impacts of issues related to work-family life balancing on employee work performance

8/18/2019 Impacts of Issues Related to Work-family Life Balancing on Employee Work Performance

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Impacts of issues related to work-family life balancing

on employee work performance

(Name of Student)(Examination number)

Project Report submitted to

The Institute of Human Resource Advancement

University of Colombo

in partial fulfilment of the requirements for

The Masters Degree in Business Management

June !"#$

%eclaration

I hereby declare that this Project Report titled


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“IT or! life balance" submitted by me to the Institute of #uman Resource $d%ancement&

'ni%ersity of olombo& is a bona fide or! underta!en by me and it is not submitted to any

other 'ni%ersity or Institution for the aard of any deree diploma*certificate or published

any time before+

(typed) ,,,,,,,,,,,, ,,,,,,,,,,++

Name of the Sinature of the Student -ate

Student

Certification

This is to certify that the Project Report title

+,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,

I ha%e examined the final copy of their research report for form and content and recommend

that it be accepted partial fulfillment of the re.uirement for the /asters -eree in 0usiness

/anaement&

Institute of #uman Resource $d%ancement& 'ni%ersity of olombo& as carried out by

,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,+

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,,,,,,,, ,,,,,,,,,,,,+ ,,,,,,,,,+

Name and $ddress Sinature of the Super%isor -ate

Ac&no'led(ement

I ould ne%er ha%e been able to finish our dissertation ithout the uidance of my lecturers&

super%isor& batch mates& and support from my families and all the other people ho ere

there for us+

I ould li!e to ac!nolede first of all our dearest super%isor& lecturer 222222222 (Name) 22 for his excellent uidance& carin& patience& and pro%idin us ith an excellent atmosphere

for doin project and also for the %aluables uidance a%e use to ma!e this a reality+ The

support he has bein i%en to ma!e this project a success is remar!able+

Then e ould li!e to i%e our heartfelt ratitude to 22222222222222& -ean of the 3aculty

of 2222222222222& 'ni%ersity of 222222222222222 for his ords and uide to achie%e my

oal+ I specially than! him for the spendin his %aluable time on me and conducted %ery

important lectures to ma!e all of understand my situations and to clear my path+

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It is my reat pleasure to than! all the other Senior lecturers& 5ecturers& Instructors& and staff

members ho helped me in many ays to ma!e this project a reality+

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Table of Contents

-eclaration++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++i

ertification+++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++ii

$c!noledement++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++iiihapter 7ne+++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++8

8+8 Introduction++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++8

8+8+8 0ac!round+++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++8

8+8+1 Problem Statement++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++1

8+8+4 7bjecti%es++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++4

8+8+6 /ethodoloy+++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++6

8+8+9 :eneric onceptual 3rameor! to be folloed+++++++++++++++++++++++++++++++++++++++++++++++++++++++6hapter To+++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++;

1+8 5iterature Re%ie * Theoretical 0ac!round+++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++;

hapter Three+++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++8<

7rani=ational 0ac!round++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++8<

hapter 3our+++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++84

6+8 -ata Presentation and $nalysis++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++84

6+8+8 Identify the issues related to or!>life balancin of employees or!in for /$S

$ttune (Refer $PPEN-I? $)++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++86

6+8+1 Study analyse the impacts of or! family life balancin issues on employees

performances at their or! places (Refer $PPEN-I? 0)+++++++++++++++++++++++++++++++++++++++++++++++14

6+8+4 Study employees@ aspects on the impact of or!>life balance practices& includin

the impact on employee commitment& and the employment relations climate++++++++++++++++4<

hapter 3i%e+++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++4;

9+8 onclusion and findins+++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++4;

9+1 Recommendations++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++4A9+1+8 Impro%e communication+++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++4A

9+1+1 'nderta!e a re%ie of rele%ant existin policies and extend their scope here

appropriate++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++4A

9+1+4 Ensure fairness and consistence in the ay office policies that support or!>life

balance are implemented++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++4A

9+1+6 Staff de%elopment+++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++4A

9+1+9 Sharin ood practice++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++4B

9+1+; onsider implications for or!>life balance in relation to or!loads and or!inoutside con%entional hours+++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++4B

9

http://var/www/apps/conversion/tmp/scratch_6/HYPERLINK%23_Toc431164460http://var/www/apps/conversion/tmp/scratch_6/HYPERLINK%23_Toc431164460


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References++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++6<

$ppendices+++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++61

$PPEN-I? $ C D'ESTI7NS 'N-ER 70ETIFE 8+++++++++++++++++++++++++++++++++++++++++++++++++++++61

$PPEN-I? 0 C D'ESTI7NS 'N-ER 70ETIFE 1 C $++++++++++++++++++++++++++++++++++++++++++++++66

$PPEN-I? C D'ESTI7NS 'N-ER 70ETIFE 1 C 0++++++++++++++++++++++++++++++++++++++++++++++69

$PPEN-I? - C D'ESTI7NS 'N-ER 70ETIFE 4++++++++++++++++++++++++++++++++++++++++++++++++++++6A

Super%isor@s Recommendation++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++91

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Chapter )ne

#*# Introduction

#*#*# +ac&(round

The role of the or! en%ironment as a social determinant of health and ell>bein has been

in%estiated in a %ariety of national studies+ /ost notably& ad%erse psychosocial or!in

conditions& such as job strain& effortCreard imbalance and job insecurity& ha%e been

identified as !ey ris! factors for poor health and obesity+ In addition& another or!>related

factor that is associated ith the health of employees is the fit beteen or! and personal

life+ The term or!Clife balance is often used in public discussion and ithin the European

'nion& here the reconciliation of or! and personal life is a ne policy priority+

$ poor or!Clife balance can be seen as a or!>related stressor and pre%ious examinations

sho an association beteen or!Clife imbalance and stress responses& such as ele%ated

blood pressure& heart rate and cortisol le%els+ onsistent ith these results& se%eral studies

from sinle countries ha%e shon that a poor or!Clife balance is associated ith health

problems+

Gor!>life balance is an increasinly uni%ersal concern to both employers and employeesaround the orld (/ulay& 1life balance has explained in %arious contexts+ In

many researches& Gor! life balance is an e.uilibrium an indi%idual attempts to maintain hile

performin his duties at or! and in his personal life (:o%eas& 1dimensional factor rather than accusin the stress at or!+ /eanin& indi%iduals@

ability to achie%e the balance for themsel%es+ The to aspects that need to be balanced in

order to achie%e or! life balance areH achie%ement at or! and the enjoyment in life+#oe%er& the enjoyment can be achie%e at or! place or outside pri%ate life+ Thus& enjoyin

