A STUDY ON WORK LIFE BALANCE OF EMPLOYEES TOWARDS SE ELECTRICALS LTD, COIMBATORE

PROJECT REPORT

Submitted by R.PADMA

PRIYA Register No:

!"!! #$!%&

in partial fulfillment for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

IN SC'OOL OF MANA(EMENT

SRI KRIS'NA COLLE(E OF EN(INEERIN( AND TEC'NOLO(Y, COIMBATORE)*+ !!"

JUNE #! #

SRI KRIS'NA COLLE(E OF EN(INEERIN( AND TEC'NOLO(Y, COIMBATORE)*+ !!"

SC'OOL OF MANA(EMENT

PROJECT WORK JUNE #! #

This is to certify that the project entitled

A STUDY ON WORK LIFE BALANCE OF EMPLOYEES TOWARDS SE ELECTRICALS LTD, COIMBATORE

is the bonafide record of project work done by

R.PADMA PRIYA
Register No: !"!! #$!%&
of Master of Business Administration during the year 2011-2012

-----------------------Pro,e-t (.i/e

----------------------Dire-tor

ubmitted for the !roject "i#a-"oce e$amination held on

-------------------%nternal &$aminer

-------------------&$ternal &$aminer

ACKNOWLED(EMENT
%t is with great enthusiasm and learning spirit that % am bringing out this final report' % also feel that it is the right opportunity to acknowledge the support and guidance that came from #arious (uarters during the period of my final report' % e$press my heartfelt sincere gratitude to Dr. S. A001/.r1i, !rincipal) ri *rishna college of &ngineering and Technology) +oimbatore for pro#iding e$cellent opportunity to undergo the project work' % e$tend my sincere thanks to Pro2 .Dr.K.N1g1r1,10, undertake the project work' % am fore#er indebted to my guide) Dr.S.S.0/1r1r1,10, Assistant !rofessor) his #aluable suggestions and for guiding me throughout the entire project work' % also e$press my hearty thanks to Ms.C33141 B151s.6r1710i10) !lant ,- ,ead for her immense support and the organisation for gi#ing me an opportunity to do this project in the organi.ation' /inally) % thank all my family members and friends who supported me for the successful completion of my project' chool of chool of Management) ri *rishna

+ollege of &ngineering and Technology) +oimbatore for his support) encouragement to

Management) ri *rishna +ollege of &ngineering and Technology) +oimbatore for pro#iding

Title) stmt of prblm)objecti#e)resch mthdly) fndngs)sugg) conclsn ABSTRACT The current project work is mainly based on the topic 0A study on work life balance of employees towards & &lectricals1' & &lectricals is a di#ision of u.lon &nergy 2imited) as a group aims to pro#ide a strong renewable energy platform thereby promising to power a greener tomorrow' u.lon is a leading wind power products and ser#ice company with a global footprint' The primary principle shaping the organi.ations structure across global operations is to infuse momentum and fle$ibility in decision- making and e$ecution) with empowered managers' & &lectricals 2imited contains panel manufacturing unit and generator manufacturing unit' The effecti#e work life balance of employees is one of the major acti#ities of ,-M' %t is about people ha#ing a measure of control o#er when) where and how they work' %mpro#ing the balance between working li#es and li#es outside work can bring real benefits for employers and employees' %t can help build strong communities and producti#e businesses' %f work life balance managed well) it can ha#e a significant impact on organi.ational performance and growth) which leads to positi#e organi.ational image' The main aim of the current research is to e$plore how characteristics of work and non-work en#ironment might collecti#ely contribute to the dynamics of work life balance) to identify how far the employees are supporti#e to others and also to know that company policies and system satisfy the employees' This study demonstrates how the relation between role stress and work life balance can be used to promote human well being) while achie#ing enhanced indi#idual performance and effecti#eness' The research study is descripti#e in nature) conducted with the technicians of the organi.ation and (uestionnaire is framed with fifty statements' The effecti#eness of work life balance practices depends on #arious factors' 3ata collection methods consist of primary and secondary data' The tools used to measure the effecti#eness of work life balance are chis(uare) ano#a) factor analysis and mann-whitney' /inally) the study result has support the company for best practice' 3espite some concerns abo#e employee absenteeism) the majority of employees ha#e pro#ided fle$ible working practices and lea#e arrangements found to be cost effecti#e' 4ith those findings that can help the organi.ation to maintain high le#el of work life balance and to know the employees needs and wants regarding the policies concerning to their work life balance'

TABLE OF CONTENTS C'APTER NUMBER TITLE 2% T 5/ TAB2& 2% T 5/ /%67-& 2% T 5/ +,A-T AB T-A+T INTRODUCTION 1'1 AB57T T,& T738 1'2 %937 T-8 !-5/%2& 1'; +5M!A98 !-5/%2& 1': -&"%&4 5/ 2%T&-AT7-& 1'< 5B=&+T%"& 5/ T,& T738 1'> +5!& 5/ T,& T738 .& RESEARC' MET'ODOLO(Y 1'?'1 -& &A-+, 3& %69 1'?'2 3& +-%!T%"& -& &A-+, 1'?'; AM!2%96 3&% 69 1'?': AM!2%96 79%T ." DATA COLLECTION MET'OD 1'@'1 57-+& 5/ 3ATA .8 STATISTICAL TOOLS USED 1'A'1 +,%- B7A-& T& T 1'A'2 +5--&2AT%59 1'A'; 59& 4A8 C A95"A 1'A': /A+T5- A9A28 % 1'A'< 2%M%TAT%59 5/ T738 # DATA ANALYSIS AND INTERPRETATION 2'1 /-&B7&9+8 A9A28 % 2'2 A95"A 2'; +,%- B7A-& 2': +5--&2AT%59 A9A28 % 2: :A << <@ 22 22 22 22 2; 21 20 21 21 21 1 : < 1< 20 20 PA(E NUMBER %ii %# "

2'< /A+T5- A9A28 % 2'> MA99-4,%T9&8 $ ;'1 7MMA-8 5/ /%93%96 ;'2 766& T%59 ;'; +59+27 %59 A!!&93%D % C B7& T%599A%-& A!!&93%D %% C -&/&-&9+&

<A >; >> >A ?0 ?1 ?<

LIST OF TABLES TABLE NUMBER 2'1'1 2'1'2 2'1'; 2'1': 2'1'< 2'1'> 2'1'? 2'1'@ 2'1'A 2'1'10 2'1'11 2'1'12 2'1'1; 2'1'1: 2'1'1< 2'1'1> 2'1'1? 2'1'1@ 2'1'1A 2'1'20 2'1'21 2'1'22 2'1'2; TITLE A6& 5/ T,& -& !593&9T BA &3 +2A %/%+AT%59 6&93&- 5/ T,& -& !593&9T MA-%TA2 TAT7 5/ T,& -& !593&9T 3&!A-TM&9T 5/ T,& -& !593&9T &37+AT%59A2 B7A2%/%+AT%59 5/ -& !593&9T M59T,28 %9+5M& 5/ T,& -& !593&9T /AM%28 T8!& 5/ T,& -& !593&9T M&M&B&- %9 /AM%28 5/ T,& -& !593&9T &D!&-%&9+& 5/ T,& -& !593&9T 45-*%96 3A8 5/ T,& -&4 !593&9T ,57- 5/ 45-*%96 5/ T,& -& !593&9T T-A"&22%96 ,57- 5/ T,& -& !593&9T 45-*%96 ,%/T 5/ T,& -& !593&9T ,57- !&93 4%T, +,%23-&9 5/ -& !593&9T -& !593&9T +,%23 !-56-& +2A %/%+AT%59 3&!&93&9T 5/ T,& -& !593&9T ,57!&93 4%T, -& !593&9T 3&!&93&9T PA(E NUMBER 2: 2< 2> 2? 2@ 2A ;0 ;1 ;2 ;; ;: ;< ;> ;? ;@ ;A :0 :1 :; :: :< :> :?

