMENT
(MANAGING PARTNER)
SUPERVISOR
CLERK &
TYPIST
SECURITY
GUARDS
TIME
KEPEER
WORKERS
PEON Watch man
SELECTION
Simply, selection is the process by which the qualified personnel are chosen from the
applicants who has offered them for job in the organization. Selection procedure is the most
important function of personnel management because it chooses the most qualified persons
and by which organization can achieve its objectives. The company fills up the vacancy by
adopting, promotion, or by selecting new candidates. There is a simple but effective selection
procedure.
In MRK‟S rating is need for general knowledge experience knowledge that particular field
etc. from these forms when highest marks are selected & send for medical examination.
STEPS OF SELECTION PROCESS
Preliminary Interview:-
The primary purpose of the preliminary interview is to screen out those who are obviously
unsuitable. This interview is held to know the qualification of employees towards job.
Applicants Blank:-
The applicants are asked to complete a blank that provides space for him to record data
relating to the name of the candidate, his address, telephone number, personnel information
physical characteristics, hobbies, references etc. the application blanks must not be too
lengthy.
Selection tests:-
Employment test are being used extensively in selection of candidates. Most of the
companies in the industrially advanced countries use employment tests for the scientific
selection of the workers. Intelligence, aptitude tests, achievement test, interest test,
personality tests are performs to select & reject the candidates.
Interview:-
This is the most widely used method for accepting or rejecting selection the basis objectives
of the interview is to specific requirements of the job.
Primary selection:-
If a candidate is found eligible for the post on the basis of above steps, he is appointed on
probation or as on apprentice for sometimes; the new employees are trained and oriented for
a particular job.
Final selection:-
If the candidate comes out successfully from probation, he is finally selected for the post. The
final authority for selection lies with line manager.
RECRUITMENT
According to Yoder and others, “Recruitment is a process to discover the source of
manpower to meet the requirements of the staffing schedule and to employ effective measure
for attracting that manpower in adequate number to facilities effective selection of an
efficient working force.”
In the words, “Recruitment is the process of discovering potential applicants for actual or
anticipated organization vacancies.”
Sources of Recruitment:
There are two types of recruitment sources
1) Internal source:
Internal source such as Promotions, Transfer, Demotion, Referrals etc.
2) External source:
External source such as Education Institutions, Advertisement, Trade Unions, Employment
Agencies, and Employment Exchanges etc.
The company can often be filled the vacancy by using the direct method. In the direct method
company is using the Gate hiring, waiting list and also Company fill vacancy within the
organization.
The company can often be filled the vacancy by using the direct method. In the direct method
company is using the Gate hiring, waiting list and also Company fills vacancy within the
organization
INDUCTION
Induction is the technique by which the new employee can get familiar with organization‟s
environment; it helps to reduce anxiety, cultural shock. “INDUTION is a technique by which
new employee is Re- hablimiatate in to the change surrounding of introduce to the practices
and purpose of organization.
This induction programmed done by this company for the familiarize the new recruit
employee in the company. This induction is depend on is place of recruiter person in the
company like when some managerial level person recruit in the company so for that induction
is done with other person, they meet all the department head and manager. Some time any
technical person recruits in the company so that‟s induction are done only with this specific
department only.
Thus this company doing an induction program for the familiarize with the department a new
recruitment employees or person.
Objective of INDUCTION :-
Reduce in security
Reduce anxiety
Reduce culture shock
Reduce explanation
.
JOB DESCRIPTION
The Company has identified the competence level required for the personnel carrying out the
activities in different areas of technical and commercial departments. The “Job Description
(Matrix) for all functions have been defined on the basis of requirements related to
appropriate education, training, skills and experience for the specific jobs. Hence the
personnel performing such work which affects product quality are assigned the tasks on the
basis of defined competence. The job descriptions are also used for identifying the training
needs of the personnel to make them competent to do their activities. A job description is a
broad statement of the purpose, scope, duties and responsibilities of any specific jobs.
This company doing also a job description of the employee. Mean this the company decides
duties and responsibilities of employee for specific job in the company. But it is changing in
the different situation like any employee absence in the company so this work doing other
person instead of that person. Most probable when employee recruits in the company so that
time company decides his duty & responsibilities in the company.
Thus this company doing job description but in the different situation it is change when any
accident became in the company so that time it is change.
TIME KEEPING SYSTEM:-
In every industry or company time is just like their god “time & tide waits for none” time
keeping is the basic necessary for every industry or company. Thus a good time keeping
system plays a vital role in unit‟s efficiency & to achieving objectives both.
The following time system is adopted by the MRK HEALTHCARE.
For office staff:-
9.00 am to 1.00 pm
2.00 am to 6.00 pm
For office staff the recess time is 1.00 to 2.00 pm
For production department:- 8.30 am to 12.30 pm
1.30 pm to 5.30 pm
For production department the recess time is 12.30 pm to 1.30 pm
EMPLOYEE SERVICES
Without employees can not do anything in the company? Employees must be necessary to
start the company. In all the department of the company there must require having the
employees. Employees are heart of the companies. So, the company must be provides all the
service to the employees.
So, MRK also provides facilities like,
Dress, slipper, cap etc to worker
Dress colour for worker: - khaki
Dress colour for staff member: - blue
WAGE AND SALARY ADMINISTRATION
Whenever the new employees comes in the company at that time starting salary of worker is
S.2500 and after that it is depend on workers working ability and depends on their skill.
PERSONAL RECORDS :
When I go through the details of the company I found that these are the things that company
keeps about their Employees while Recruiting.
1) Full name 9) Employees roll no.
2) Local address 10) Code no.