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their or! is essential and critical in achie%in the or! life balance (Foydanoff& 1


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or!place and this subse.uently shrin!s producti%ity+ Gor!>life imbalance has serious costs

for employees& the orani=ation& and society+ Gor! life balance issues often associates a

tanible or intanible cost+ The costs include rises in ju%enile crime& more dru abuse& a

decrease and disinclination to ta!e responsibility for care of elderly relati%es and for the

disad%antaed+ In addition& there is impro%ed employee self>esteem& health& concentration&

and confidence+ The /ental #ealth 3oundation reports in a 1life balance (G50) initiati%es to recruit and retain !ey

personnel+

7rani=ations can implement %arious or!>life balance initiati%es that may assist employees

to better balance their or! and family responsibilities& ain impro%ements in ell>bein and

pro%ide orani=ational benefits+ There are a lare %ariety of family friendly policies hich

include but are not limited to the folloinH flexible or!in hours& job sharin& part>time

or!& compressed or! ee!s& parental lea%e& telecommutin& and on>site child care facility+

In addition& employers may pro%ide a rane of benefits related to employees@ health and ell>

bein& includin extended health insurance for the employee and dependents& personal days&and access to prorams or ser%ices to encourae fitness and physical and mental health+ Still&

other practices may support children@s education& employees@ participation in %olunteer or!&

or facilitate phased retirement+ These additional practices fall outside the scope of our current

paper& but can be %ieed as supportin employees@ health& ell>bein& and or!>life balance+

#*#*- )bjectives

$s the or! life has become an immensely important aspect to consider in any industryespecially in IT& people and researchers ha%e understood the importance of identifyin the

correct relationship beteen manain or!s properly and also manain the life properly+

There this project and the study aims to examine the o%erall %ie on or!>life balance in the

IT industry and folloin objecti%es ha%e identified in itH

• To identify the issues related to or! family life balancin of employees or!in for

IT companies attune 5an!a+

•To study the impacts of or! family life balancin issues on employees performancesat their or! places

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Existing knowledge on work-life balance

Assumptions based on theories

Critical review of the literature

Identifed gap in research/knowledge

Proposed research – method, Data analsis, results, interpretation

Contribution to the existing feld o kn

• To study employees@ aspects on the impact of or!>life balance practices& includin

the impact on employee commitment& and the employment relations climate+

#*#*$ .ethodolo(y

In recent years& or!Clife balance has become a !eyord for balancin or!in time and

free time+ 5iterature on the topic mainly focuses on family>friendly measures and ho

companies operationali=e them+ In particular& time is a crucial resource for balancin or!

and life& because it can be allocated to either or! or free time+ Ge examine the effect of

or!in hours and o%ertime on satisfaction& ith data collected from /$S $ttune

Specifically& in this paper analy=e hich factors influence or!in hour mismatches& as ellas the effect of those mismatches on employee satisfaction+ 'nli!e pre%ious researches& in

hich mostly number of eneral data and cross>sectional data ere considered& in this

research it examines number of aspects includin or!in hours and ho o%ertime cause

employees@ satisfaction in number of aspects in life in number of data sets+ These data ill

help in identifyin number of le%els of satisfaction for each and e%ery employee participate in

the research+ In order to carry out a better research process e ha%e ta!en measures to

identify indi%iduals ithin a limited ae ap to yield the best results for the research+ To

identify better factors causin unbalancin of or! and life e had to ta!e out employees

ho or! less than an a%erae number of hours per ee!+

It enables to collect standardi=ed data set for hypothesis analysis+ 7nline sur%ey form is

created usin oole forms and all responses ere updated into an /S Excel file+ The sur%ey

form sent to 6< participants in /$S $ttune to collect data+ Research 3indin ere explained

usin %arious charts& tables and SPSS output tables+

#*#*/ 0eneric Conceptual 1rame'or& to be follo'ed

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!ssues related to work famil life balancing of emploees worki

oees% aspects on the impact of work-life balance practices, including the impact on emploee commitm

1rame'or& to do the analysis for the developed questionnaire

$bo%e shon onceptual frameor!s are used to et the maximum out from the feedbac!

recei%ed from the employees at /$S $ttune& hich are !non as analytical %ariables+ $s

shon final outcome or conclusion ould be based and influenced by number of factors+

3rom this e ill be able toH

• #o to start and finish ettin the feedbac! from employees at /$S $ttune

• #o to do the analysis from data athered

•3rom the data athered come to a conclusion on or!>life balance of employees at

$ttune and identify hat causes the imbalance and also ho and hy+

• Identify boundaries to the research conducted

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Chapter T'o

!*# 2iterature Revie' 3 Theoretical +ac&(round

Gor! 5ife 0alance is a concept that ettin more and more attention and has become a

uni%ersal matter to both employers and employees of companies around the orld (/ulay&

1life balance has explained in number of contexts by different authors and in

many of the researches or!>life balance is defined as an e.uilibrium that indi%iduals try to

maintain hile carryin out their duties at or! place in also in their personal li%es (:o%eas&

1life balance also has a direct impact on their

performance& producti%ity and job satisfaction+

!*#*# 1actors matters in achievin( 'or& life balance

In or!>life balance one of the main part is bein able to measure ho an indi%idual carries

out his*her or!& and also hen and here+ In a company most of the employees establish

or!>life balance ho ell company pro%idin facilities in adjustin ho& hen and here

they should or! in a company+ There are to main factors that are needed in order to

achie%e or!>life balance+ They are achie%ement at or! and the enjoyment in life here

enjoyment can be achie%ed in both at or! place or outside pri%ate life+ Ne%ertheless

enjoyin their or! is important in achie%in better or!>life balance (Foydanoff& 1


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experiences in one@s life it is important to pro%ide all the domains ith personal resources

such as enery of a person& their time and their commitment for it across all the domains in an

e.ual manner+ Subse.uently& lar! (1life balance not to be at a

better le%el is indi%iduals don@t understand beha%iors expected in one role may be completely

opposite to hat another role is expected+ $s for an example hen a person spends more time

at or! ithout in%estin that time in personal relationships is a factor affectin the balance

of or! and life hich are !non as time>based conflicts+ Ghen one domain of an

indi%idual@s life is affectin ith lots of stress& another domain can be affected a lot (0harathi&

/ala J 0hattacharya& 1


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!*#*$ Consequences to employee performances in not achievin( 'or&4life balance