-& !593&9T 5!%9%59 -&6A-3%96 "A-%57 TAT&M&9T -& !593&9T 5!%9%59 -&6A-3%96 T-& -&2AT&3 /A+T5-& !593&9T 5!%9%59 -&6A-3%96 BA2A9+& 5/ 45-* 2%/& -& !593&9T 5!%9%59 -&6A-3%96 ,%93-A9+& /A+T5-& !593&9T 5!%9%59 -&6A-3%96 A33%T%59A2 !-5"% %59 -& !593&9T 5!%9%59 -&6A-3%96 T-& -&2AT&3 3% &A &

2'1'2: 2'2'1 2'2'2 2'2'; 2'2': 2'2'< 2'2'> 2';'1 2';'2 2':'1 2'<'1 2'>'1 2'>'2

%3&A 5/ &//&+T%"& 45-* 2%/& BA2A9+& 5/ T,& -& !593&9T A95"A /5- A6& 5/ -& !593&9T A93 T-& -&2AT&3 /A+T5A95"A /5- 3&!A-TM&9T 5/ -& !593&9T A93 T-& -&2AT&3 /A+T5A95"A /5- &37+AT%59A2 B7A2%/%+AT%59 A93 T-& -&2AT&3 /A+T5A95"A /5- M59T,28 %9+5M& A93 T-& -&2AT&3 /A+T5A95"A /5- M&MB&- %9 /AM%28 5/ -& !593&9T A93 T-& -&2AT&3 /A+T5A95"A /5- &D!&-%&9+& 5/ -& !593&9T +-5 TAB72AT%59 5/ 45-* %9 ,%/T " 97MB&- 5/ ,57- 4%T, +,%23-&9 +-5 TAB72AT%59 5/ 45-* %9 ,%/T " -&672A-28 M&&T%96 +,%23 T&A+,&+5--&2AT%59 5/ A6& 5/ -& !593&9T " 45-* %9 ,%/T /A+T5- A9A28 % -A9* /5- 3&!A-TM&9T 5/ -& !593&9T " 45-* 2%/& BA2A9+& -A9* /5- &D!&-%&9+& A93 45-* %9 ,%/T

:@ :A <0 <1 <2 <; <: << <> <@ <A >; >:

LIST OF FI(URES S.NO 1'1'1 1'2'1 TITLE BA2A9+& 5/ 45-* A93 2%/& -&+599&+T 4%T, 4,AT MA*& 2%/& B&A7T%/72 PA(E NUMBER 2 ;

LIST OF C'ARTS C'ART NUMBER 2'1'1 2'1'2 2'1'; 2'1': 2'1'< 2'1'> 2'1'? 2'1'@ 2'1'A 2'1'10 2'1'11 2'1'12 2'1'1; 2'1'1: 2'1'1< 2'1'1> 2'1'1? 2'1'2: TITLE A6& 5/ T,& -& !593&9T BA &3 +2A %/%+AT%59 2< 2> 2? 2@ 2A ;0 ;1 ;2 ;; ;: ;< ;> ;? ;@ ;A :0 6&93&- 5/ T,& -& !593&9T MA-%TA2 TAT7 5/ T,& -& !593&9T 3&!A-TM&9T 5/ T,& -& !593&9T &37+AT%59A2 B7A2%/%+AT%59 5/ -& !593&9T M59T,28 %9+5M& 5/ T,& -& !593&9T /AM%28 T8!& 5/ T,& -& !593&9T M&M&B&- %9 /AM%28 5/ T,& -& !593&9T &D!&-%&9+& 5/ T,& -& !593&9T 45-*%96 3A8 5/ T,& -&4 !593&9T ,57- 5/ 45-*%96 5/ T,& -& !593&9T T-A"&22%96 ,57- 5/ T,& -& !593&9T 45-*%96 ,%/T 5/ T,& -& !593&9T ,57!&93 4%T, +,%23-&9 5/ -& !593&9T -& !593&9T +,%23 !-56-& +2A ,57%/%+AT%59 !&93 4%T, -& !593&9T 3&!&93&9T 5/ T,& -& !593&9T 3&!&93&9T %3&A 5/ &//&+T%"& 45-* 2%/& BA2A9+& 5/ :@ T,& -& !593&9T PA(E NUMBER 2:

. INTRODUCTION
. A6o.t t3e st./4 4ork life balance is about people ha#ing a measure of control o#er when) where and how they work' %t is achie#ed when an indi#idualEs right to a fulfilled life inside and outside paid work is accepted and respected as the norm) to the mutual benefit of the indi#idual) business and society' C31r1-teristi-s o2 9or: 10/ 217i54 61510-e 4ork life balance business benefits 9ot constant) comes and goes with life changes %t takes work The process of seeking balance can be deeply rewarding' Wor: 5i2e 61510-e 6e0e2its 1s Attracts new employees ,elps to retain staff Builds di#ersity in skills and personnel %mpro#es morale -educes sickness and absenteeism &nhances working relationship between colleagues &ncourages employees to show more initiati#e and teamwork %ncreases le#els of production and satisfaction 3ecreases stress and burnout 4ork life and personal life are the two sides of the same coin' According to #arious workFlife balance sur#eys) more than >0G of the respondents professionals sur#eyed said that are not able to find a balance between their personal and professional li#es' They ha#e to make tough choices e#en when their work and personal life is nowhere close to e(uilibrium' Traditionally creating and managing a balance between the work life was considered to be a womens issue' But increasing work pressures) globali.ation and technological ad#ancement ha#e made it an issue with both the gender) all professionals working across all le#els and all industries throughout the world' Achie#ing 0work life balance1 is not as simple as it sound'

There is a substantial increase in work due to intense and competiti#e work en#ironment' There is a lot of pressure built up on indi#iduals leading to a number of problems' 5ne should be able to create a balance between ones work life and personal life which is the core part in achie#ing a work life balance' 4ork life balance has come out to be such an important area that there is a lot of research going on' 5rgani.ations are also gi#ing utmost importance to work life balance to get the best out of their employees'

Fig.re . . F1-tors i025.e0-i0g 9or:)5i2e 61510-e 5#er the past generation there ha#e been considerable demographic changes which ha#e influenced our working practices) e$amples of this includeH %ncreased number of women working Cm?0G in 2000 compared to :?G in 1A<A Majority of women with dependent children working C ><G compare to A0G of them men Majority of women return to paid employment after childbirth %ncreased incidence of one parent families I1 in :J %ncreased life e$pectancy is resulting in an ageing population &lderly relati#e responsibilities are on the increase > million adults ha#e responsibilities for another adult care

Trend for starting family later will result in some employees ha#ing both childcare and eldercare responsibilities A#erage age for first baby is 2A and birth rate is 1'? children per women' -etention and recruitment issues are also rele#ant to work-life balance as more and more employers are recognising that their staffs are their most #aluable resource and the key to business success' 4ork life and personal life are inter-connected and interdependent' pending more time in office) dealing with clients and the pressures of job can interfere and affect the personal life) sometimes making it impossible to e#en complete the household chores' 5n the other hand) personal life can also be demanding if ha#ing a kid or aged people) financial problems or e#en problems in the life of a close relati#e' %t can lead to absenteeism from work) creating stress and lack of concentration of work'

Fig.re . .# Pr1-ti-es s.;;orti0g 9or:)5i2e 61510-e 4ork-life balance policies can be made up the following policies and working practices !olicies allowing fle$ible and inno#ati#e working practices) for e$ample) fle$ingtime) annualised hours) staggered hours) job sharing) working from home) term-time hours) compressed hours and part time working'

2ea#e pro#ision) for e$ample) special lea#e for emergencies' &mployee support ser#ices) for e$ample) employee counselling ser#ice or crKche facilities &mployee training and de#elopment) for e$ample) objecti#es and appraisals to take into account work-life balance' .# A6o.t t3e i0/.str4 Wi0/ ;o9er i0/.str4 The wind power industry is in#ol#ed with the design) manufacture) construction) and maintenance of wind turbines' The modern wind power industry began in 1A?A with the serial production of wind turbines by 3anish manufactures' The industry is currently undergoing a period of rapid globali.ation and consolidation' Although the wind power industry is small compared to those to the con#entional power generation technologies Ihydro) coal) nature gas and nuclearJ) it is growing at a much faster rate I2<G per year) from 2002 to 200?J' The wind power industry is currently undergoing a period of rapid globali.ation and consolidation) with much of the recent wind farm de#elopment occurring outside the older established markets' e#eral large companies with market capitali.ation greater than the iemensJ are now making large entire wind power industry itself I6eneral &lectric)

in#estments in wind power' To meet a global wind turbine supply shortage) start-up wind turbine manufacturers are still appearing and ramping up the production of their new wind turbine models as (uick as possible' 4ind turbine manufacturers design) test) manufacture) and assist with the operation and maintenance of wind turbines' %mportant choices facing them include turbine design Igenerator type) gearbo$ #s gear less and materialsJ and how much control to maintain o#er component supplies Iinternal and e$ternalJ' They must be concerned with maintaining their e$tensi#e fleets of operating turbines while at the same time de#eloping newer and e#er-large models' The largest wind turbine manufacturers are based in 3enmark) 6ermany) %ndia and 7 A' 4ind farm de#elopers de#elop and sometimes own and operate wind farms' This in#ol#es purchasing or leasing land) installing meteorological e(uipment to (uantify the wind resource) and securing transmission) power sales) turbines supply) construction and financing) agreements' ome small wing farm de#elopers) lacking the 0muscle1 and financing necessary to secure major turbine supply contracts) will de#elop a project in order to 0flip1 it and sell to large de#elopers such as wind power managing owners' pain)

4ind farm construction companies construct and sometimes assist with the operation and maintenance of wind farms' 4ind power consulting companies offer consulting ser#ice to the wind power industry) including wind turbine design and certification) technical 3ue 3iligence Ior acting as the 0owners &ngineer1J) wind resource maps) wind resource assessments) wind power forecasting) and wind turbine power performance testing' Most of these companies maintain financial independence from wind farm projects in order to guarantee unbiased ser#ice to their clients' 4ind power managing owners are responsible for the operation and maintenance and administration of wind farms which they de#elop or ac(uire' All or part of these responsibilities may be subcontracted the third parties' 4ind power managing owners along with other financing parties and e(uity partners) typically sell the electricity generated from wind farms to public utilities under long term power purchase agreements I!!AsJ where they recei#e a fi$ed price for the electricity' .$ COMPANY PROFILE <1= SE E5e-tri-15s Lt/ & &lectricals limited is 100G subsidiary of u.lon &nergy 2imited' <6= S.>5o0 E0erg4 Li7ite/ +oncei#ed in 1AA< with just 20 people) u.lon is now a leading wind power company with 5#er 10)000 people in ;2 countries' 5perations across the America) Asia) Australia and &urope' /ully integrated supply chain with manufacturing facilities in three continents' ophisticated -L3 capabilities in Belgium) 3enmark) 6ermany) %ndia and the 9etherlands' Market leader in Asia) u.lon market share Icombined with repowerJ is >'AG thereby making u.lon one of the leading wind turbine manufacturing groups in the world'

