Work Life Balance of Women Employees

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

Work Life Balance

Work-life balance is about being able to maintain a balance between work and personal responsibilities on all fronts: Work and family Work and personal fulfillment Work and social and community responsibility

Work Life Balance is not a new concept

The Changing Equations of New Era

THE MACHINE AGE Stress High

THE INDUSTRIAL AGE Higher

THE NETWORKED AGE Highest

Work-Life Balance Women & Work

You went to worklife started only when you go home The worked and women tended the house

Not only are people working at work, but also at home Both men and women worked, and women still tended the house

24 hours workdays split into compartments dedicated for life Both men and women work and tend to the house

Work Life Balance of Women Employees

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

And then there are women who have children later in life because they want to work for reasons of personal satisfaction or for the money.
So, can a woman have it all?

Work-Life Balance does not mean an equal balance.

The Work Life Pendulum

Why WLB is Important to Women?

Today's career women are continually challenged by the demands of full-time work and when the day is done at the office, they carry more of the responsibilities and commitments to home. The majority of women are working 40-45 hours per week and 53% are struggling to achieve work/life balance. Women reported that their lives were a juggling act that included multiple responsibilities at work, heavy meeting schedules, business trips, on top of managing the daily routine responsibilities of life and home. Successfully achieving work/life balance will ultimately create a more satisfied workforce that contributes to productivity and success in the workplace

Work Life is a Cycle

Survey
To understand the work life balance of working women we conducted a survey (the questionnaire is attached with the document). We targeted a sample of 50 working women of all age groups, married to unmarried, women with or without children. The survey was conducted among our friends and relatives and other linked women along with faculty and staff of our college. The objective of the survey was
To understand the work life schedule of women To understand the problems faced by them To find what women want to balance their work - life

Survey Part I

How many days in a week do you normally work?

How many hours in a day do you normally work?

Survey Part I

Are you married?

Do you have children?

Survey Part I Q7
Yes

16%

84%

Do you generally feel you are able to balance your work life?

What problems women face?

Survey Part II
Q 16
Unhaapy Indifferent

Q 17
RARELY SOMETIMES OFTEN

12% 35% 32%

65%

56%

How do you feel about the amount of time you spend at work?

Do you ever miss out any quality time with your family or your friends because of pressure of work?

Survey Part II
Q 18
RARELY OFTEN SOMETIMES ALWAYS

Q 20
YES NO

4% 20%

44% 40% 56%

36%

Do you ever feel tired or depressed because of work?

Does your company have a separate policy for work-life balance?

Survey Part II Q 21
Flexible ending time Flexible hours in general Holidays and pay off

29%

25%

46%

If, yes what are the provisions under the policy?

What Women Want?

Survey Part III

Q 22
Flexible time Flexibility general Holidays

24% 31%

45%

If, yes what are the provisions under the policy?

Do you personally feel any of the following will help you to balance your work life?

Survey Part III

Q 25
Technology like cell phones Support from colleagues Support from family members

Q 28 yes
20%

no

18%

46%

36%

80%

Do any of the following help you balance your work and family commitments?

Do you take special initiatives to manage your diet?

Survey Part III

Q 33
Stongly agree Agree Indifferent

Q 34
Yes
14%

no

8% 24%

68%

86%

Do you feel work life balance policy in the organization should be customized to individual needs?

Do you think that if employees have good work-life balance the organization will be more effective and successful?

HUMAN FACTORS & STYLES OF WORKING CONTRIBUTE TO HAPPY WORK LIFE

PHYSIOLOGICAL

PSYCHOLOGICAL

FITNESS OF INDIVIDUAL OXYGEN IN TAKE CAPACITY SEX BODY BUILD AGE MASCULAR WORK POSTURE

ATTITUDE APTITUDE FRUSTRATION CONFLICT

MORALE INDIVIDUAL DIFFERENCES MOTIVATION

SKILL AND TRAINING NEEDS JOB SATISFACTION FATIGUE BOREDOM MONOTONY

CLOTHING
FOOD HABITS HYGIENIC HABITS WORK ENVIRONMENT OCCUPATIONAL WORK LOAD

FATIGUE
PHYSIOLOGICAL DEPLETION DECREASED CAPACITY FOR WORK CONSCIOUS INABILITY RESULT OF TOO MUCH WORK CHALLENGES SPIRIT IS WILLING BUT FLESH IS WEAK DESIRE FOR REST SOMEWHAT MEASURABLE

BOREDOM
MENTAL DULLNESS DECREASED INTEREST IN WORK FEELING OF INCAPACITY RESULT OF ABSENCE OF WORK CHALLENGES FLESH IS WILLING BUT THE SPRIT IS WEAK DESIRE FOR CHANGE DIFFICULT TO MEASURE

Top 5 Strategies to Strike a Balance

Budget your time both in and out of the office - Schedule your time efficiently at work. Put yourself on your calendar and take some time for you and your family / friends. Leave work on time at least three days per week - There are times when working late just can't be helped, but schedule your time to leave on time three days per week. Control interruptions and distractions - Stay focused while in the office, and budget your time effectively. Try to schedule a block of time during the day without meetings when you can focus on your tasks with minimal interruptions. Explore the availability of flex-time Research flex-time options within your organization. Seize the weekend - Plan your time off Schedule activities with family and friends, a weekend trip, or just something fun. Make your time away from work count!

Framework for successful WLB in Organizations

Identify the key need or reason for introducing WLB policies.

Build the commitment to Work-Life Balance Policies into the organization ' s vision or value statement
Set up a Work-Life Balance Task Force Examine current practices in the organization

Hold joint discussions with employees to evolve policies, while also identifying possible barriers
Communicate policies through handbooks, newsletters, Intranet and other forms of communication

Hold workshops to help Managers implement and manage policies

Begin with a few "quick win" policies

Employers can facilitate WLB with many schemes

Facilities for child care Flexi-timings Work sharing Part time employment Subsidized food plans

Insurance plans
Financial planning services for employees who need them

Employers can facilitate WLB with many schemes

Leave plans - both paid and unpaid - to suit employee's needs Counseling services for problems like managing work and the home Rest rooms, food preparation services Jobs with autonomy and flexibility Realistic work loads Review of work processes to see if the burden on employees can be lightened Maintaining dialogue with the employees and considering their suggestions on a continuous basis

Initiatives taken by cottage industries

Many cottage industries has taken several measures in order to solve the problems of working women. These include:
Baby sitting. Play school.

Conclusion
Work/life programs have the potential to significantly. Improve employee morale, reduce absenteeism Retain organizational knowledge, particularly during difficult economic times. Single mothers who are trying to raise their children and make a living. Work/life programs offer a win-win situation for employers and employees

Thank You