The repercussions consists of rises in %iolent actions& more attraction to alcohol& a decrease

and unillinness to ta!e actions or responsibilities in ta!in care of elder people in the

society+ $lso to add that& factors such employee self>esteem& health& concentration& and

confidence reduce drastically alon ith these+ The /ental #ealth 3oundation reports

published in a 1


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'+S+& IT industry and other industries are facin a cost up to O4life unbalancin ($lexandra& 1


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Chapter Three

)r(ani8ational +ac&(round

$ttune 5an!a (PFT) 5td is a 16*M IT consultin company for fashion and life style industry

and fully on subsidiary of a hih roth technoloy company& and the strenth and maturity

of one of Sri 5an!a@s most admired corporates /$S #oldins+ $ttune is considered the

premier technoloy solutions pro%ider to the fashion and lifestyle industries& and is the

preferred resource for leadin ede& proprietary softare that transform holesale&

manufacturin and retail businesses+

$ttune consultin ser%ices combined ith tactical implementation helps fashion brands

deli%er %alue to their customers& hile helpin them na%iate throuh the strateic challenes

of operatin a successful enterprise in the lobal mar!etplace+ $ttune belie%e that expert

manaement combined ith hihly>effecti%e business technoloy strateies are the formula

for success in todayQs fashion and lifestyle industries& in order to impro%e brand e.uity&

re%enue and efficiency+ $ trusted ad%isor to both lobal brands and brands that are preparin

to expand into the lobal mar!etplace& attune has an established reputation for connectin

people& processes and technoloy to ma!e reat fashion and lifestyle companies reater+

$ttune bean in 1focused and brand>centric principles to dri%e strateic decisions in the fashion

industry+

Today& attune deli%ers an interated portfolio of solutions and ser%ices reflectin a broad

rane of technoloy and business practices that maximi=es return on IT in%estments includin

/obile& Geb and loud based Technoloy Solutions& onsultin Ser%ices& 0usiness

Transformation Solutions and $pplication /anaed Ser%ices+ The result is end>to>end

deli%ery and support& enablin fashion brands to focus on dri%in competiti%e ad%antae in

their core business+ $ttune consists of a bac!bone of o%er 6


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the boomin economies of India& hina and $sia Pacific and nearly 8 transformin their business performance across the %alue

chain& co%erin holesale& retail and manufacturin businesses

$ttune is considered the premier technoloy solutions pro%ider to the fashion and lifestyle

industries& and is the preferred resource for leadin ede& proprietary softare that transform

holesale& manufacturin and retail businesses+ 7ur consultin ser%ices combined ith

tactical implementation helps fashion brands deli%er %alue to their customers& hile helpin

them na%iate throuh the strateic challenes of operatin a successful enterprise in the

lobal mar!etplace+ Ge belie%e that expert manaement combined ith hihly>effecti%e

business technoloy strateies are the formula for success in todayQs fashion and lifestyle

industries& in order to impro%e brand e.uity& re%enue and efficiency+

$ trusted ad%isor to both lobal brands and brands that are preparin to expand into the

lobal mar!etplace& attune has an established reputation for connectin people& processes and

technoloy to ma!e reat fashion and lifestyle companies reater

7ur story bean in 1focused and brand>centric principles to dri%e strateic decisions in the fashion

industry+ They focused on implementin S$P@s $pparel and 3ootear Solution ($3S) for

many of the orld@s most reconised brands+ Spannin fi%e continents and 8; countries& the

company has de%eloped a uni.ue expertise in S$P $3S and Retail best practices that allos

it to reduce project costs& resource re.uirements and timelines"+

$t the same time& the statement also .uoted /$S #oldins hairman /ahesh $malean as

sayin “Today@s leadin brands face a hihly competiti%e lobal mar!et alon ith a

roin reliance on emerin diital technoloies to dri%e operational efficiencies and

enae ith consumers& partners and other sta!eholders across the %alue chain+ attune is in an

ideal position to capitali=e on this opportunity by deli%erin a full array of solutions and

ser%ices to meet the needs of customers C from product desin straiht throuh to retail storeshel%es"+

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$ttune onsultin& a premier lobal solutions pro%ider to the fashion and lifestyle industries&

today announced that /$S #oldins& the leadin South $sian manufacturer of fine apparel&

and supplier of the orldQs leadin brands of intimates& acti%e ear and leisure ear& has

chosen to in%est O1< million to fuel attuneQs de%elopment as the orldQs leadin IT business

and technoloy solutions company focused exclusi%ely on the fashion and lifestyle industries+

$s part of this in%estment& attune ill mere ith Sabre Technoloies& a softare ser%ices

pro%ider speciali=in in cloud& mobile and other Geb>based technoloies& i%in the

combined company an unparalleled set of s!ills and ser%ices ith hich to ser%e its clients+

The time is riht to create a orld>class IT solutions company dedicated to ser%in the needs

of fashion and lifestyle& said /ahesh $malean& chairman of /$S+ TodayQs leadin brands

face a hihly competiti%e lobal mar!et alon ith a roin reliance on emerin diital

technoloies to dri%e operational efficiencies and enae ith consumers& partners and other

sta!eholders across the %alue chain+ attune is in an ideal position to capitali=e on this

opportunity by deli%erin a full array of solutions and ser%ices to meet the needs of customers

C from product desin straiht throuh to retail store shel%es+ attune as founded in 1


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Chapter 1our

$*# %ata Presentation and Analysis

3olloin is an analysis done based on the collected data from the .uestionnaire and the

conceptual frameor! mentioned abo%e+ In doin the analysis data ill be presented usin

raphs& charts& and tables alon ith discussions for each section+ This analysis ill be done

based on the objecti%es mentioned earlier+ 3or the sur%ey folloin are the percentae of

employees ho participated from each le%el in the hierarchy here in number nearly 1


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$*#*# Identify the issues related to 'or&4life balancin( of employees 'or&in( for .A,

Attune 9Refer APP:;%I< A=

-ifferent other factors related to or!>life balance are analysed in this section on ho

different issues related to or!>life balance are affectin employees+ In this analysis firstlye ill analyse demoraphic factors such as ae and sex of the employee and then mo%e on

to ho employees thin! about or!>life culture& employee enaement and or! life

pro%isions for them in /$S $ttune by applyin a score+

$*#*#*# Ho' demo(raphic differences cause 'or&4family life balancin( and ho' each