(5o615 ;rese0-e u.lon has seen consistent and undisputed growth and is now the worlds third largest wind power group' %ndia) home to the groups corporate offices) employs more than 1:)000 people' Their global team) spread across fi#e continents) focuses on adoption of the worlds best practices to fuel continuous growth and propel e$pansion in high potential markets' At u.lon) they combine global e$perience with local e$pertise to ma$imi.e technology for the economic #alue and benefit the clients' u.lon heads its international sales) marketing and ser#ice out of each operationacti#e country with an emphasis on local e$pertise to dri#e high growth in each market' E0/)to)E0/ so5.tio0s u.lon pro#ides M&nd-to-&nd solutions for the %ndian markets in the wind power domain' /rom initiating a project) till completion and beyond) u.lon offers solutions at e#ery stage of wind-powered energy' %t includes the following stages) 2and and site identification upply of accessories ite infrastructure de#elopment %nstallation and commissioning !ower e#acuation 2ife cycle operations and maintenance Assistance for appro#als and loan processing' <-= At 1 g510-e /ounded ,ead(uarters !resence I21 countriesJ H 1AA< H !une) %ndia H Australia) Belgium) Bra.il) +anada)

+hina) 3enmark) 6erman) 6reece) %ndia) %taly) 9ew Nealand) 9icaragua) !ortugal) -omania) pain) ri2anka) The 9etherland) Turkey) 7kraine) 7*) 7 A' Manufacturing 6ujarat) 3aman) !adubudri H %ndia) Maharashtra) !ondicherry)

-L3 The 9etherland Market share ; largest supplier &mployees 2isting </=?isio0 10/ Missio0 ?isio0
rd

H Belgium) 3enmark) 6ermany) %ndia)

H A'@G of the world wind energy market)

H 1:000 O P2; nationalitiesQ H B & and 9 & I%ndiaJ'

0Be a Buality 2eader through Technology and sustainable stakeholder centric management1 Missio0 The mission of (uality is to maintain a satisfied customer base) (ualitati#e supplier base and a highly moti#ated workforce by deli#ering (uality products and ser#ices' %n order to achie#e the mission) they commit themsel#es toH &stablish a (ualitati#e supplies base ha#ing strong focus on (uality system) products and continual impro#ement' !ursue total (uality in e#ery aspect of the organi.ation creating an en#ironment conduci#e for team work of a highly trained and moti#ated workforce who are empowered to reach fullest potential' <e=P3i5oso;34 10/ Str1teg4 <i= P3i5oso;34 To be a company that ser#es society with sustainable wind-power on a commercial scale with a focus on continuously increasing efficiency and reliability of wind turbines' To always be committed to a life-long relationship with customers and work towards total customer satisfaction' To lay importance on better (uality) safety and en#ironment standards'

To build partnerships with all stakeholdersR employees) customers) #endors) ser#ice pro#iders) local communities and go#ernments' To conduct business only with the highest standards of ethics' To contribute to the reduction of use of fossil fuels by reducing carbon footprint in all operations' <ii= Str1teg4 u.lon as a group aims to pro#ide a strong renewable energy platform thereby promising to power a greener tomorrow) today' Together with its subsidiary repower) su.lon has grown to be the ; largest wind turbine supplier in the world ensuring its builds a strong and futuristic path for the wind energy sector' /or m initiating a wind power project) till completion and e#en beyond) u.lon ensures that nothing stands in the way of it ser#ing its purpose' This is with the support of its key differentiators if is the ser#ing its purpose' This is with the support of its key differentiators of is the #ery philosophy of (uestioning at e#ery step that has held to sustain their #ision' The approach) insight) objecti#e and the reports stand testimony to that' <2= (e0esis 10/ (ro9t3 The seeds of u.lon were sown by Mr)Tulsi -' Tanti s #enture into the te$tile
rd

industry' /aced with soaring power cost and the infre(uent a#ailability of power) he looked to wind energy as an alternati#e' Beginning with a wind farm project in the %ndian state of 6ujarat in 1A<<) with a capacity of just ;M" C he set forth project in the %ndian technology and #aried e$pertise to set up technology company' B4 t3e e0/ o2 #!!8, S.>5o0 upplied o#er @000 M4 across the word -egistering 100G growth rate year on year 4as ranked the ; leading wind power e(uipment manufacture &arned a global market share of A'@G Maintained market leadership in Asia u.lon installed o#er :@00 M" of wind turbine capacity) ac(uired o#er <0G market share and reigned as the market leader consecuti#ely for last 11 years'
rd

u.lon energy limitedC%ndias first home-grown wind

<g= Org10is1tio0 Str.-t.re u.lon is a leading wind power products and ser#ice company with a global footprint' The primary principle shaping the organisations structure across global operations is to infuse momentum and fle$ibility in decision- making and e$ecution) with empowered managers' %' %%' Board of directors /unctional structure

Bo1r/ o2 Dire-tors The board of directors) as repositories of corporate power) acts as a guardian to the company) as also the protectors of shareholders interests' The board of the company represents the finest blend of knowledge and e$perience' Tulsi -' Tanti I +hairman and Managing 3irectorJ 6irish -' TantiI &$ecuti#e 3irectorJ Ashish 3hawan I%ndependent 3irectorJ "'-aghuraman I %ndependent 3irectorJ !radip *umar *haitan I %ndependent 3irectorJ Ajay -elan I %ndependent 3irectorJ " - Tanti I&$ecuti#e 3irectorJ Mythili Balasubramanian I3irectorJ F.0-tio015 Str.-t.re u.lon is organi.ed) by function) into the four broad areas listed alongside' +orporate ser#ice Manufacturing Business 7nits Cor;or1te ser@i-e Based in !une) %ndia the corporate office seeks to maintain and enhance u.lons pre-eminent position in the wind energy industry in accordance with corporate #alues of integrity) accountability) e(uity) transparency and en#ironmental responsibility'

To ensure that all group companies conduct their business profitability for stakeholders while adhering to the brand and the cultural core of the company) corporate ser#ice head (uartered in !une' ets strategic direction and allocated capital Manages issues of control and go#ernance 5utlines best of control to be followed across functions % all offices Monitors performance of #arious regions and units !ro#ides #ital shared ser#ices C /inance) legal) +orporate +ommunications) infrastructure) ,uman -esources) %nformation Technology' M10.21-t.ri0g u.lon has 1; manufacturing facilities) spread across ; countriesH +hina) %ndia and 7 A' These units make a wide range of rotor blades) nacelles co#ers) control panels and hubs) tubular tower and generators) co#ering all key components of wind turbines' Additionally) the company is establishing forging facilities of ?0)000 MT and /oundry facilities of 120)000 MT' B.si0ess U0its 6lobally) the u.lon business is di#ided into < regions o Australia o +hina o &urope L rest of Arica o %ndia) outh Asia L M&9A o 9orth America &ach of these are headed by a +&5) and handles all business aspects for that region) including ales) Marketing) 4ind farm 3e#elopment) +-M) all report in the corporate head(uarters' S.>5o0 Coi761tore u.lon started another one of its manufacturing units in *arumathampatti) +oimbatore) with an area of o#er ;<0acres) which started operating in the year of 200@' %t manufacturing plants include & /orge) & &lectricals) ,ansen 3ri#es'

& &lectricals 2imited contains panel manufacturing unit and generator manufacturing unit' !anel unit speciali.es in manufacturing control panels and generator di#ision speciali.es in manufacturing generators for the wind turbines' The manufacturing wind turbine parts of the +oimbatore unit are only for e$port with subsidies from go#ernment' &&2 employs around 220 employees which include both permanent and contract employees' A6o.t SEEL & &lectricals 2imited - an associated company of u.lon &nergy 2imited formed in the year 200@) in about ;?< acres at I &NJ- special economic .one at *arumathampatti) +oimbatoreI3istrictJ' !lant manufacturers 6enerators and control panels for 2'1 M4 wind mills' ,a#ing corporate office at Mone &arth) ,adapsar and -egistered office at Bangalore' Certi2i-1tes & &lecticals is certified % 5 A001H200@ and 5, A 1@001H200? % 5 1:001H200: by 39"' De;1rt7e0ts i0 SEEL /ollowing are the functional di#isions in &&2 C 6enerator 7nit !roduction !urchase and tores Manufacturing &ngineering Buality /inance L administration ,uman resources 3esign /oreign Trade S3i2t ti7i0gs % shift C ?'00 AM to ;';0 !M %% shift C ;';0 !M to 12'00 AM