3) Personal address 11) Married /unmarried
4) Date of birth 12) Height
5) Religion 13) E.P.F. no
6) Education 14) E.S.I. no.
7) Date of appointment 15) Gratuity no.
8) Nominee‟s name 16) No. of workers
TRAINING & DEVELOPMENT
Training is an act of increasing and imparting the knowledge and skill of a worker for doing a
certain job. In other words, training is an organized procedure by which people acquire
knowledge or skill for a definite purpose.
According to Michael J. Judicious, “Training is used to indicate any process by which the
aptitudes, skills and abilities of the employees to perform specific job are increased.”
The Company has established a “Procedure” for “Training”. Through this
procedure, the training needs of personnel are identified to make them competent
for carrying out their activities. The controls exercised for making the personnel
competent are:
To determine the required minimum competence for the personnel performing
work affecting product quality in terms of criticality of the process through
defined “Job Description (Matrix)
To provide structured / unstructured training (i.e. on job training / coaching under
the supervision of their seniors) to the identified personnel to satisfy and meet
their training needs;
To evaluate, after a defined period, the effectiveness of the structured /
unstructured training provided to know the progress in their achievements,
To ensure that the company personnel are fully aware of the relevance and the
importance of their activities including their involvement and contribution to the
achievement for the identified quality objectives, and
To maintain the records of education, training, skills and experience of all
personnel as Records. These records also help in determining the need for multi-
skill training requirements, if any.
2. INTRODUCTION:
2.1 Problem Statement:
The study aims to analyze the working life of employees and life at home and how
these two are balanced effectively. The study also aims to analyze stress caused by the job
for IT professionals and its impact on employees works life and early retirement.
Background of the study: The pressures of work, for those in work, have been intensifying in recent
decades. Factors such as the advances in information technology and information load,
the need for speed of response, the importance attached to quality of customer service
and its implications for constant availability and the pace of change with its resultant
upheavals and adjustments all demand time and can be sources of pressure and stress.
The evidence from the UK, which has the longest working hours in Europe,
shows while the average number of hours worked has been steady for the past twenty
years, the proportion working more than 48 hours has increased in the past decade. Also,
people report an increase in the intensity of work. Comparative figures of Europe show
that the rise in intensity in the 1990s was greatest in the UK closely followed by Ireland,
France, Italy and the Netherlands. The demands of work begin to dominate life and a
sense of work-life imbalance ensures.
Due to work life imbalance an employee under goes stress in work life and also
stress in personal life. Stress management in the workplace requires more than helpful
tips. The line between work and personal life is blurred. As a result, the consequences of
stress in the workplace come from what is happening to the employees on the job and off
the job. By constants stress and burn out employees are opting for early retirement form
the work. Above factors resulted into research.
Justification and Significance of the study
The study is useful for Manufacturing Employees who are facing stress in their jobs, which
affects the individual personality in turn effects his family life. All these developments effects
society at large therefore work life balancing is extremely important especially professional
employees.
Objectives of the study:
a) To analyze how employees balance their work and personal lives.
b) To find out how employees cope up with job stress caused by the work environment.
c) To analyze the employees perception about early retirement.
Hypothesis: H0: Their is no significance difference between Employees who are not able to balance work
and personal lives.
2.2. Theoretical Background of the Study
Concept of Work Life Balancing:
Work life balancing: Work life balancing means the harmonious and holistic integration of work and non work, so
that both men and women can achieve their potential across the domains in which they play
out their role.
Work-Life Balance does not mean an equal balance but trying to schedule an appropriate
number of hours for each of the various work and personal activities. Work Life Balance is
usually unrewarding and unrealistic task.
The typical employee in the 1960s or 1970s showed up at the workplace Monday
to Friday and did his or her job in 8-9 hours chunks of time. The work place and hours
were clearly specified. But the scenario is changing today. Employees are increasingly
complaining that line between work and non work time has become blurred, creating
personal conflicts and stress.
A number of forces have contributed to blurring the lines between employees‟
work life and personal life. First, the creation of global organizations means their world
never sleeps. The need to consult with colleagues or customers 8 or 10 time zones away
means that many employees of global firms are “on call” 24 hours a day. Second,
communication technology allows employees to do their work at home, in their cars, or
on the beach. This lets many people in technical and professional jobs do their work any
time and from any place. Third, organizations are asking employees to put in longer
hours of work. Finally, fewer families have only a single breadwinner. Today‟s married
employees are typically part of a dual career couple. This makes it increasingly difficult
for married employees to find the time to fulfil commitments to home, spouse, children,
parents and friends.
Work/ life conflicts grabbed management‟s attention in1980s, largely as a result of the
growing number of women with dependent children entering the workforce. In
response, most major organization took actions to make their work places more family
friendly. They introduced programs such on-site child care, summer day camps, flexible
time, job sharing ,leaves for school functions, telecom muting ,and part-time employment.
But organizations quickly are releasing that work/life conflicts were not experienced only by
female employees with children. Male workers and women without children were also facing
problem.
Heavy workloads and increased travel demand for instances were making it
increasingly hard for a wide range of employees to meet both work and personal
responsibility. A Harvard study, found that 82% of men between the ages of 20 and
39years said that a “family-friendly” schedule was their most important job criterion.
Even among employees who seemed to “do it all”, many were experiencing guilt or stress.
Work-life balance planning involvement a variety of programs to help members
the better manage the interference between work and family. These include such
organizational practices, flexible hours, job sharing and day care, as well as
interventions to help employees identify and achieve both career and family goals.