(ender and a(e (roups are en(a(ed 'ith 'or&4life balance activities

0ender

Ghen e consider ender as an aspect to analyse or!>life balance of employees omen

ere !eener on replyin to this sur%ey to pro%ide a brief about their or! life balance more

than men& but at the end it as identified more than omen it as men ho are more

unsatisfied ith their or! life balance+ Throuh the sur%ey it as found that out of men

participated it as only 9life balance is not just a omen@s issue+ These findins

are consistent ith a number of sur%eys in /$S #oldin companies reportin poorer or!>

life balance for men than omen and are also consistent ith ender differences in other

aspects of or!>life balance in this study+ Gomen (4;) ere more li!ely than men (1B) to

report hih a%ailability of or!>life pro%isions in their or!place+ This as particularly so

for the ability to or! part>time in their current job if they anted to (1B of omen

compared ith 89 of men)+ /en ere less li!ely to belie%e or!>life pro%isions ere for

all staff& not just for omen ith youn children (9related tra%el on their ability to

manae their personal life and family commitments (6; compared to 46 of omen)+

#oe%er& there ere some areas here men ere better off than omenH they ere more

li!ely to be able to %ary the number of hours they or!ed and to choose their rosters and

shifts+ /en (11) ere more li!ely than omen (86) to percei%e their or!place as not

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ha%in a positi%e or!>life culture+ Ghile men and omen ere e.ually li!ely to rate their

or!place culture hihly& omen ere more li!ely than men to ha%e a mid>rane ratin+

1i(ure #> Perceived 'or&4life culture of 'or&place by (ender

In particular& men ere tice as li!ely to disaree that men in their or!place could easily

ta!e time off or! or or! flexible hours to spend time ith their family (4M compared to

8A of omen)+ /en (68) ere also more li!ely than omen (46) to disaree that senior

manaers ere ood role models for or!>life balance+

1i(ure !> .en in this 'or&place could just as easily use 'or&4life provisions

#oe%er& men and omen had similar outcomes on employee enaement& discretionary

effort and Employee@s performances+

A(e

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$e did not sho any clear relationship across the different aspects of or!>life balance+

$lso as there ere relati%ely fe respondents aed under 19 or o%er ;9B ere the most

enaed& particularly in the areas of enthusiasm for their job and intention to stay& and also

rated their producti%ity hihly& althouh they tended to rate their or!>life balance as lo+

1i(ure -> :mployee en(a(ement by a(e (roup

Employee enaement and or!>life satisfaction ere loest for 19>66 year olds+ Githin this

ae brac!et& respondents aed 49>66 felt less supported than those aed 19>46+ 0earin in

mind that findins by the younest and oldest ae roups are indicati%e only due to small

numbers& youn or!ers (under 19) in the study had poor aareness of a%ailability of or!>

life pro%isions in their or!place and ere least li!ely to rate their or!place hihly on

or!>life culture+ In particular& they felt colleaues did not support them usin or!>life

pro%isions+ #oe%er& they rated their producti%ity hihly+

Respondents aed ;life

balance+ They shoed hih aareness of or!>life pro%isions& but rated their or!>life

culture and discretionary effort poorly+ In particular& they felt senior manaers ere not ood

role models for or!>life balance and that men could not easily use or!>life pro%isions+ 0ut

they had hih enthusiasm for their or! and intended to stay+ Producti%ity ratins increased

ith ae& as shon in 3iure 8M& but those aed 69>9B and those aed under 19 ere most

li!ely to stronly aree that they ere %ery producti%e in their job+

8;


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1i(ure $> A(ree on productivity level by a(e (roup

This shoed that the three are related& ith the stronest& clearest relationships bein beteen

culture and employee enaement& and culture and pro%isions+ The direct relationship

beteen pro%isions and employee enaement as ea!er+ $ statistical multi%ariate analysis

shoed that culture had the stronest effect on employee enaement+ This confirms the

importance of or!place culture in achie%in maximum benefit from offerin or!>life

pro%isions+

$s shon& Alife culture score erealso in the top 1


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$ similar relationship as found beteen or!>life culture and the sinle .uestion on

discretionary effort+ Those in the top roup on the or!>life culture score (A6) ere much

more li!ely than those in the middle (9B) or bottom (91) roups to stronly aree that&

hen needed& they ere illin to put in extra effort to et a job done+ There as also a

stron relationship beteen respondents@ ratins of their or!place@s or!>life culture and

a%ailability of or!>life pro%isions+ #a%in a hih score for or!>life pro%isions as related

to a hiher or!>life culture score+ on%ersely& ha%in a lo score for or!>life pro%isions

as related to ha%in a loer or!>life culture score+

1i(ure 6> 5or&4life culture by availability of 'or&4life provisions

$ similar pattern as found beteen a%ailability of or!>life pro%isions and employee

enaement but it as less mar!ed+ -iscretionary effort had positi%e relationships ith

a%ailability of or!>life pro%isions& or!>life culture and employee enaement+ The

relationship beteen a%ailability of or!>life pro%isions and discretionary effort as stron+

Those in the top roup for or!>life pro%isions ere also more li!ely to aree stronly that&

hen needed& they ere illin to o the extra mile to et a job doneH M8 compared ith

9M of the middle roup and 99 of the bottom roup on the or!>life pro%isions score+

There as also a stron relationship beteen or!>life culture and discretionary effortH A6

of those in the top roup on the or!>life culture score stronly areed they ould put in

extra effort to et a job done hen needed& compared ith 9B of those ith a mid>rane

or!>life culture score& and 91 of those ith a lo or!>life culture score+

8A


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1i(ure ?> Relationship of 'or&4life provisions and 'or&4life culture 'ith discretionary effort

-iscretionary effort also shoed a stron relationship to employee enaement& ith AA of

those in the top roup on employee enaement stronly areein that they ould put in

extra effort to et a job done hen needed& compared ith 61 in the bottom roup for

employee enaement+

$*#*#*! Ho' 'or&4life balance of employees varies alon( 'ith their performances in

each a(e (roup

Employee@s performances had stron and clear positi%e relationships ith both or!>life

culture and employee enaement& but the relationship ith percei%ed a%ailability of or!>

life pro%isions as less clear and stron+ This findin as confirmed by statistical analysis

hich suests that employee enaement has the stronest relationship ith producti%ity&

ith or!>life culture as an intermediate effect+ It is statistically sinificant that ;6 of those

in the top roup for or!>life culture stronly areed that they ere %ery producti%e in their

job& compared ith 48 of those in the bottom roup+ $nd ;6 of those in the top roup for

employee enaement said they ere %ery producti%e in their job compared ith 81 in the

bottom roup+ $ain this points to the important role of or!place culture in the relationship

beteen or!>life pro%isions and positi%e business outcomes of employee enaement and

producti%ity+

8B


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1i(ure @> Relationships of 'or&4life provisions 'or&4life culture and employee en(a(ement 'ith :mployee7s

performances

-iscretionary effort also shoed a stron positi%e relationship ith Employee@s

performancesH 6A of those ho stronly areed they ould put in extra effort to et a job

done also stronly areed that they ere %ery producti%e in their job& compared ith 8Mho areed& but not stronly& that they ould put in extra effort+ Producti%ity did not ha%e

such a stron relationship ith or!>life balance+ Those ho areed stronly that they ere