%%% shift C 12'00 AM to ?'00 AM 6eneral hift @';0 AM to <'00 !M E7;5o4ee E0g1ge7e0t 10/ Cor;or1te Be0e2its 6et Togethers ports +ommittee +ultural +ommittee afety +ommittee 4elfare +ommittee Birthday Blash +orporate &#ents &n#ironment 3ay) Buality month) Blood 3onation +amp etc' Cor;or1te Be0e2its /ree medical %nsurance insurance to employees and their family members' chool /ee reimbursement

The children of any employees who is getting highest marks will be gi#en cash price' er#ice award C employee who complete < years and 10 years successfully'

Medical 2oan Marriage 2oan' Re91r/s *ai.en Award Attendance Award Best !erformance Award' <3= Pro/.-t ;ro2i5e Te-30o5og4 Technology is the best key enabler for a company to be market leader' comprehensi#e product portfolio) ranging from >00*4 to 2'1 M4 wind turbines' u.lons

sophisticated -L3 capabilities in the wind energy space ha#e led to the de#elopment of a

u.lons multi-dimensional approach to #alue engineering and cost reduction pro#ides better margins and a competiti#e ad#antage to its customers' Ai7 To create market defining products' To enable entry into new markets with new applications' To implement robust back end processes' To le#erage work force competency' <i=C1reers C.5t.re The work culture at u.lon hinges on the three pillars of corporate #alues) u.lons work culture' %nducting brand core and philosophy of global assimilation' Agility) creati#ity) adding #alue) commitment and integrity are the base #alues of people into u.lons brand core of sustainable de#elopment is a process that in#ol#es imbibing these #alues and blending the best (ualities of the indi#idual with those of the organi.ation' u.lons employees ha#e helped raise the performance bar in professionalism) opportunity) responsibility) belongingness and accomplishment' 4ith #ision cast high and focus on people) the company offer a truly global e$posure with more than 1000 clients worldwide and projects from other countries' %t has le#eraged the rich operational e$perience of the worlds finest wind power technology to industriously harness an indi#idual towards a powerful Mgreener tomorrow' ?15.es An organisation is built o#er the #alues it stands for' At u.lon they ha#e inculcated #alues that pro#ide the benchmark to car#e #ision) de#elop mission and lay a strong foundation to energi.e the corporate objecti#es' u.lons #alues are an end-to-end cornerstone of all its commitments) endea#ours and progress' <,= M10.21-t.ri0g F1-i5ities +urrently) u.lon has 11 manufacturing facilities in %ndia with an output of close to 12)000 M" per year'

N17e !roduction facility +ontrol panel unit %ntegrated manufacturing facility -otor facility Tubular

Lo-1tio0 +hakan) Maharashtra 3aman 3aman

M10.21-t.re/ -o7;o0e0ts 6enerators +ontrol panels -otor blade) 9acelle) +ontrol !anel -otor blades Tubular towers

manufacturing 3hule) Maharashtra tower 6andhidham) 6ujarat

manufacturing facility

<:= Ser@i-es o22ere/ They ha#e a pool of industrys leading ser#ice staff who pro#ide all types of condition monitoring of wind mill control systems with thermograph) power analy.er and acoustic detectors' <5= A.15it4 Ass.r10-e They are an % 5 A000H200@ accredited organisation) maintaining the culture of standard (uality norms at e#ery production and processing stage' They well de#eloped in house (uality inspection cell is outfitted with latest machines and e(uipment for efficient (uality results' They procure raw materials from genuine sources in the industry to a#oid machining of inferior material' & electrical has a group of well (ualified (uality personnel) who ensure supply of flawless products to the end user'

.+ RE?IEW OF LITERATURE 'R.B1r155, S. B31rg1@1 <#! =, 4ork 2ife Balance has become a subject of concern

for both research scholars and business leaders in #iew of the contemporary demographic) technological) market) and organisational changes associated with it' ,owe#er) there has been little academic attempt to pro#ide a holistic picture of work life balance benefits and programs offered by #arious organisations in %ndia' 4ith the bases of e$tant literature) primary and secondary data) this has made on effort to understand the current status of work life balance in %ndian organisations and to identify its future prospects' The paper has discussed the challenges for effecti#e implementation of such policies) which can help ,managers to be caution before introducing work life balance programs in their respecti#e organisations' Analysis of literature and a#ailable data suggest that family- friendliness of employers in %ndia had been reflected in #arious welfare pro#isions which has been a matter of concern for employers since industriali.ation' 4ith time) the scope and co#erage of such initiati#es ha#e broaden and ha#e become more indi#idual growth and family well-being oriented' ,owe#er) these policies and practise are more permanent in new economy organisations such as software and ser#ices' Moreo#er) the range of work life balance programs #arious across organisations and there is still a long way to go when work life balance will become strategic ,- initiati#es in most organisations' The paper suggests that organisations need to incorporate programs and encourage a culture that support utili.ing them to ensure employee commitment and producti#ity' #. B1-31ri1s, N1/i0e <#!!*=, %t has been suggested that work life balance policies are Mgood weather policies) which ha#e been implemented in times of a fa#ourable economic en#ironment and high demand for labour but may be withdrawn once those conditions deteriorate' This paper outlines three critical limitations of the management oriented work life balance literature' To achie#e a broader outlook on work life balance issues) this paper offers a comparison of the parental lea#e pro#isions in Australia and weden' The two countries ser#e as representati#es of a liberal and a social C democratic welfare state approach to dealing with work life balance conflicts' The comparison aims to demonstrate how differences in legislati#e frameworks create different conte$ts and options for indi#iduals who are trying to reconcile the conflicting spheres of paid work and pri#ate life' %t is shown that work life arrangements are not only subject to an organisational conte$t but are clearly influenced by go#ernment policy frameworks which differ significantly across de#eloped countries'

$.M.3171/ K315i5 O71r) The de#elopment of non standard employment has been rigorous in current employment scenario with the reasons of employer willing to reduce cost) meet the #arious customers demand and to pro#ide fle$ibility as part of work life balance initiati#e' ,owe#er non-standard workers ha#e been regarded as less committed and less satisfied and the true effect in pro#iding work life balance is still less clear' To o#ercome the limitation and incoherent results of prior studies in these areas) works status congruence is proposed using congruency theory while satisfaction towards work life balance is proposed as the unifying construct in determining the effect of different work status which is matched with what the workers want and what the employer is offering' 7sing this congruency perspecti#e) it is assumed that an employee will be more satisfied with his or her work life balance if he or she is working in a work status as well as work schedule) shift and hours that he or she prefer' This will latter affects the workers positi#e work related attitudes) in term of affecti#e and continuance commitment as well as job satisfaction' +.Lo.ise P P1r:es 10/ Peter ' L10g2or/ <#!!"=, %n an Australian sample of o#er 1>)000 employees they assessed whether employees are satisfied with their ability to balance work and other life commitments' They tested the hypothesis that work life balance is important for encaging and retaining employees in the conte$t of other aspects of organisational climate' They also e$plored how indi#idual and organisational #ariables were related to work life balance aiding further de#elopment of theory integrating work with other aspects of life' -esults showed that of 2@ organisational climate factors) work life balance was least related to employee engagement and intention to stay with an organisation' They discuss implications for how organisations position work life balance strategies) particularly in relation to social responsibility and wellness) rather than the solution to employee commitment and retention' %.Dr.?i,141 T.(, 'e71715i0i R, 4ork life balance has always been a concern of those interested in (uality of working life and its relation to the (uality of life' %t consist of two different roles to be performed in organi.ation and at family' !roblems commonly encountered in the role performance often gi#e rise to stress) depending on the role occupant and the en#ironment' This paper e$plains the relationship between work life balance and organi.ational role stress' %t brings out that each role stressor is the result of specific problems faced by the occupant and the identification of prominent role stressor and its implications for the

indi#iduals in relation to work life balance' The paper demonstrates how the relation between role stress and work life balance can be used to promote human well being) while achie#ing enhanced indi#idual performance and effecti#eness' The result shows that there e$ist significant relationships among all the role stressors with work life balance' And there is no significant difference between the men and women in e$periencing it' This shows that organi.ational stress has a greater impact on work life balance which is indifferent for men and women' *.T1041 Bret3erto0<#!!"=, &mployer perspecti#es on work life balance are under de#eloped and underCrepresented within the conte$t of public debate on work and family' The current state of policy debate on work and family is grounded in the #alue of choice and implicitly suggests that e$panding the range of programs a#ailable will ine#itably deli#er a superior program for employees and employers' This paper presents the e$perience of two organisations which ha#e implemented successful work-life programs by focusing e$clusi#ely on work place and work force need) rather than policy rhetoric' +omparing the e$perience of these two organisations demonstrates that the needs of employers may be better ser#ed by a shift in the policy debate toward program Mappropriateness and impro#ed program e#aluation techni(ues and away from Mchoice' &. J1-C.i A66ott, 'e5e0 De Cieri, The pro#ision of work life balance #aries between organisations) while some organisations pro#ide a comprehensi#e range of work life balance' Their research aims to identify and e$amine the influences on the pro#ision in an organisation' -ecognising the potential for different goals and agenda) they propose that it is necessary to understand the perspecti#es of work life balance held by managers and by employees' To inform their research) they ha#e drawn upon the complementary theoretical bases of strategic choice theory) stakeholder theory and the resource based #iew of the firm' 7sing multiple methods of data collection and including management and employee perspecti#es) (ualitati#e case studies were undertaken with two Australian subsidiaries of large multinational firms' They de#elop and refine a framework that identifies the influences on the pro#ision of work life balance' This framework is a useful guide for researchers and practitioners seeking to understand and manage it' ".K31ir.00ee>17 Mo3/ Noor, This study e$amined the relationship between