A popular program is middlaning, a metaphor for a legitimate, alternative career track that
acknowledges choices about living life “Fast lane”. Middlaning helps people re-resign their
work and income – generating activities so that more time and energy are available for family
and personal needs. It involves education in work addiction, gilt, anxiety and perfectionism;
skilled developments in work contract negotiation; examination of alternatives such as
changing careers, freelancing and entrepreneur and exploring of options for controlling
financial pressure by improving income/expense ratio, limiting “Black Hole” worries such as
college, tuition for children and retirement expenses and replacing financial worrying with
financial planning.
Recent research on work/life conflicts has provided new insights for managers into what
works when. For instances, evidence indicates that time pressure are not the 17 primary
problem underlying work/life conflicts. It‟s the psychological interference of work into
family domain and family into work. People worrying about their personal problems while at
work place and thinking about work related problems while at home. The organizations
should help the employees in balancing work life and personal life by offering on-site quality
child-care; flex timing, reducing work related travel, job sharing, part-time hours.
Coping strategies of a work/life balance Redefine the conflict:
View work and personal life are complementary and not conflicting priorities.
Clarify values and goals: Consider those things that may be in conflict between family and work life, as
well as those that seem to balance each other. At work, make sure goals are concrete,
realistic and agreed upon by everyone involved. At home, make a list and rank the things
that matter most to the family. Then make an action plan for nurturing or achieving those
items. For example: Like want to spend uninterrupted quality time with spouse or help
children prepare for the school play.
Identify the skills used at home and work: Identify skills such as setting goals, making decisions, nurturing, motivating,
scheduling, being assertive, communicating well or budgeting. Explore how to use these
skills in other settings. For example: using the excellent communication skills that serve
in the boardroom to express ones needs and ideas at home. It may also be helpful to
handle stress management skills.
Adjust your expectations and set priorities: Learn to share and delegate responsibilities, communicate needs clearly and say
"no" as necessary. Both at home and on the job get prepared to control interruptions and
shift priorities in response to crises.
Take good care of yourself: Eating healthfully, get regular exercise, and try relaxation or meditation. Spend
time enjoying with friends, hobbies and downtime. Match tasks with the current energy
levels, and seek additional support through friends or educational group. If necessary,
take the consult of a counsellor for additional support and clarification of values and life
goals. Couples, family or career counselling may also be helpful.
Communicate Proactively: Discuss work demands to help family understand the pressures you're facing. You
may want to schedule quality time to debrief with your partner or family every day. Give
prior notice for the family if the work is delayed in the work place. Likewise, share the
top family priorities, such as attending child's soccer games, with supervisor.
Time-management skills for work: On the job, clarify an individual values and goals. When creating goals, make sure
they're specific, measurable, and realistic and agreed upon by others as appropriate.
Document the goals in writing with a step-by-step action plan and appropriate deadlines.
Set aside time for planning and assigning priorities. Pursue the priorities with
persistence, but be ready to shift gears if necessary. It's also a good idea to help
supervisor understand your commitments, priorities, family values and time concerns.
Time –management skills for home: At home, set priorities by making a list of the things that matter most. If the
individual is a husband/ father set goals for family and personal relation for children
development.
Job Stress
“Stress is defined as an adaptive response to an external situation that results in
physical, psychological, and / or behavioural deviations for organizational participants
”
Stress can be positive or negative. Stress is said to be positive when the situation
offers an opportunity for one to gain something. Eustress is the term used for positive
stress. Eustress is viewed as motivator since in its absence the individual lacks that
“edge” necessary for the peak performance. It is negative when stress is associated with
heart disease, alcoholism, drug abuse, marital breakdown, absenteeism, child abuse and a
host of other social, physical, organizational and emotional problems.
What is not stress?
a) Stress is not simply anxiety or nervous tension:
People exhibiting these behaviours may not be under stress. Similarly, individual
who are under stress may not exhibit anxiety or nervous tension.
b) Stress need not always be damaging: People frequently experience stress without any strain at all. Daily life activities
may be stress or may be stressful, but not at all harmful.
c) Stress is not always due to overwork: Stressed out individuals are not those who are over worked. Stress may also result
from having too little to do.
d) Stress cannot be avoided: It is necessary to realize that stress is an inevitable part of life, and that it cannot
be avoided.
Sources of stress
A. Organisation stressors:
a)Task Demands Task demands are factors related to person‟s job. They include the design of the
individual‟s job, working conditions and the physical work layout. The more
interdependence between a person‟s tasks and the tasks of others, more potential stress
there is. Jobs where temperatures, noise, or other working conditions are dangerous or
undesirable can increase anxiety. Security is another task demand that can cause stress. If
job security is threatened stress can increase dramatically.
The final task demand stressor is overload. Overload occurs when a person simply
has more work to do than he or she can handle. The overload can be either quantitative
(the individual has too many tasks to perform or too little time in which to perform them)
or qualitative (the person may believe that she or he lacks the ability to do the job). Low
task demand can result in boredom and apathy just as overload can cause tension and
anxiety.
b) Organization’s Life-cycle
Organization like human beings passes through a life cycle. The life cycle of an
organisation comprises eight stages: birth, growth, policy, procedure, theory, religion,
ritual and last rites. In this cycle, the Organisation is born and then has its growth.
Policies are developed to guide decisions and these are carried out through procedures.