%ery producti%e in their job (16) ere tice as li!ely as those ho disareed (81) to aree

stronly that they had ood or!>life balance+ ust o%er half (9;) of those ho areed they

ere %ery producti%e also areed they had ood or!>life balance compared ith 66 ho

disareed+

-ifferences ere smaller hen considerin the proportion of those ho had a ood or!>life

balance ho areed (A;) or stronly areed (4A) that they ere %ery producti%e

compared ith those ho did not ha%e a ood or!>life balance (A8 and 44)+

1i(ure > :mployee7s performances by 'or&4life balance

Employee enaement predictably has the stronest relationship ith Employee@s

performances+ Gor!>life culture is an important contributor to the impact of or!>life

1


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pro%isions on employee enaement and producti%ity+ Ghile or!>life balance is positi%ely

related to enaement and Employee@s performances& the relationships are not as stron as

those beteen or!>life culture and enaement and producti%ity+ No clear relationship as

found in this study beteen or!>life balance and discretionary effort+

$*#*#*- Ho' issues related to 'or&4life balancin( of employees 'or&in( for .A, Attune

and their aspect on 'or&4life balance in their lives

In the abo%e sections e identified ho different aspects such as ae& ender& illinness to

put an extra effort to or! more& ho they thin! about their performances and ho they

report it alon ith the or! life balance of these employees+ $s e could see there are

number of factors that can be concluded toether from the abo%e mentioned analysis as

shon belo to see ho their ender& ae& or the time shift they or! can affect their

satisfaction ith or! life balance and also ho can it impact in their other aspects such

producti%ity and performances+

Percentaes based on

aes :ender

Percentae based on Satisfaction ith or!

life balance3ull>time

employee

Part>time

employee

'nder 19 1M

/ale 9M AA 81

Satisfied 98

Neutral 11

-issatisfied 1M

3emale 64 A9 89

Satisfied 9A

Neutral 8A

-issatisfied 16

19 C 4 6 61+9

/ale ;1 A4 8M

Satisfied 9;

Neutral 48

-issatisfied 88

3emale 4A AA 81

Satisfied 94

Neutral 11

-issatisfied 19

49 > 66 18

/ale ;M A8 8B

Satisfied 6M

Neutral 8M

-issatisfied 8A

3emale 44 A;+; 84+6

Satisfied 9A

Neutral 18

-issatisfied 18

69 C 9B 8


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-issatisfied 19

3emale 8M B8 B

Satisfied 9A

Neutral 19

-issatisfied 8M

;< 9+19

/ale B4 BM 4

Satisfied 94

Neutral 11-issatisfied 19

3emale M 8life balance satisfaction increases in total compared to other aes as identified+ $lso self>

reported producti%ity or in other ords performances of employees reported by themsel%es

alon ith or! life balance satisfaction increases ith the ae and or!>life balance of

employees alon ith their ability of Employee@s performances in each ae roup increases

as they et older+ This means that hen people ro up in terms of experience and as ell as

in their ae they become matured and find the optimum le%els they o and achie%e better

or! life balance+

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$*#*! ,tudy analyse the impacts of 'or& family life balancin( issues on employees

performances at their 'or& places 9Refer APP:;%I< +=

$*#*!*# 5or&place 'or&4life culture

Duestions relatin to or!place culture hich affect the or!>life balance ere as!ed from

employees at /$S $ttune and their responses ere assessed+ These .uestions co%ered the

four main areas of or!place culture that impact on or!>life balanceH manaement support&

colleaue support& career conse.uences& and eneral expectations or norms about hours and

ender roles+ The findins on the indi%idual items are presented belo by analysis of a or!>

life culture score+ This section concludes ith a selection of respondents@ comments+

The .uestions ere related to folloin scenarios in their job en%ironmentH

• #o their or! is %alued at the or! place by the employer

• #o employees ho persuade a better or!>life balance by i%in prominence to the

family as ell are treated by the employer

• #o ell co>or!ers support to achie%e the or!>life balance

• Respect i%en by the employer to those ho try to achie%e and impro%e or!>life

balance

• #o ell /$S $ttune@s or!>life balance policies support in achie%in a or! life

balance• #o ell senior manaement treat the employees and help them to achie%e a better

or! life balance

• /anaers@ ability to understand hen and here employees ant to i%e their priority

to their family matters

To assess these aspects different .uestions ere as!ed from the participants to the sur%ey and

based on these folloin raph as created+

Responses to individual items on 'or&4life culture

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1i(ure #"> 5or&4life culture in the 'or&place

Ghile immediate manaers are enerally rearded as bein understandin of or!>life

balance needs (M9 aree)& senior manaers are not rearded as bein ood role models for

or!>life balance (46 aree)+ $nother area of or!place culture that less than half of

respondents areed on related to the career conse.uences men face as a result of usin or!>

life pro%isions+

There as a hih neutral response on some items suestin respondents may ha%e had less

direct experience of these issues or had not pre%iously considered them+ #oe%er&

respondents ere more li!ely to ha%e a definite %ie on the beha%iour of direct manaers in

relation to or!>life issues and ho their or! is %alued+

$*#*!*! ,core on 'or&4life culture

$ score for or!>life culture as created by summin the responses on each of the indi%idual

items presented+ This as then analysed in relation to satisfaction ith or!>life balance and

demoraphic differences shoin that ha%in ood or!>life balance as stronly related to

16


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a hih or!>life culture score+ on%ersely& not ha%in a ood or!>life balance as stronly

related to neati%e perceptions of a or!place@s or!>life culture+

1i(ure ##> 5or&4life balance by 'or&4life culture

$*#*!*- 5illin( to put in eBtra effort to (et job done in ti(ht project schedules and ho' it

affects the 'or&4life balance of employees

Nearly all the respondents (BA) said they ere illin to put in extra effort to et a job done

hen needed+ 7nly life balance and discretionary effort+ $s 3iure ; shos& hile

those ho stronly areed that they had ood or!>life balance ere most li!ely to say they

ould o the extra mile if needed (M4)& this as not mar!edly ahead of those ho did not

ha%e ood or!>life balance (;;)+ $nd those ith poor or!>life balance ere more li!ely

to o the extra mile than those ho just areed& rather than stronly areed& that their or!>

life balance as ood (91)+

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1i(ure #!> :ffort put by employees alon( 'ith 'or&4life balance