percei#ed work life balance satisfaction of academics in Malaysian public higher education

institutions and their intentions to lea#e the organisation' The study used an on-line sur#ey of academics from threepublic uni#ersities in Malaysia' A total of 10?@ usable responses were recei#ed for a response rate of ;?'2' The responses from the sample are used to test the hypotheses that job satisfaction and organisational commitment will mediate the relationship between work life balance and intention to lea#e' The result indicated that percei#ed work life balance satisfaction was corrletated negati#ely with intention to lea#e the organisation among academics' The results of the simple mediation analysis indicate that job satisfaction and organisational commitment or partial mediators for the relationship between work life balance and intention to lea#e' The implications of the finding for management particularly those in public higher education institutions are discussed' The finding of the study will help in terms of understanding the state of work life balance of academics and its relationship with their intention to lea#e ) it was hoped that the finding of the study would had to a larger body of studies of work life balance and intention to lea#e especially studies among Malaysian higher education academics' 8. Ni31ri:1 Do65e, M.?.S.;ri41, This paper address work life balance across genders' Both men and women reported e$periencing work life imbalance' 5rganisational efforts at pro#iding a supporti#e work en#ironment or appreciated as they goes a long was towards enhancing work life balance' %n the post liberalisation conte$t) %ndian organisations are trying to enable work life balance through initiati#es including fle$ times) part time work) pro#ision of child care facilities' These initiati#es are (uiet similar to those that are pro#ided in other countries no doubt) this is a promising trend' 8et) these respondents in this sample ha#e reported their inability to balance work and home' %n the light of this obser#ation) the paper suggests the need to impro#e work life balance practices to enable employees to balance their li#es' This will ensure a congenial work place for employees and may work more meaningful to them' !.Pr101@ N1.t310i, 5#er the last si$ decades work life balance has emerged as a important human resources management aspect for employers' 6lobally) a wide gamut of work life balance facilities is being pro#ided by a large number of organisations' -ecent economic down turn has witnessed a sudden interruption in the spread and growth of it facilities at organisational le#el'

This paper presents the key recessionary reasons which ha#e negati#ely influenced employee work life balance' /or the important re(uisition specific benefits which organisation can a#ail due to enhanced employee work life balance had been presented follow by suggestion for adopting work life balance facilities under current economic down turn as well as in any such situations in the future'

.% OBJECTI?ES OF T'E STUDY 1' To identify how far working hours creates an impact in the employees personal life' 2' To understand the work life relationship in the organi.ation' ;' To find out how far employees balance their personal and professional life :' To identify how far the employees are supporti#e to others <' To know that company policies and system satisfy the employees' .* SCOPE OF T'E STUDY The study conducted is 0work life balance1 at & &lectrical 2td) +oimbatore' This study helps the management to maintain the balance of work of its employees' The employees are also parallel moti#ated and de#eloped in such a way as to achie#e satisfaction in their personal goals and organi.ation' This was done by understanding the factor that caused imbalance job' This study ser#es as a base for taking up many other research studies in the forth coming years' /uture) the study can be e$pended in the field of studying the tools for the de#elop the life balance and reduce stress) which helps to analy.e the scope for the impro#ement of e$isting system and it help to analy.e) the interaction among #arious le#el of the employees' .& RESEARC' MET'ODOLO(Y -esearch Methodology is a way to systematically sol#e the research problems' %t may be understood as a science of studying how research is done scientifically' %t includes the o#erall research design) the sampling procedure) data collection method and analysis procedure' .&. Rese1r-3 Desig0 -esearch design stands for ad#ance planning of the method to be adopted for collection the rele#ant data and the techni(ues to be used in adopted for collecting the rele#ant data and the techni(ues to be used in analysis) keeping the #iew objecti#es of the research and a#ailability time' %n general) research design is the conceptual structure within which research is conductedR it constitutes the blue print for the collection) measurement and analysis of data'

.&.# Des-ri;ti@e Rese1r-3 3escripti#e research study includes sur#eys and facts C finding en(uiries of different kinds) which help the researchers to describe the present situation that makes the analysis about the effecti#eness of work life balance among the employees and helps to reach the objecti#es' .&.$ S17;5i0g Desig0 ampling design is to clearly define set of objecti#e) technically called the uni#erse to be studied' This research has finite set of uni#erse and the sampling design used in the study is probability sampling' .&.+ S17;5i0g U0it The item selected from the population constitutes the sample unit' The study co#ers the technicians of the company' Total sample unit for the study is 10>' ." DATA COLLECTION MET'OD .". So.r-es o2 D1t1 Both primary and secondary data are used for the data collection' Pri71r4 D1t1 The primary data is collected from the respondents through (uestionnaire' The (uestionnaire consists of #arious (uestions focusing on the internal communication process between employer and employee relationship in the company' The responses are collected from them and used for analysis' The (uestionnaire is constructed as the heart of sur#ey operation' Se-o0/1r4 D1t1 econdary data was collected from books) websites etc' The data relating to the history of the company is collected from the personnel manual and records of the company' .8 STATISTICAL TOOLS USED A multitude of different statistical tools is a#ailable) some of them simple) some complicated) and often #ery specific for certain purposes' %n analytical work) the most

important common operation is the comparison of data) or sets of data) to (uantify accuracy IbiasJ and precision' /ortunately) with a few simple con#enient statistical tools most of the information needed in regular laboratory work can be obtainedH the St-test) the S/-testS) and regression analysis' +learly) statistics are a tool) not an aim' imple inspection of data) without statistical treatment) by an e$perienced and dedicated analyst may be just as useful as statistical figures on the desk of the disinterested' The #alue of statistics lies with organi.ing and simplifying data) to permit some objecti#e estimate showing that an analysis is under control or that a change has occurred' &(ually important is that the results of these statistical procedures are recorded and can be retrie#ed' .8. C3i)SC.1re Test +hi-s(uare analysis in statistics is to test the goodness of fit to #erify the distribution of obser#ed data with assumed theoretical distribution' Therefore it is a measure to study the di#ergence of actual and e$pected fre(uencies' !earsonTs chi-s(uared test) also known as the chi-s(uared goodness-of-fit test or chi-s(uared test for independence' .8.# Corre51tio0 +orrelation analysis is a family of statistical tests to determine mathematically whether there are trends or relationships between two or more sets of data from the same list of items or indi#iduals' The tests pro#ide a statistical yes or no as to whether a significant relationship or correlation e$ists between the #ariables' +orrelation is computed into what is known as the correlation coefficient) which ranges between -1 and O1' !ositi#e correlation is indicated by O1 and negati#e correlation is indicated by -1' .8.$ O0eDW14 ANO?A The 5ne-4ay A95"A procedure produces a one-way analysis of #ariance for a (uantitati#e dependent #ariable by a single factor IindependentJ #ariable' Analysis of #ariance is used to test the hypothesis that se#eral means are e(ual' This techni(ue is an e$tension of the two-sample test' .8.+ F1-tor A0154sis /actor analysis is a statistical method used to describe #ariability among obser#ed) correlated #ariables in terms of a potentially lower number of unobser#ed #ariables called

factors' %n other words) it is possible) for e$ample) that #ariations in three or four obser#ed #ariables mainly reflect the #ariations in fewer such unobser#ed #ariables' /actor analysis searches for such joint #ariations in response to unobser#ed latent #ariables' The obser#ed #ariables are modeled as linear combinations of the potential factors) plus SerrorS terms' The information gained about the interdependencies between obser#ed #ariables can be used later to reduce the set of #ariables in a dataset' +omputationally this techni(ue is e(ui#alent to low rank appro$imation of the matri$ of obser#ed #ariables' /actor analysis originated in psychometrics) and is used in beha#ioral sciences) social sciences) marketing) product management) operations research) and other applied sciences that deal with large (uantities of data' .8.% Li7it1tio0s o2 St./4 1' The study may be applicable only to the employees in u.lon !#t 2tdI &&2 7nitJ) *arumathampatti 2' The data ha#e been collected from the present employees only' o it may #ary in future' ;' There may be a personal bias of the respondent) which affects the result of the study' :' amples ha#e been collected from limited number of respondents due to short period of time' <' Meeting the respondents at their work place was #ery difficult for the researcher' >' ome workers were reluctant to re#eal certain information and were not able to e$press their opinion freely'

#. DATA ANALYSIS AND INTERPRETATION

#. FreC.e0-4 A0154sis T165e ) #. . Age o2 t3e res;o0/e0ts 61se/ -51ssi2i-1tio0 Age 20 - ;0yrs ;1 - :0 yrs :1 - <0 yrs Abo#e <0 yrs Tot15 No o2 Res;o0/e0ts >@ ;2 < 1 !* C31rt No D #. . Age group of respondents
70 60 50 40 30 20 10 0 20 - 30yrs 31 - 40 yrs 41 - 50 yrs Above 50 yrs No of Respondents

Per-e0t1ge >:'2 ;0'2 :'? 'A !!.!