These procedures are refined and made more efficient with theories about
efficiency. In time, organisation may develop characteristics of a religion, it may worship
the way it does things. Performance is by ritual; things are done by habit without
questioning. The death and last rites of the organisation will ordinarily follow. Each stage
of the life cycle poses its own challenges and problems. While the early stages are
exciting, the latter ones create anxiety and tension.
d) Role demand Role demands include role conflict, role ambiguity, role erosion, and role
overload. Role conflict occurs when an individual receives competing and conflicting
expectations from others. Role ambiguity results from having unclear expectations. Role
erosion arises when the functions of one incumbent are performed by someone else. Role
overload occurs when there are too many expectations than one is able to fulfill. All these
role demands are stressors.
e) Organisation structure
Organisation structure defines the level of differentiation, the degree of rules and
regulations, and where decisions are made. Excessive rules and lack of participation in
decision that affect employees are examples of structural variables that might be potential
stressors.
f) Organisational leadership
It represents the managerial style of the organization‟s senior executives. Some
chief executive officers create a culture characterized by tension, fear and' anxiety. They
establish unrealistic pressures to perform in the short run, impose excessively tight
controls, and routinely fire employees who fail to measure up.
g) Inter-personal Demands
Conflicting personalities and behaviours may cause stress. Conflict can occur
when two or more people must work together even though their personalities, attitudes
and behaviours differ. For instance, a smoker and a non-smoker who are assigned adjacent
work places obviously experience stress. Similarly, a person with an internal locus of
control that is who always wants to control how things turn out might get frustrated
working with an external person who likes to wait and just let things happen.
B. Group Stressors
Group stressors can be categorised into four as explained below
a) Lack of Group Cohesiveness:
Starting with the historically famous Hawthorne Studies, it has become very clear
that cohesiveness is very important to employees, particularly at the lower levels of
organisations. If an employee is denied the opportunity for this cohesiveness because of
the task design, because the supervisor does things to prohibit or limit it, or because the
other members of the group shut the person out, this can be very stress producing.
b) Lack of Social Support: Employees are greatly affected by the support of one or more members of a
cohesive group. By sharing their problems and joys with others, they may be much better.
But if this type of social support is lacking for an individual, it can be very stressful.
c) Inter-personal and Inter-group Conflict:
Conflict has both functional and dysfunctional consequences. Dysfunctional
consequences have stress potential.
d) Sexual Harassment:
Sexual harassment may be understood as unwanted contact or communication of
a sexual nature, usually against women. Sexual harassment is increasingly becoming a
source of stress in many of to day's workplaces. The stressful effects of sexual
harassment stem primarily from two reasons: (1) the direct affront to the victim's personal
dignity; and (2) the harasser's interference with the victim's capacity to do the job.
C. Individual Stressors
Among individual factors contributing to stress are personality, life and career
changes and life trauma. In respect of personality the distinction between Type A and
Type B behaviour patterns become relevant. The Type A personality is one for which
stressful behaviour patterns such as the following are common place.
Type A personalities are more stress prone
o Always moves, walks and eats rapidly.
o Feels impatient with the pace of things, hurries others, and dislikes
waiting.
o Does several things at once.
o Feels guilty when relaxing.
o Tries to schedule more and more in less and less time.
o Uses nervous gestures such as clenched fist, banging the hand on the
table.
o Does not have time to enjoy life.
The achievement orientation, impatience and perfectionism of individuals with Type A
personalities may create stress in work circumstances that other persons find relatively
stress-free. Type A personality, in this sense bring stress on themselves.
Type B personalities are less stress prone.
Typical characteristics of Type B personality:
o Is not concerned about time.
o Is patient.
o Does not brag.
o Play to fun, not to win.
o Relaxes without seeing guilty.
o Have no pressing deadlines.
o Is mild-mannered.
o Is never in a hurry.
Life change can also be stress producing. Life changes may be slow (like getting older)
or sudden (like the death of a spouse). These changes have dramatic effect on people.
Sudden changes are highly stressful.
Life trauma can be highly stressful. A life trauma is any upheaval in an individual's
life that alters his or her attitudes, emotions or behaviours. Major life traumas that may
cause -stress include marital problems, family difficulties, and health problems.
Career changes may also be stressful. Being suddenly thrust into a new job with new
responsibilities can be very stressful. Under promotion or over promotion can also be
stressful.
Environmental Factors These factors include political, economic and technological uncertainties. Changes in the
business cycle create economic uncertainties. When the economy is contracting, people
become increasingly anxious about their security. It is no surprise that suicide rates sky
rocketed during the great depression of the 1980‟s minor recessions increase stress levels.
Down swings in the economy are often accompanied by permanent reductions in the
work force, temporary lay-offs, reduced pay, and the like.
Individual Differences The reason lies in demographic differences and cognitive affective differences.
a) Demographic Differences: Demographic differences include age, health, education, and occupation.
b) Age:
Age affects stress because most people go through life stages during which certain things are
expected of them. When a child is three years old, little is expected of the person. At thirteen,
the child is expected to do many things personally. At 23, many people are entering their first
career stage in which they are expected to perform well. At 33, many are already in middle
management positions and hoping to move up even further. The pressure is now beginning to
increase since there are fewer places in the top ranks than there are in middle. At 43, some
people are in upper middle management. The pressure is even greater.
c ) Health:
Health contributes to stress. Some people are always hale and hearty, irrespective of age and
positions they occupy in organisations. Some others are always sick. Healthy people tend to
cope with stress better than their sickly counterparts.
h) Education:
Education can influence stress in two ways. On the negative side, when an individual has not
attained a certain educational level that has been attained by everybody else holding a similar
job, the person may feel unworthy to be in that particular position. This can cause stress. On
the positive side, education can help people moderate or control the negative aspects of
stressors.
i) Cognitive Affective Differences:
These are psychological in nature. These include need satisfaction, locus of control, and type
of personality. People who have strong urge for need satisfaction work hard and tend to
excel others. This attribute can be the basis for overwork and burnout.
j) Locus of control:
Locus of control refers to one's feeling of the extent to which one is able to control the
surrounding world. Greater an individual's perception of control over environment, lesser is
the person prone to stress and vice versa.