Gith that e also analysed separately the le%el of or! life balance they ha%e achie%ed alon

ith the enaement of employees in doin extra or! at office+ This as assessed throuh

the .uestionnaire alon ith the appraisal .uestions i%en to them reardin ho they are

or!in to et an appraisal or a salary increment in the next year+ This as implied by the

illinness of them to or! for an extra hour at the or! place+ $ score as assined to these

enaements alon ith ho ell their or! life balance is maintained as a percentae of

employees participated in the sur%ey of or! life balance+

,core on employee en(a(ement

Employee enaement and commitment ere hih across the board ith a hih combined

areement score+

1i(ure #-> :mployee en(a(ement by 'or&4life balance

1;


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$*#*!*$ Ho' number of members in the family affects the 'or& life balance 9Refer

APP:;%I< C=

In the sur%ey conducted one main aspect as i%en to the number of children or dependents

on the employee ho or! at /$S $ttune+ This as as!ed to !no ho ell their or!>family life balance affected based on hether they are married or unmarried and also based

on the number of the dependents they ha%e+

3olloin raph shos the number of people at /$S $ttune ho ha%e dependents ho

sur%i%e from the income they et+ This is cateori=ed based on omen and men+

"en &omen'

('

)'

*'

+'

'

'

.'

/'

Number o dependents or men and women

0ave dependents Don%t have an dependent

3olloin raph shos ho dependents thin! about the employees ($ll 4 cateories of ife&

children and parents are ta!en in a combined ay for this folloin pararaph+)

'(')'*'+','

-'

How dependents think about employees

1M


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$s e can see in the abo%e raph a considerable number of dependents are either thin! they

are luc!y to ha%e them or in a neutral status here it says or!>life balance has not ot

affected much from the family issues for employees at /$S $ttune+

3olloin raph shos the number areeableness of employees ho ha%e dependents and

hom e can belie%e their or!>life balance has ot affected+ 0ased on the anser they a%e

for their or! life balance and the le%el of detailed i%en for ho their family loo! at the

employee and number of dependents ere ta!en into the consideration+

1i(ure #$> 2evel of a(reeableness for employees 'ith dependencies and their 'or& life balance

Therefore e can see that the in /$S attune e%en thouh there are number of employees

ho are occupied ith both family matters as ell as ith number of dependents there is a

hih percentae of employees hom e can say ha%e not ot affected due to the family

matters or based on the number of dependencies they ha%e+ This as pro%ed by the results of

the .uestionnaire here employees ha%e emphasi=ed on the fact that their family is alays

supporti%e hence they can achie%e or! life balance+

$*#*!*/ Ho' overall 'or& family life balancin( issues impact on employees7

performances at their 'or& places>

This section of the sur%ey focuses on shoin the o%erall impact of or! family life

balancin issues on employees@ performances in their or! place+ In doin the o%erall

assessment or!place or!>life culture& score on or!>life culture& ho much illinness

shon by employees to put an extra effort to finish or!& and ho number of family

1A


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members affect the or! life balance are ta!en to consider and from that o%erall impact is

calculated+

23

!2

"#

$#

%&erall work family life balancing issues impact on employees' performances

1verall impact is high

1verall impact is somewhat

high

1verall impact is average

1verall impact is somewhat

low

1verall impact is low

Nearly M9 of the employees@ or! life balance issues impact on their performances at ahih le%el and another 86 et affected at an a%erae le%el hile 88 et slihtly affected in

terms of performances from or!>life balance issues+ Therefore e could see that the impact

is %ery hih if the or!>life balance is not maintained properly by employees and company

must help them to achie%e it here if not their performances could o don company ould

et affected too from it+

1B


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$*#*- ,tudy employees7 aspects on the impact of 'or&4life balance practices includin(

the impact on employee commitment and the employment relations climate

In this section it ill be analysed the aspects of employees at /$S attune reardin the

impact of or!>life balance practices and also ho their or! place and employer cause onachie%in the or!>life balance+ Duestions used to analyse this section are presented in

$PPEN-I? -+

$*#*-*# :mployees7 idea about their 'or& life balance

*(2

)+2

(,2

(,2

(+2

(mployees) idea about work life balance

#trongl Agree Agree 3eutral

Disagree #trongl Disagree

1B+M of employees ho ere participated in the or!>life balance sur%ey are currently not

happy ith it (-isaree and Stronly -isaree)+ $s or! in the office is seen as a bi part of

their li%es& they belie%e achie%in the balance riht isn@t alays easy+ 3indin a ood

or!*life balance implies different meanin to different people but a ood practice and a

ood follo up on a perfect schedule ill help them and as for /$S it is about “ha%in a

measure of control o%er hen& here and ho they or!+" If employees are not happy about

the or! life balance it is important for them to et themsel%es bac! and it is important for

the oranisation to help them to et bac! on to the riht trac!+ 3or example /$S could

pro%ide them ith support ser%ices& ease on or! schedules& ne technoloies to carry out

or! much faster hich ill help them in achie%in or! life balance hich could enhance

performances of employees+

99+6 of employees inter%ieed in /$S $ttune said they ere happy ith their or!>life

balance+ It can be assumed that they enjoy or! and the relationships they ha%e there& and

4


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ha%e enouh time to enjoy their life outside the or! en%ironment as ell+ 3indin a or!>

life balance as said implies differently from person to person hence thouh some miht aree

ith their or!>life balance they miht not ha%e it properly as thin!+ $round 89 of the

employees in the /$S $ttune participated in the sur%ey ere neutral ith their or! life

balance and did not mention if they are happy about their or! life balance or not+

$*#*-*! Availability of 'or&4life provisions at .A, attune and ho' accessible they are

In this section e analyse the information i%en employees reardin ho they thin! about

their or!in life in /$S $ttune and ho accessible they thin! those pro%isions for or!>

life balance in their or! places+ This also includes ho $ttune is pro%idin them an

en%ironment to encourae them for a better or!>life balance en%ironment+ This section ill

brea! mainly into folloin sectionsH

• #o each employee can access or!>life pro%isions in /$S $ttune and types of

ays teach employee use in achie%in or!>life balance

• #o ould they rate their company policies and a%ailability of or! life pro%isions

in their or! place

• $nd the reasons behind not usin these such as o%erloadin or!& deadlines& etc+

$*#*-*- .ost common 'or&4life provisions for employees at .A, Attune

In /$S $ttune there are different or!>life balance methods used by employees accordin to

ho they areed on ho company is expectin them to or! (i+e+ number of hours& number

of days they are expected or!)+ 3olloin ere calculated based on the .uestions shon

belo hich ere presented to the employees at /$S attune throuh the .uestionnaire+

• Number of hours per day they or! e%ery month

/ hours / - () hours () - (+ hours "ore than (+ hours'