I0ter;ret1tio0 Majority of the respondents belong to 20-;0years) some of the respondents belong to ;1-:0 years and remaining few of the respondents belong to other age group of respondents'

T165e #. .# (e0/er o2 t3e res;o0/e0ts 61se/ -51ssi2i-1tio0

(e0/er Male /emale Tot15

No o2 Res;o0/e0ts ?; ;; !*

Per-e0t1ge >@'A ;1'1 !!.!

C31rt No)#. .# 6ender of respondents

80 70 60 50 40 30 20 10 0 Male Female

No of Respondents

I0ter;ret1tio0 Majority of the respondents belong to male gender) and remaining few of the respondents belong to female gender'

T165e #. .$ M1rit15 St1t.s o2 t3e res;o0/e0ts M1rit15 St1t.s Married 7nmarried Tot15 No o2 Res;o0/e0ts :1 >< !* Per-e0t1ge ;@'? >1'; !!.!

C31rt No)#. .$ Marital status of respondents

nmarr!ed No of Respondents Marr!ed

20

40

60

80

I0ter;ret1tio0 Majority of the respondents belong to unmarried status and some of the respondents belong to married status'

T165e #. .+ De;1rt7e0t o2 t3e res;o0/e0ts 61se/ -51ssi2i-1tio0 De;1rt7e0t !roduction Buality tores 3esign Maintenance Manufacturing &ngineering Tot15 C31rt No )#. .+ 3epartment of respondents
60 50 40 30 20 10 0 No of Respondents

No o2 Res;o0/e0ts <1 20 1: : 1> 1 !*

Per-e0t :@'1 1@'A 1;'2 ;'@ 1<'1 'A !!.!

I0ter;ret1tio0 Majority of the respondents belong to production department) some of them belong to Buality) Maintenance) tores department) remaining few belong to 3esign and Manufacturing &ngineering'

T165e #. .% E/.-1tio015 A.15i2i-1tio0 o2 t3e res;o0/e0ts 61se/ -51ssi2i-1tio0 E/.-1tio015 A.15i2i-1tio0 upto 12th 3iploma 76 !6 5thers Tot15 No o2 Res;o0/e0ts 20 :0 1? A 20 !* C31rt No)#. .% &ducation of -espondents
40 35 30 25 20 15 10 5 0

Per-e0t1ge 1@'A ;?'? 1>'0 @'< 1@'A !!.!

No of Respondents

I0ter;ret1tio0 Most of the respondents ha#e diploma (ualification) some of the respondents ha#e , +IO2J) 76 (ualification) few of the respondents ha#e been completed !6'

T165e #. .* Mo0t354 I0-o7e o2 t3e res;o0/e0ts Mo0t354 I0-o7e Per-e0t1ge ;<'@ :;': 1<'1 <'? !!.!

No o2 Res;o0/e0ts ;@ :> 1> > !* C31rt No)#. .* alary of respondents

Below <ooo <000-?000 ?000-10000 abo#e 10000 Tot15

above 10000

7000-10000

5000-7000

"elo# 5ooo 0 10 20 30 40 50

I0ter;ret1tio0 Majority of the respondents ha#e earn -s'<000-?000 of monthly income) some of the respondents ha#e earn below -s'<000 and few of the respondents belong to other group of monthly income'

T165e #. .& F17i54 T4;e o2 t3e res;o0/e0ts 61se/ -51ssi2i-1tio0

T4;e o2 F17i54 =oint 9uclear Tot15

No o2 Res;o0/e0ts <A :? !* C31rt No )#. .& /amily type of respondents

Per-e0t1ge <<'? ::'; !!.!

47

$o!nt N%&lear 5'

I0ter;ret1tio0 Majority of the respondents belong to joint family and remaining respondents belong to nuclear family'

T165e #. ." Me76ers i0 F17i54 o2 t3e res;o0/e0ts

Me76ers i0 F17i54 Two Three /our /i#e abo#e fi#e Tot15

No o2 Res;o0/e0ts 1; 2A ;< 1? 12 !* C31rt No)#. ."

Per-e0t1ge 12'; 2?': ;;'0 1>'0 11'; !!.!

Members in family of respondents

35 30 25 20 15 10 5 0 (#o ()ree Fo%r F!ve above f!ve

I0ter;ret1tio0 Majority of the respondents belong to four and abo#e in family) some of the respondents belong to three in family) and remaining few of respondents belong to two group of family members'

T165e #. .8 EE;erie0-e o2 t3e res;o0/e0ts 61se/ -51ssi2i-1tio0

Res;o0/e0ts EE;erie0-e U1 yr 1-; yr ;-< yr <-10 yr V10 yr Tot15 No o2 Res;o0/e0ts 2: <1 22 : < !* C31rt No)#. .8 &$perience of respondents
60 50 40 30 20 10 0 *1 yr 1-3 yr 3-5 yr 5-10 yr +10 yr

Per-e0t1ge 22'> :@'1 20'@ ;'@ :'? !!.!

I0ter;ret1tio0 Most of the respondents ha#e e$perience of 1-; years) some of the respondents ha#e e$perience of less than one year and ;-<years) and remaining few of respondents ha#e e$perience of more than 10 years'

T165e #. . ! Wor:i0g /14s o2 t3e res;o0/e0ts 61se/ -51ssi2i-1tio0 D14s i0 1 Wee: No o2 Res;o0/e0ts 2ess than < days < days > days ? days Tot15 ; 2< ?: : !* C31rt No)#. . ! 4orking days of respondents
7 days

Per-e0t 2'@ 2;'> >A'@ ;'@ !!.!

6 days

5 days

,ess t)an 5 days 0 20 40 60 80

I0ter;ret1tio0 Majority of the respondents ha#e been working in si$ days a week) some of the respondents ha#e been working fi#e days a week and few of the respondents ha#e been working less than fi#e days and more than > days'

T165e #. . 'o.rs o2 Wor:i0g o2 t3e res;o0/e0ts 61se/ -51ssi2i-1tio0 'o.rs i0 /14s No o2 Res;o0/e0ts ?-@ hours @-A hours A-10 hours 10-12 hours Tot15 <A :0 < 2 !* C31rt No)#. . 4orking hours of respondents
60 50 40 30 20 10 0 7-8 )o%rs 8-' )o%rs '-10 )o%rs 10-12 )o%rs

Per-e0t <<'? ;?'? :'? 1'A !!.!

I0ter;ret1tio0 Majority of the respondents ha#e been working ?-@ hours and @-A hours per a day and few of the respondents ha#e been working in more than A hours'

T165e #. . # Tr1@e55i0g 3o.rs o2 t3e res;o0/e0t 61se/ -51ssi2i-1tio0 No o2 Tr1@e55i0g ti7e ;er /14 less than half an hour nearly one hour nearly two hour more than two hours Tot15 Res;o0/e0ts ;A :: 1@ < !* C31rt No)#. . # Tra#elling hours of respondents Per-e0t1ge ;>'@ :1'< 1?'0 :'? !!.!

45 40 35 30 25 20 15 10 5 0 less t)an )alf an )o%r

nearly one )o%r

nearly t#o )o%r

more t)an t#o )o%rs

I0ter;ret1tio0 Majority of the respondents ha#e been tra#elling nearly one hour per a day and less than half an hour a day) some of the respondents ha#e been tra#elling nearly two hours a day and few of the respondents ha#e been tra#elling work more than two hours per day'

T165e #. . $ Wor: S3i2t o2 res;o0/e0ts 61se/ -51ssi2i-1tio0 S3i2t 9or: 6eneral shift night shift alternati#e Tot15 No o2 Res;o0/e0ts << ; :@ !* C31rt No)#. . $ hift timing of respondents Per-e0t1ge <1'A 2'@ :<'; !!.!

48

55

-eneral s)!ft n!.)t s)!ft alternat!ve

I0ter;ret1tio0 Majority of the respondents ha#e been working in general and alternati#e shift) few of the respondents ha#e been working in night shift'

T165e #. . + 'o.rs S;e0/ 9it3 C3i5/re0 o2 t3e res;o0/e0ts 61se/ -51ssi2i-1tio0

'o.rs S;e0/ No o2 Res;o0/e0ts 2ess than 2 hours 2-; hours ;-: hours :-< hours Tot15 A 1A 10 2 +! C31rt No)#. . + Time spend with +hildren
20 18 16 14 12 10 8 6 4 2 0 ,ess t)an 2 )o%rs 2-3 )o%rs 3-4 )o%rs 4-5 )o%rs

Per-e0t1ge 22'< :?'< 2<'0 <'0 !!.!

I0ter;ret1tio0 Most of the respondents like to spend 2-; hours with children) some of the respondents like to spend less than 2 hours and ;-: hours with children and few of the respondents like to spend :-< hours with children'

T165e #. . % Res;o0/e0tsF -3i5/ ;rogress 61se/ -51ssi2i-1tio0

C3i5/ Progress No o2 Res;o0/e0ts once in two week once in month once in > month once in a year Tot15 : 1A 1; : +! C31rt No)#. . %
-espondents child progress

Per-e0t1ge 10'0 :?'< ;2'< 10'0 !!.!