A third cognitive factor is personality in terms of stress: Type A personality and Type B
personality. Type A personalities are continually involved in a chronic, incessant struggle to
get more and more done in less and less time, more prone to stress.
Type B personalities, on the other hand, are more patient and easier going. They are
interested in attainting goals but follow different ways for the purpose. Type B personalities
are therefore, less prone to stress.
Coping strategies for stress Coping strategies may be categorised into
(a) Individual strategies
(b)Organisational strategies.
Individual Strategies
More prominent among them are time management, physical exercise, relaxation, yoga,
social support, situation control and unburdening oneself.
a) Time Management:
Most of us are poor in time management. The result is feeling of work overload, skipped
schedules and attendant tension. The truth is, if one can manage time effectively, he or she
can accomplish twice as much as the person who is poorly organized. Some basic principles
in time management are: (i) preparing daily a list of activities to be attended to; (ii)
prioritizing activities by importance and urgency, (iii) scheduling activities according to the
priorities set;and (iv) handling the most demanding parts of a job when one is alert and
productive.
b) Physical Exercise:
Exercise in any form helps people to cope with the stress. It is for this reason that people of
all ages are seen taking early morning walk, or engaging themselves in jogging, swimming or
playing games.
c) Relaxation: Relaxation through meditation, hypnosis or biofeedback.
d) Yoga:
Yoga is probably the most effective remedy for stress.
e) Social Support:
It is true that people needs and benefits from social support applied as a strategy to reduce job
stress, this would entail forming close associations with trusted, empathetic co-workers and
colleagues who are go listeners and confidence builders.
f) Control the Situation: One must avoid unrealistic deadlines. He or she must do his or her best and at the same time
be aware of limits. It is impossible, to please everyone.
g) Open up to Others:
One must give vent to one's feeling, emotions, fears and frustrations in the presence of others
who care for him or her.
Organisational Strategies
Individuals are capable of increasing their own resistance to stress, but find it almost
impossible to eliminate work related stresses. In other words, while they may be able to help
minimize its effects, they may not be able to prevent stress in the first place this
reason, organizations can play a key role in stress management.
a) Personal Wellness: Personal wellness is a term used to describe the pursuant of one's physical and mental
potential through a personal health promotion programme. A supervisor can impact personal
wellness of his subordinates through positive example, encouragement, and by practicing the
basic concepts and techniques of human resource management.
When the manager is successful in creating a healthy work climate and environment,
everyone should benefit from the increased capacity of people to handle successfully the
change and stress that inevitably accompanies their lives at work.
b) Improved Communication: Increased communication with employees reduces uncertainty by lessening role ambiguity
and role conflict.
c) Participative Decision Making:
Role stress is detrimental to a large extent because employees feel uncertain about goals,
expectations, how they will be evaluated and the like. By giving these employees a voice in
those decisions that directly affect their job performances, management can increase
employee control and reduce the role stress. So managers should consider increasing
employee participation in decision making.
d) Job Redesign: Job redesign involves enriching jobs either by improving job content factors (such as
responsibility, recognition and opportunities for achievement, advancement, growth etc.) or
by improving core job characteristics (such as skill variety, task identity, autonomy, and
feedback). Enriched tasks will eliminate the stress found in more routine and structured jobs.
e) Selection and Placement: Certain jobs are more stressful than others Individuals too differ in their response to stress
situations. Individuals with little experience or an external locus of control, tend to be stress-
prone. Selection and placement decisions should take these facts into consideration.
Operational Definitions:
a) Work Life Balance:
Work Life Balance does not mean an equal balance but trying to schedule an
appropriate number of hours for each of the various work and personal activities.
b) Work life:
Work is defined as paid employment. Work life is the work place where employees
work.
c) Job stress:
Stress is defined as an adaptive response to an external situation that response to an
external situation that results in physical, psychological, and /or behavioural
deviations for organizational participants.
d) Eustress:
Eustress is the term used for positive stress. Eustress is viewed as motivator since in
its absence the individual lacks that “edge” necessary for the peak performance.
e) Early Retirement:
Early retirement gives people an opportunity to get away from long-term job.
Employees working for same may wish to use his/her talents in other areas.
f) Manufacturing Professionals:
Manufacturing Professionals is person who has skills and knowledge in the field of
manufacturing products, who is paid for his services.
g) Random Convenience Sampling:
A Convenience Sampling chooses the individuals that are easiest to reach or sampling
is done easily. It doesn‟t represent the entire population so it is considered bias.
3. RESEARCH METHODOLOGY
3.1 Hypothesis:
H0: There is no significance difference between employees who are not able to balance work
and personal lives
Type of Research: 1. Exploratory research- to enable formulation of
hypothesis. 2. Descriptive research
Research Method: Qualitative and survey method was used in this study.
Types of Data: Primary and Secondary data
Data Gathering Procedure: Questioning, Interviewing, surfing the net and
Referencing.
Research Techniques: Questionnaire and interview
3.2 Sampling Techniques: Technique used in the study is Random Convenience Sampling(Definition: A Convenience
Sampling chooses the individuals that are easiest to reach or sampling is done easily. It
doesn‟t represent the entire population so it is considered bias).
Statistical Method used: Tables, Frequency distribution curves, Bar Charts, Pie Charts are has the statistical methods.
3.3Scope of the study 1. The study covers all aspects of work life balancing, job stress and aspects of early
retirement.
2. The study is limited to IT companies in the city of Bangalore.
Limitations of the study:
The concept is highly abstract and difficult to study.
Measuring stress and quantifying the same is very difficult.