('

)'

*'

+'

3umber of hours work per da

3umber of hours work per da

• Number of days they or! late e%ery month

48


38/59

) - + das - / das 4 - () das "ore than () das'

('

)'

*'

+'

'

3umber of das working late

3umber of das working late

There ere six .uestions as!ed form employees reardin different options they ha%e and

analysed them as per the response they a%e for each .uestion+ Then each .uestion are

analysed in terms of total number areed upon& disareed& and also based on ho are neutral

and ho inored these .uestions+ 3lexible start and finish times (Mlife balance and in findin solutions to their family

matters+ $nd important more people areed that in /$S $ttune they can use options i%en by

the company to focus on family matters here they ere not only for omen ith children

but for e%eryone+

1i(ure #/> Ho' employees achieve 'or&4life balance in .A, Attune

“-on@t@ !no" responses ere i%en by number of employees ho too! the or! life balance

sur%ey but ho missed out the number of hours or number of days they are expected to or!

by the company hich as shon earlier+ $lso they ere i%en each of different options they

could use in arranin or! life balance and as!ed their opinion on ho easy to use them

hich as analysed as shon abo%e+ 7ptions ere i%en as or!in part>time in the current

41


39/59

position& unpaid lea%e or flexible hours for out of or! commitments& and usin sic! lea%e to

care for family members+

Before we analyse how well employees’ thinks organisations help on arranging time for

family work help their performances level we added a score on number of options given to

employees to see how each option plays a role in helping employees.

1i(ure #6> ,core (iven based on the selection by employees

$ or!>life pro%isions score as created by addin the responses to the six .uestions on the

a%ailability of or!>life pro%isions+ The most extreme score as 4< and scores %aried from M

to 4< ith a mean of 1< (3iure 1)+ In analysin aainst different options i%en to employees

and demoraphic %ariables& scores ere rouped into hih (14>411) and lo

(M>89)& ith i%e or ta!e 44 of respondents in e%ery atherin+ #ih sa accessibility of

or!>life procurement as identified ith reat or!>life parity (see 3iure 4) i+e+ the

indi%iduals ho trusted they had admittance to a hih number of or!>life procurement ere

more inclined to report reat or!>life parity+ Then aain& the indi%iduals ho thouh they

didn@t ha%e much of options i%en by the company to achie%e a better or!>life balance ere

more prone to say they didnQt ha%e reat or!>life balance+

44


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$*#*-*$ Ho' employees believe or(anisation7s help in mana(in( the 'or& life balance

'ill improve their performances as follo's*

1i(ure #?> Percenta(e of employees believe or(anisation7s help in mana(in( the 'or& life balance 'ill improve their

performances

$s shon abo%e there are hih number of employees ho belie%e in ood or! life balance

ill be achie%ed only hen company is pro%ided ith better options for them to achie%e that+

$*#*-*/ )verall aspects and attitude of employees about the impact of 'or&4life balance

practices includin( the impact on employee commitment and the employment relations

climate

This section describes the eneral or o%erall aspects and attitude of employees about the

impact of or!>life balance practices& includin the impact on employee commitment& and

the employment relations climate+ /ost number .uestions in the .uestionnaire deal

specifically ith .ualitati%e aspects of employees on the or!>life balance matters+ $ %ery

positi%e o%erall fiure of employees (96) ere satisfied in eneral ith or!>life balanceaspects in their life hile 4M of employees participated in the sur%ey are %ery satisfied and

8M are satisfied ith or!>life balance practices+ $lso 16 ere neutral on their aspects

reardin or!>life balance and 11 ere only unhappy ith hat they face in or!>life

balance achie%ements and impacts of it+

In measurin the o%erall aspects and attitudes of employees& their idea about or!>life

balance& a%ailability of or! life pro%isions in /$S $ttune& usin of or!>life balance

46


41/59

pro%isions to maintain the balance of it also their attitude and aspects reardin ho the

company that is /$S $ttune helpin them to achie%e the balance are considered+

3$

"$

2#

"#

*

%&erall aspects and attitude o employees

Extremel #atis5ed

#atis5ed

3eutral

Dissatis5ed

Extremel Dissatis5ed

49


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Chapter 1ive

/*# Conclusion and findin(s

The conclusion is the summary of the content of the report and ill pro%ide a hihliht of the

findins throuhout the research and main contributions of the or! and its sinificance& and

the ad%antaes and limitations of the information presented+

In identifyin the issues related to or!>life balancin of employees or!in for /$S

$ttune e analysed number of different other factors related to or!>life balance and

analysed in the pre%ious section to understand ho different issues related to or!>life

balance are affectin employees+ In the pre%ious analysis done e loo!ed factors by di%idin

into fe sections here in the first one e loo!ed at demoraphic factors such as ae and sex

of the employee and then mo%ed on to ho employees thin! about or!>life culture&

employee enaement and or! life pro%isions for them in /$S $ttune by applyin a score+

In this under demoraphic factors cause or!>family life balancin and ho each ender and

ae roups are enaed ith or!>life balance acti%ities ere as identified+ Ge understood

that the perspecti%e different employees ha%e toards or! life balance chanes based on

their ender here in /$S $ttune e understood that men ere more unsatisfied than

omen about their or! life balance+ 3urther e understood that as the employees et older

and et matured their satisfaction in or! life balance increases and this could be due to their

experience in handlin disputes in their or! life balance practices+

Gor!>life balance of employees alon ith their performances in each ae roup has a

sinificant chanes to the others+ This could be aain due to the le%el of experience they et

as they et matured here e found out that as they et older their enaements ith

employees and or! increases in achie%in better performances in their offices as ell as in

manain a better or! life balance+ $lso in identifyin ho they respond to their or! life

balance achie%ements men and omen ho both are after ae 49 seemed to be satisfied ith

their or! life balance practices and they e%en said to ha%e a %ery producti%e or! life at

office and their illinness to put an extra effort as much hiher+ 0ut also e understood

that the ne employees ho are belo ae 4< or nely joined employees in /$S $ttune still

findin hard to achie%e a better or! life balance+

4;