4 /)!ld 0ro.ress on&e !n t#o #ee1 on&e !n mont) 1' on&e !n 6 mont) on&e !n a year

13

I0ter;ret1tio0 Most of the respondents belong to meet their childs teacher once in month and once in si$ months) some of the respondents belong to meet childs teacher once in two week and once in a year'

T165e #. . * De;e0/e0ts o2 t3e res;o0/e0ts 61se/ -51ssi2i-1tio0

C1re T1:i0g No o2 Res;o0/e0ts 5lder people dependent adults 3ependent children 9one Tot15 ;A 1A 2@ 20 !* C31rt No)#. . * Per-e0t1ge ;>'@ 1?'A 2>': 1@'A !!.!

None

2ependent &)!ldren

dependent ad%lts

3lder people 0 10 20 30 40

I0ter;ret1tio0
Most of the respondents ha#e been taking care of older people) some of the respondents ha#e been taking care of dependent children and remaining some of the respondents ha#e been taking care of dependent adults and none'

T165e #. . & 'o.rs s;e0/ 9it3 res;o0/e0tFs /e;e0/e0t 61se/ -51ssi2i-1tio0

'o.rs No o2 Res;o0/e0ts less than 2 hours 2-; hours ;-:hours more than : hours Tot15 ;A 2A 1: : "* Per-e0t1ge :<'; ;;'? 1>'; :'? !!.!

C31rt No)#. . &

Time spend with dependents of respondents
45 40 35 30 25 20 15 10 5 0 0 4o%rs less t)an 2-3 )o%rs 3-4)o%rs 2 )o%rs

3' 2' 14 4 more t)an 4 )o%rs No of Respondents

I0ter;ret1tio0
Most of the respondents ha#e spent less than 2 hours) some of the respondents ha#e spent 2-; hours) few of the respondents ha#e spent more than three hours'

T165e #. . " Res;o0/e0tsF o;i0io0 reg1r/i0g t3e st1te7e0ts

St1te7e0ts My work life is balanced % often think and worry about my work when %m not at work' % feel that %m spending too much time at work % usually miss out (uality time with my family and friends because of pressure of work % usually feel tired and depressed at the end of the day % spend time for doing physical e$ercise % ha#e a good friend at work place for sharing my worries %m satisfied with the support pro#ided by the company at times of personal contingencies like accidents etc % ha#e had problems in my personal life due to pressure of work My organi.ation encourages family members in work achie#ement reward functions My organi.ation ha#e social functions at times suitable for families My company ha#e a separate policy for work life balance 9um G 9um G 9um G 9um G 9um G 9um G 9um G 9um G 9um G 9um G 9um G 9um G SA ;? ;:'A 2: 22'> 2? 2<'< ;1 2A'2 2: 22'> 1@ 1?'0 :? ::'; 2? 2<'< 11 10': > <'? @ ?'< 1? 1>'0 A 2A 2?': :< :2'< 2@ 2>': ;A ;>'@ :1 ;@'? ;1 2A'2 :2 ;A'> :> :;': 2; 21'? 1A 1?'A 1@ 1?'0 ;1 2A'2 N 1< 1:'2 1@ 1?'0 2@ 2>': 11 10': 20 1@'A 1: 1;'2 10 A': 1< 1:'2 ;; ;1'1 1? 1>'0 1A 1?'A :0 ;?'? D 21 1A'@ 1: 1;'2 20 1@'A 1A 1?'A 1@ 1?'0 2; 21'? < :'? 1> 1<'1 2A 2?': ;> ;:'0 ;2 ;0'2 10 A': SD Tot15 : ;'@ < :'? ; 2'@ > <'? ; 2'@ 20 1@'A 2 1'A 2 1'A 10 A': 2@ 2>': 2A 2?': @ ?'< 10> 100 10> 100 10> 100 10> 100 10> 100 10> 100 10> 100 10> 100 10> 100 10> 100 10> 100 10> 100

I0ter;ret1tio0 /rom the abo#e table) majority of the respondents agreed that their work life is balanced) some of the respondents disagree with statement'

Majority of the respondents agreed that they often think and worry about the job when not at work) some of the respondents stand on neutral position Ineither agree nor disagreeJ and remaining respondents disagree to the statement' Majority of the respondents agreed that they spend too much time at work) some of the respondents disagree with statement' Majority of the respondents agreed that they miss (uality time with family and friends) some of the respondents disagree to the statement' Majority of the respondents agreed that they feel tired and depressed of work) remaining respondents disagree to the statement' Majority of the respondents agreed that they do physical e$ercise and some of the respondents disagree to the statement' Most of the respondents ha#e agreed that they ha#e friend to share worries) some of the respondents stand on neutral position and remaining respondents disagree to the statement' Majority of the respondents ha#e agreed to the support pro#ided by the company during emergency) some of the respondents disagree to the statement' Majority of the respondents agree and stand on neutral position that pressure of work leads to personal problem) few of the respondents disagree to the statement' Majority of the respondents disagree that organi.ation encourages family for reward achie#ement) some of the respondents agree to the statement' Majority of the respondents disagree that organi.ation ha#e social functions) some of the respondents agree to the statement' Most of the respondents ha#e agreed that the company policy for work life balance) some of the respondents stand on neutral position and remaining respondents disagree to the statement'

T165e No #. . 8 Res;o0/e0tFs o;i0io0 reg1r/i0g t3e stress re51te/ 21-tors St1te7e0ts %m afraid %m not learning enough in my role to take higher responsibility %m not able to satisfy the conflicting demands of #arious people abo#e me 5ther role occupants do not gi#e enough attention and time to my role %m not clear on the scope and responsibilities of my job % do not get enough resource to be effecti#e in my role % dont ha#e time and opportunities to prepare myself for the future challenges of my job % ha#e not had right training for my job SA 9um 11 G A 2: N 1A D :? SD < Tot15 10> 100 10> 100 10> 100 10>

10': 22'> 1?'A ::'; :'? 2A 2: ;A A

9um < G :'?

2?': 22'> ;>'@ @'< ;1 2A ;; @

9um < G :'?

2A'2 2?': ;1'1 ?'< ;; 21 ;: 1;

9um < G :'?

;1'1 1A'@ ;2'1 12'; 100 2: 2? :; ? 10> 100 10> 100 10>

9um < G :'?

22'> 2<'< :0'> >'> 2@ 2@ ;< A

9um > G <'?

2>': 2>': ;;'0 @'< 2< 1; :1 1;

9um 1: G

1;'2 2;'> 12'; ;@'? 12'; 100

I0ter;ret1tio0 /rom the abo#e table) most of the respondents ha#e disagreed that afraid of not learning in the job) some of the respondents ha#e agreed to the statement' Most of the respondents ha#e disagreed that to the unsatisfied demand of #arious people) some of the respondents ha#e agreed to the statement' Most of the respondents ha#e disagreed to lack of attention from other role occupants) some of the respondents ha#e agreed to the statement' Most of the respondents ha#e disagreed that they are not clear on the scope of the job) some of the respondents ha#e agreed to the statement' Most of the respondents ha#e disagreed to lack of effecti#e resources for completion of task) some of the respondents ha#e agreed to the statement' Most of the respondents ha#e disagreed that they ha#e no time for preparing future challenges) some of the respondents ha#e agreed to the statement' Majority of the respondents ha#e disagreed that they ha#e no training for the job) some of the respondents ha#e agree to the statement'

T165e No #. .#! Res;o0/e0ts o;i0io0 reg1r/i0g t3e 61510-e o2 9or: 5i2e St1te7e0ts /le$ible starting hours /le$ible finishing time /le$ible hours) in general ,olidaysFpaid tome offs =ob sharing +areer break Time off for family e#ents I0ter;ret1tio0 /rom the abo#e table) majority of the respondents ha#e agreed with fle$ible working hours) some of the respondents ha#e disagreed with the statement' Majority of the respondents ha#e agreed with fle$ible finishing time) some of the respondents ha#e disagreed with the statement' Majority of the respondents ha#e agreed with fle$ible timing of work) some of the respondents stand in neutral) few of the respondents disagree to the statement' Majority of the respondents ha#e agreed with holidays and paid off) some of the respondents stand in neutral) few of the respondents disagree to the statement' Majority of the respondents ha#e agreed with job sharing) some of the respondents disagreed to the statement' Majority of the respondents ha#e agreed that of with career break) some of the respondents disagreed to the statement' Majority of the respondents ha#e agree with time for family e#ents) some of the respondents stand in neutral) few of the respondents disagree to the statement' G G G G G G G SA 9um ;@ 9um :; 9um ;< 9um ;2 9um 1< 9um 1; 9um 1: A ;< ;2 :1 2? :> :1 :2 N 11 1; 1@ 2> 2; 2< 2@ D 1A 1? 10 1> 1A 2> 1@ SD ; 1 2 1'A < ; 1 : Tot15 10> 100 10> 100 10> 100 10> 100 10> 100 10> 100 10> 100