Reasons for early retirement are also difficult to find out.
4. DATA ANALYSIS AND INTERPRETATION
Question1: Are you aware of the concept of work life balancing?
Table 1: Indicating the awareness of the concept of wok life balancing
Option Respondent Percentage
Yes 45 90
No 5 10
Total 50 100
Graph 1: Showing the awareness of the concept of work life balancing.
Inference: Work life balancing concept is popular among employees and they know how
important is to spend time with their family members in order to keep a proper balance
between the two.
Yes No
Series1 45 5
0
5
10
15
20
25
30
35
40
45
50
Res
po
nd
ents
Question 2: How do you assess yourself in terms of being an employee?
Table 2: Indicating the employees‟ self assessment
Option No of Respondents Percentage
Aggressive 12 24
Calm and Quiet 21 42
Introvert 7 14
Extrovert 9 18
Angry young person 1 2
Total 50 100
Graph 2: Showing individual employees‟ self assessment.
Inference: Employees represent a mix of both introvert and extrovert personalities. They
show different personalities which indicates they are very good at reacting the situations and
can handle effectively.
AggressiveCalm And
QuietIntrovert Extrovert
Angry young Person
Series1 12 21 9 7 1
0
5
10
15
20
25
Res
po
nd
den
ts
Question 3: What is the nature of your job?
Table 3: Showing the nature of the employee‟s job
Options Respondents Percentage
Monotonous And Repetitive 5 10
Creative 8 16
Challenging 32 64
Research Based 5 5
Total 50 100
Graph 3: Showing the nature of the employee‟s job
Inference: 80% of the employees are on creative and challenging jobs. Employees
are young, enthusiastic are very competent enough to do challenging jobs.
Monotonous And Repetitive
Creative ChallengingResearch
Based
Series1 5 8 32 5
0
5
10
15
20
25
30
35
resp
on
den
ts
Question 4: What is the number of hours you put in every day at work?
Table 4: Showing working hours of employees.
Options No of Respondents Percentage
8Hrs 23 46
10Hrs 22 44
12Hrs 3 6
More than 12 Hrs 2 4
Total 50 100
Graph 4: Showing working hours of employees
Inference: Majority of the employees work for 10 hours and beyond in a day thereby leading
to possible stress which sometimes it carry to their home and imbalance of work life can be
achieved.
0
5
10
15
20
25
8Hrs 10Hrs 12Hrs More than 12Hrs
Series1 23 22 3 2
Res
po
nd
ents
Question 5: Your experience at work place is-
Table 5: Indicating employee‟s experience in work place
Options No of Respondents Percentage
Highly Stressful 3 6
Stressful 15 30
Moderate 31 62
No Stress at all 1 2
Total 50 100
Graph 5: Showing experience at work place
Inference: 98% of employee‟s go through stress one way or the other while working. On
time delivery, target achievement are the situations which makes them under stress while
working.
0
5
10
15
20
25
30
35
Highly Stressful
Stressful Moderate No Stress at all
Series1 3 15 31 1
Re
spo
nd
en
ts
Question 7: Do you sometimes feel that you are not fully capable and competent to
carry out your job responsibility effectively?
Table 6: Showing effectiveness and competence of the employee‟s on the job.
Options No. of Respondents Percentage
Yes Sometimes 10 20
Rarely 11 22
Never 29 58
Total 50 100
Graph 6: Showing effectiveness and competence of the employee‟s on the job.
Inference: Most of the employees are capable and competent to carry out their job
responsibilities. Employees are very competent towards their family roles and duties.
0
5
10
15
20
25
30
Yes Sometimes Rarely NeverSeries1 10 11 29
Res
po
nd
ents
Question 10: Are you able to co-ordinate your team properly?
Table 7: Showing employee‟s ability to co-ordinate teams.
Option No of respondents Percentage
Always 38 76
Sometimes 12 24
Total 50 100
Graph 7: Showing employee‟s ability to co-ordinate teams.
Inference: Employees have effective team co-ordination skills as their is not much diverse
force so employees are of same culture they understand each other very effectively. A good
team can produce very effective result for the company.
Always
Sometimes
Question 11: How would you react to a special work-related incident with your peer
groups?
Table 8: Showing employees reaction to a work related incident with peers.
Options No of Respondents Percentage
Angry and Frustrated 2 4
Be calm and face it 25 50
Handle it Creatively and
Intelligently
23 46
Leave it to God 0 0
Total 50 100
Graph 8: Showing employees reaction to a work related incident with peers.
Inference: Employees deal with work related incidence calmly, intelligently and creatively
which shows their good co-ordination skills and they can work in teams very effectively
which ultimately benefits the company.
Angry and Frustrated
Be calm and face it
Handle it Creatively and
Intelligently
Leave it to God
Series1 2 23 25 0
0
5
10
15
20
25
30
Res
po
nd
en
ts
Question 13: How do you spend your leave?
Table 9: Showing pattern of usage of leave.
Options No of Respondents Percentage
Going out on Vacation 22 44
Take rest at home 22 44
Foreign Holiday 1 2
Pursuing your hobby 2 4
Others specify 3 6
Total 50 100
Table 9: Showing pattern of usage of leave.
Inference: Employees de-stress themselves both by going out on vacation and by resting at
home which makes them fresh when they return to their job and works effectively.
0
5
10
15
20
25
Going out on
Vacation
Take rest at home
Foreign Holiday
Pursuing your
hobby
Others specify
Series1 22 22 1 2 3
Res
po
nd
ents
Question 15: Comment on the level of your participation in the family day celebration
Table 10: Indicating employee‟s participation in family day celebration.