43/59

Then e started analysin the impacts of or! family life balancin issues on employees

performances at their or! places by ettin employees to anser number of .uestions

reardin their or!place or!>life culture& score they i%e to their or!>life culture and

their illinness to put in extra effort to et job done in tiht project schedules and ho it

affects the or!>life balance of employees+ 3urther e too! it into analysis that ho number

of members in the family affects the or! life balance+ In assessin or! life culture and also

based on the score employees to their or! life culture e ere able to analyse ho their

or! life culture in the /$S $ttune play a role in achie%in the or! life balance+ E%en

thouh in this the majority of the employees responded positi%ely in number of or! life

related aspects such as ho their or! is %alued at the or! place by the employer& ho

employees ho persuade a better or!>life balance by i%in prominence to the family as

ell are treated by the employer& ho ell co>or!ers support to achie%e the or!>life

balance& ho ell /$S $ttune@s or!>life balance policies support in achie%in a or! life

balance& etc+ there is still a lare set of employees ho are either not happy or in a neutral

status about these hich means /$S $ttune has lots of aspects to impro%e in helpin

employees to ro further and increase performances by achie%in a better or! life balance+

In the analysis done it as understood that /$S attune e%en thouh there are number of

employees ho are occupied ith both family matters as ell as ith number of dependentsthere is a hih percentae of employees hom e can say ha%e not ot affected due to the

family matters or based on the number of dependencies they ha%e+ Therefore family matters

play a major role in achie%in better or! life balance practices accordin to employees+

3rom the analysis e understood that the impact is %ery hih if the or!>life balance is not

maintained properly by employees and company must help them to achie%e it here if not

their performances could o don company ould et affected too from it+ $nd therefore

proper recommendations must be i%en to help the employees to achie%e this properly+ $lso

in the next in the analysis it shoed that reardin the or! life pro%isions pro%ided by /$S

$ttune there is a considerable percentae of employees ho are not happy ith those and it is

important for them to pay attention to these to impro%e the total satisfaction of employees

toards these+

4M


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/*! Recommendations

In order to impro%e or! life balance of employees at /$S $ttune& and also to better

respond to some of their needs and concerns& hile also helpin them to impro%e their

performances at the /$S $ttune folloin are recommendedH

/*!*# Improve communication*

There is a need to clearly communicate the uni%ersity commitment to or!>life balance& to

raise aareness and to impro%e !nolede and understandin of rele%ant policies in the

/$S $ttune by ma!in information more accessible to all staff+ It is therefore suested that

information on current and future policies be pro%ided in a user>friendly %ersion throuh the

Intranet& ithin the context of the E.ual 7pportunity and -i%ersity ebsite+ $ paper %ersionof the same information should also be produced for staff ho may not ha%e the opportunity

to access the Intranet and for potential job applicants+

/*!*! Underta&e a revie' of relevant eBistin( policies and eBtend their scope 'here

appropriate*

$ re%ie of existin rele%ant policies should be underta!en in order to clarify meanins and

remo%e ambiuities here needed+ It is also recommended& in the liht of this research@s

results& and in order to promote a more inclusi%e notion of or!>life balance for all& to extendthe scope of policies here%er appropriate+

/*!*- :nsure fairness and consistence in the 'ay office policies that support 'or&4life

balance are implemented*

It is suested that in order to achie%e reater fairness and consistency in the ay office

policies that support or!>life balance are implemented& uidelines should be issued

pro%idin examples of ood practice The implementation of policies should be monitored in

order to achie%e a satisfactory le%el of consistency in their application across the /$S

$ttune+

/*!*$ ,taff development

5ine maners ha%e a !ey role to play to ensure the success of a or!>life balance approach+ It

is important that their %ies are souht ith reard to or!>life issues and that they are

encouraed to ta!e onership of the process+ This could be achie%ed by conductin a series

of focus roups ith them that could also ser%e as a forum for sharin ideas& concerns&information and ood practice on or!>life balance+ In addition to this& aspects of or!>life

4A


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balance could be inserted in the existin manaement de%elopment proramme as ell as in

the proposed core staff de%elopment proramme on e.ual opportunities and di%ersity+ This

should be oanised in close collaboration ith the E.ual 7pportunity*-i%ersity o>ordinator

and 7S5-+

/*!*/ ,harin( (ood practice

$ positi%e step to ta!e ould be to i%e more %isibility to existin ood practice ith a %ie

to sharin it and pro%idin inspiration for future de%elopments+ 3or this purpose a ood

practice uide could be compiled usin internal examples as ell as examples from

companies by benchmar!in+ Information athered throuh the research could be made

a%ailable to all interested staff throuh the Intranet+ It could be a resource for manaers

interested in the implementation details of or!>life balance policies and practices+ It ould

also be useful to identify names of line manaers illin to be contacted to i%e practical

ad%ice on ho to arrane flexible or!in+ This ould encourae some positi%e netor!in

amon line manaers+

/*!*6 Consider implications for 'or&4life balance in relation to 'or&loads and 'or&in(

outside conventional hours*

It is suested that consideration be i%en to the de%elopment of uidelines in order to ensure

that staff or!loads reflect fairly and realistically employees Kresponsibilities and

commitments+ It is also recommended that uidelines be de%eloped relatin to the allocation

of e%enin teachin and at ee!ends+

4B


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References

$ppelbaum& E+& 0ailey& E+& 0er& P+& J alleber& $+ (14


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:reenhaus & 0eutell N+ Sources of conflict beteen or! and family roles+ $cad /anae

Re% 8BA9H M;CAA

#iins& +& -uxbury& 5+& and ohnson& + 5+ (1to>home

spillo%erH The impact of company policies and or!place culture& The Socioloical

Duarterly& 6;(8)& 8849

Patterson& + /+ (1


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Appendices

APP:;%I< A DU:,TI);, U;%:R )+J:CTIE: #

61


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64


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APP:;%I< + DU:,TI);, U;%:R )+J:CTIE: ! A

66


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APP:;%I< C DU:,TI);, U;%:R )+J:CTIE: ! +

69


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6;


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6M


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APP:;%I< % DU:,TI);, U;%:R )+J:CTIE: -

6A


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6B


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9


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98


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,upervisor7s Recommendation

.aster7s %e(ree in +usiness .ana(ementProject Report ,upervisory Report

Name of the studentH,,,,,,,,,,,,,,,,,,,,,,,,,,,,,++

Student Reistration NumberH +,,,,,,,,,,,,,,,,,,,,,,,,,,

Examination index NumberH,,,,,,,,,,,,,,,,,,,,,,,,,,++

TopicH ,,,,,,,,,,,,,,,,,,,,++,,,,,,,,,,,,,,,

,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,

%ate

Time

%etails of ,upervision1rom To

Sinature of the Super%isorH ,,,,,,,,,,,,,,,,,,,,,,,+

Name of the Super%isorH ,,,,,,,,,,,,,,,,,,,,,,+,,

7fficial SealH

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impacts of issues related to work-family life balancing on employee work performance

Documents