Options No of Respondents Percentage
I bring Wife, children and
Dependents
7 14
I bring Wife only 8 16
Sometimes I bring Wife and
children.
10 20
I never bring my Family 25 50
Total 50 100
Graph 10: Indicating employee‟s participation in family day celebration.
Inference: Employees show low profile participation in family day celebrations. This may be
due to much load in the company so they don‟t get enough time to give their full participation
in the family.
I bring Wife, children
and Dependents
I bring Wife only
Sometimes I bring Wife and
children.
I never bring my Family
Series1 7 8 10 25
0
5
10
15
20
25
30
Res
po
nd
ents
Question 17: What kind of recreational facilities your company provides the
employees?
Table 11: Showing recreational facilities for employees.
Options No of Respondents Percentage
In house Facilities like indoor
Games
22 44
In house fitness parlour 11 22
Swimming pools 6 12
Outdoor Games 9 18
Others specify 2 4
Total 50 100
Table 11: Showing recreational facilities for employees.
Inference: A good number of recreational facilities are provided by the company which are
very necessary in order to keep the employees fresh and it shows a good working ambience.
0
5
10
15
20
25
In house Facilities
like indoor Games
In house fitness parlour
Swimming pools
Outdoor Games
Others specify
Series1 22 11 6 9 2
Res
po
nd
ents
Question 20: Being quite busy on the job, do you find it difficult to give sufficient time
to your family?
Table 12: Showing percentage of time spent for the family.
Options No of Respondents Percentage
Yes 30 60
No 20 40
Total 50 100
Graph 12: Showing percentage of time spent for the family
Inference: 60% of employees do not find sufficient time, for their families as the work load
in the company restricts them to give sufficient time to spend time with their family which
sometimes may lead to stress in the employees mind.
Yes
No
Question 21: How many hours you spend with your family in a week?
Table 13: Showing percentage of the time spent for the family.
Options No of Respondents Percentage
2-5Hrs 5 10
5-8Hrs 8 16
8-12Hrs 20 40
More than 12 Hrs 17 34
Total 50 100
Graph 13: Showing percentage of the time spent for the family.
. Inference : Most of the Employees spend around 10-12 Hrs with the family in a week which
shows their concern towards their family members and they enjoy being with their family.
0
5
10
15
20
2-5Hrs 5-8Hrs 8-12Hrs More than 12Hrs
Series1 5 8 20 17
Axi
s Ti
tle
Chart Title
Question 22: What is the frequency of you going out with your family?
Table 14: Showing frequency of outings with the family.
Options No of Respondents Percentage
Once in a week 14 28
Once in 15 days 12 24
Once in a month 12 24
Twice in 6 months 10 20
Total 50 100
Graph 14: Showing frequency of outings with the family.
Inference : 50% of Employees go out with their family regularly. Employees who go out
with family they are more happier and close to their family members compared to those who
prefer to stay at home.
0
2
4
6
8
10
12
14
Once in a week
Once in 15 days
Once in a month
Twice in 6 months
Series1 14 12 12 10
Res
po
nd
ents
Questions 23: How do you assess yourself in terms of being
husband/father/wife/mother?
Table 15: Showing employees personality characteristics impacting the family.
Options No of Respondents Percentage
Patience and sympathetic 17 34
Angry and frustrated 6 12
Happy always 23 46
Calm and unconcerned 4 8
Total 50 100
Graph 15: Showing employees personality characteristics impacting the family.
Inference: 80% of the employees balance work life and family life very well. Most of the
employees are happy with their role in family and they also show patience which remedies
stress.
0
5
10
15
20
25
Patience and
sympathetic
Angry and frustrated
Happy always
Calm and unconcerne
d
Series1 17 6 23 4
Res
po
nd
ents
Question 25: Do you take office work to your house?
Table 16: Showing employees taking office to their homes.
Options No of Respondents Percentage
Yes 12 24
No 38 76
Total 50 100
Graph 16: Showing employees taking office to their homes.
Inference: 76% of employees do not take office work to their house which is a
good sign of not getting stress from work as well as from family.
Yes No
Series1 12 38
0
5
10
15
20
25
30
35
40
Re
spo
nd
en
ts
Question 27: How do you feel while spending time on household duty?
Table 17: Indicating employee‟s involvement in house hold duties.
Options No of Respondents Percentage
Lively and Happily 31 62
Just duty 4 8
Relief for both 13 26
Relief to one of us only 2 4
Total 50 100
Graph 17: Indicating employee‟s involvement in house hold duties
Inference: 90% of employees show positive attitude towards household duties and they
enjoy being with their family which means they easily maintain the balance of work and
family.
0
5
10
15
20
25
30
35
Lively and Happily
Just duty Relief for both
Relief to one of us
onlySeries1 31 4 13 2
Res
po
nd
ents
5. FINDINGS OF THE RESEARCH
Now after the interpretation of the entire questioners from that there are many points found
which needs to be focused more and therefore they are mentioned as below.
1. Most of the employees are aware of the concept of work life balancing in Manufacturing
Sector and according to my survey there are mix of both introvert and extrovert
personalities
of Employees working in the company.
2. Most of the employees enjoy doing creative and challenging jobs.
3. The study shows that most of the employees work for 12 hrs and beyond in which leads to
possible work stress that sometimes may affect the productivity.
4. Most of the employees go through stress one way or the other from work or sometimes
due to
personal affairs.
5. The employees are capable and competent enough to carry out their responsibilities. And
they
also capable to co-ordinate with their team members properly.
6. The study shows that the employees deal with work related incidence calmly, intelligently
and creatively.
7. Most of the employees prefer going out on vacation and taking rest at home but some of
them do not show interest to participate in family celebrations.
8. In house facilities like indoor games, in house fitness parlour, swimming pool, out-
door games are provided by the company for recreation.
9. The study shows that most employees go out with their family regularly and thus maintain
a
balance between work life and their personal life
10. Staying at home, going to movies and spending time with friends are most preferred
ways of
enjoying the weekends.
11. Most of employees do not carry their office work to their home and they show positive
attitude towards household duties.
12. Most of the employees do not prefer early retirement and are undecided about the post
retirement plans.
6. CONCLUSIONS
1) Majority of professionals effectively balance their work and personal lives.
2. Employees do face stress on the job still they are capable to cope with the job stress
through very many outlets.
3. Most of the employees do not favour early retirement.
Hypothesis Testing:
H0: There is no significant difference between employees who are not able to balance work
and personal lives.
The level of significance was calculated. Based on further calculations it was found that:
H1stands ACCEPTED
H0stands REJECTED
7. RECOMMENDATIONS AND SUGGESTIONS :
As there are many important which we found from the survey, there are some points, which
the company has to look after and some of them need to be changed in order to get the good
business.
1. Company should also help employees socialize by celebrating family day there by helping
the employees relax from daily schedule of stress.
2. The companies in should take more interest in involving employees in family day
celebrations
3. Company should facilitate the employees with flexi timing, job sharing, Part time jobs,
working from home so that they can considerable to their personal life as well as work life.
4. Counselling should be provided in their respective companies.
5. Meditation and relaxation exercises can be followed every day in the work schedule.
6. Annual recreation trips should be arranged by the company with the employee‟s family.
8. ANNEXURE
8.1 QUESTIONNAIRE
Dear Employee,
I, Manishkant Mahto, a student of Gujarat Technological University,
would like to ask a few questions as a part of my MBA project. I request you to kindly
answer them honestly and accurately.
I assure you that the information given by you will be kept extremely confidential.
Thanking you in advance for your cooperation.
Employee Personal Data: a. Name : ____________________________________
b. Age : _______yrs
d. Marital Status : ____________________
e. Job Designation : ____________________
f. Salary (per month) :Rs._________________
g. Qualification : ___________________
h. Experience : ____yrs
Research Questions:
1. Are you aware of the concept of work life balancing?
YES NO
2. How do you assess yourself in terms of being an employee?
Aggressive
Calm and Quiet
Introvert
Extrovert
Angry young person
3. What is the nature of your job?
Monotonous and repetitive
Creative
Challenging
Research Based
4. What is the number of hours you put in every day at work?
8Hrs
10Hrs
12Hrs
More than 12 Hrs
5. Your experience at work place is-
Highly Stressful
Stressful
Moderate
No Stress at all
6. Do you have any targets to be achieved?
YES NO
7. Do you sometimes feel that you are not fully capable and competent to carry out your job
responsibility effectively?
Yes Sometimes
Rarely
Never
8. Whom do you communicate more often relating to work?
Top Management
Peers
Subordinates
Clients
9. Do you work in teams?
Yes No
10. If yes, are you able to co-ordinate your team properly?
Always
Sometimes
11. How would you react to a special work-related incident with your peer groups?
Angry and Frustrated
Be calm and face it
Handle it intelligently and creatively
Leave it to god
12. Do you make use of the leave which is in your credit?
Yes No
13. If yes, how do you spend your leave?
Going out on vacation with Family
Take rest at home
Foreign holiday
Pursuing your hobby
Other‟s specify
14. Does your company celebrate family day?
Yes No
15. If yes, comment on the level of your participation-
I bring Wife children and dependents
I bring Wife only
Sometimes I bring Wife and children
I never bring my Family
16. Does your company arrange for picnics with your family?
Yes No
17. What kind of recreational facilities your company provides the employees?
In house facilities like Indoor games
In house fitness parlour
Swimming pool
Outdoor games
Other‟s specify_______________
18. If no, what kind of facilities you expect?
________________________________________________
________________________________________________
19. Do you think you miss something in your personal life?
Yes No
20. Being quite busy on the job, do you find it difficult to give sufficient time to your
family?
Yes No
21. How many hours you spend with your family in a week?
2-5Hrs
5-8Hrs
8-12Hrs
More Than 12 Hrs
22. What is the frequency of you going out with your family?
Once in a week
Once in 15 days
Once in a month
Twice in 6 months
23. How do you assess yourself in terms of being husband/father/wife/mother?
Patience and sympathetic
Angry and frustrated
Happy always
Calm and unconcerned
24. How do you spend your weekends?
Stay at home
Go for a movie
Picnics/Resorts
Spend time with friends
Clubs/Pubs
Others specify________________
25. Do you take office work to your house?
Yes No
26. Do you help your spouse and children in your household duty?
Yes No
27. If yes, how do you feel while spending time on household duty?
Lively and happy
Just duty
Relief for both
Relief for one of us only
28. What do you think of early retirement?
Great concept
To be selectively used
Not so popular so far
Not clear for me so far
29. What do you think should be the age of retirement?
35-45 Yrs
45-55 Yrs
55-65 Yrs
Above 65 Yrs
30. What are your plans after retirement?
----------------Thank you-----------------
8.2 BIBLIOGRAPHY Books:
1. Organization Behaviour – Tenth Edition
Author: Stephen P. Robbins
Publication: Prentice hall of India Pvt Ltd.,
2..Organizational Behaviour – fifth revised edition
Author: K. Aswathappa
Publication: Himalaya Publishing House
Reprint-2003
www.nulife.co.in
www.google.com
www.worklifebalancecentre.org
www.worklifebalance.com
www.familiesandwork.org