;<'@ ;;'0 10': 1?'A 2'@ :0'> ;0'2 12'; 1>'0 0'A ;;'0 ;@'? 1?'0 A':

;0'2 2<'< 2:'< 1<'1 :'? 1:'2 :;': 21'? 1?'A 2'@ 12'; ;@'? 2;'> 2:'< 0'A 1;'2 ;A'> 2>': 1?'0 ;'@

T165e #. .# Res;o0/e0ts o;i0io0 reg1r/i0g 3i0/r10-e 21-tors o0 217i54 10/ 9or: -o77it7e0ts I WORKIN( TIME SA 9um 12 G +ompulsory o#ertime A 2> N 2< D ;? SD > Tot15 10> 100 10> 100 10> 100

2ong working hours

11'; 2:'< 2;'> ;:'A <'? ;0 21 ;2 A

9um 1: G

1;'2 2@'; 1A'@ ;0'2 @'< ;> 22 2; :

hift work

9um 21 G

1A'@ ;:'0 20'@ 21'? ;'@

II

ATTITUDE 9um 21 G ;A 22 21 ; 10> 100 10> 100 10> 100 10>

/re(uently tra#elling away from home

1A'@ ;>'@ 20'@ 1A'@ 2'@ :2 21 2; :

9egati#e attitude of peers and colleagues at work place 9egati#e attitude of super#isors

9um 1> G

1<'1 ;A'> 1A'@ 21'? ;'@ ;2 1? ;0 <

9um 22 G

20'@ ;0'2 1>'0 2@'; :'? ;< 1@ 2> 1:

9egati#e attitude of family members

9um 1; G

12'; ;;'0 1?'0 2:'< 1;'2 100

I0ter;ret1tio0 /rom the abo#e table) most of the respondents ha#e disagreed with more of working hours and some of the respondents ha#e agreed with the statement' Most of the respondents ha#e agreed with compulsory o#ertime) some of the respondents ha#e disagreed with the statement' Majority of the respondents ha#e agreed with shift work) some of the respondents ha#e disagreed with the statement' Majority of the respondents ha#e agreed with fre(uent tra#elling to the company) some of the respondents ha#e disagreed with the statement' Majority of the respondents ha#e agreed that negati#e attitude of peers and colleagues at work place) some of the respondents ha#e disagreed with the statement' Majority of the respondents ha#e agreed that negati#e attitude of super#isors hinders at work place) some of the respondents ha#e disagreed with the statement Most of the respondents ha#e agreed that negati#e attitude of family members hinders at work) some of the respondents ha#e disagreed with the statement'

T165e #. .## Res;o0/e0tFs o;i0io0 reg1r/i0g t3e 1//itio015 9or: ;ro@isio0s S.No 1 St1te7e0ts Telephone for personal use 9um G 2 +ounseling ser#ices for employees 9um G ; ,ealth programs 9um G : !arenting or family support programs < &$ercise /acilities 9um G 9um G > -elocation facilities and choices 9um G ? Transportation 9um G I0ter;ret1tio0 /rom the abo#e table) majority of the respondents agree to use company telephone for personal use and few of the respondents disagree to use company phone for personal use' Majority of the respondents agree to accept counselling ser#ices and few of the respondents disagree to accept counselling ser#ices' Majority of the respondents agree to attend health programs and remaining of the respondents disagree to attend health programs' Majority of the respondents disagree for family support programs and few of the respondents agree to family support programs' Majority of the respondents disagree to do e$ercise and few of the respondents agree to do e$ercise' Majority of the respondents agree for relocation facilities and some disagree for relocation facilities' Majority of the respondents agree to ha#e transport facilities pro#ided by the company and few of respondents disagree to ha#e transport facilities' YES ?1 >?'0 <> <2'@ >A ><'1 2@ 2>': ;2 ;0'2 >0 <>'> @< @0'2 NO ;< ;;'0 <0 :?'2 ;? ;:'A ?@ ?;'> ?: >A'@ :> :;': 21 1A'@ Tot15 10> 100 10> 100 10> 100 10> 100 10> 100 10> 100 10> 100

T165e #. .#$ Res;o0/e0tFs o;i0io0 reg1r/i0g t3e stress re51te/ /ise1se

St1te7e0ts ,ypertension 5besity 3iabetes /re(uent ,eadaches 9um G 9um G 9um G 9um G Yes :2 ;A'> 22 20'@ 1A 1?'A ;< ;;'0 No >: >0': @: ?A'2 1?'A @2'1 ?1 >?'0 Tot15 10> 100 10> 100 10> 100 10> 100

I0ter;ret1tio0 /rom the abo#e table) majority of the respondents ha#e no hypertension due to work pressure and few of respondents ha#e agreed they ha#e hypertension' Majority of the respondents ha#e no obesity due to work pressure and few of respondents ha#e agreed they ha#e obesity' Majority of the respondents ha#e no diabetes due to work pressure and few of respondents ha#e agreed they ha#e diabetes' Majority of the respondents ha#e no fre(uent headache due to work pressure and few of respondents ha#e agreed they ha#e fre(uent headache'

T165e #. .#+ I/e1 o2 e22e-ti@e 9or: 5i2e 61510-e o2 t3e res;o0/e0ts 61se/ -51ssi2i-1tio0 Wor: 5i2e B1510-e No o2 Res;o0/e0ts 8es 9o Tot15 A@ @ !* Per-e0t A2'< ?'< !!.!

C31rt No)#. .#+ &ffecti#e work life balance

120 100 80 60 40 20 0 5es No No of Respondents

I0ter;ret1tio0 Majority of the respondents state their work life is balanced) few of them not balanced their work life'

INFERENTIAL STATISTICS #.# A0154sis o2 ?1ri10-e <ANO?A= #.#. Fi0/ t3e sig0i2i-10t /i22ere0-e 6et9ee0 1ge 10/ res;o0/e0ts o;i0io0 o0 stress re51te/ 21-tors N.55 '4;ot3esis <'!=: There is no significant difference between respondents age group and respondents opinion on stress related factors' A5ter01te '4;ot3esis <'1=: There is a significant difference between respondents age group and respondents opinion on stress related factors' T165e #.#. (ro.; St1tisti-s Age 20 - ;0yrs ;1 - :0 yrs :1 - <0 yrs Abo#e <0 yrs Tot15 Me10 21'1:?1 1@'>2<0 1<'0000 1;'0000 #!.! "8 N >@ ;2 < 1 !* St/. De@i1tio0 :'01<@@ ;'>>10: :';<@A0 ' +.#+8$$

/rom the abo#e table) it is clear that more number of 20-;0 years age group respondents ha#e agreed the stress related factors when compared to other age groups' ANO?A T165e S.7 o2 SC.1res D2 Between 6roups 4ithin 6roups Tot15 I02ere0-e /rom the A95"A table) the significant #alue is I0'000J less than the !-#alue I!W0'0<J) so the null hypothesis is rejected at <G le#el of significance' ,ence) there e$ists significant difference between respondents age group and their opinion on stress related factors' ;2;'A;; 1<?2'02A "8%.8*# ; 102 !%

Me10 SC.1re 10?'A?@ 1<':12

F ?'00>

Sig. '000

#.#.# Fi0/ t3e sig0i2i-10t /i22ere0-e 6et9ee0 De;1rt7e0t 10/ Res;o0/e0ts o;i0io0 o0 stress re51te/ 21-tors N.55 '4;ot3esis <'!=: There is no significant difference between respondents department and their opinion on stress related factors' A5ter01te '4;ot3esis <'1=: There is a significant difference between respondents department and their opinion on stress related factors' T165e #.#.# (ro.; st1tisti-s De;1rt7e0t !roduction Buality tores 3esign Maintenance Manufacturing &ngineering Tot15 Me10 20'>@>; 1A'A000 21'<?1: 1>'<000 1@'0000 1;'0000 #!.! "8 N <1 20 1: : 1> 1 !* +.#+8$$ St/. De@i1tio0 :';;;<: ;'<>?:0 :'<;<<? :';<@A0 ;';>><0 '

/rom the abo#e table) it is clear that more number of stores department respondents ha#e agreed the stress related factors when compared to other department groups' ANO?A T165e S.7 o2 SC.1res D2 Me10 SC.1re Between 6roups 4ithin 6roups Tot15 I02ere0-e /rom the A95"A table) the significant #alue is I0'02@J less than the !-#alue I!W0'0<J) so the null hypothesis is rejected at <G le#el of significance' ,ence) there e$ists significant difference between respondents Mdepartment and their opinion on stress related factors' 220'?<; 1>?<'20A "8%.8*# < 100 !% ::'1<1 1>'?<2

F 2'>;>

Sig. '02@

#.#.$ Fi0/ t3e sig0i2i-10t /i22ere0-e 6et9ee0 E/.-1tio015 C.15i2i-1tio0 10/ res;o0/e0ts o;i0io0 o0 stress re51te/ 21-tors N.55 '4;ot3esis <'!=: There is no significant difference between respondents educational (ualification and their opinion on stress related factors' A5ter01te '4;ot3esis <'1=: There is a significant difference between respondents educational (ualification and their opinion on stress related factors' T165e #.#.$ (ro.; st1tisti-s E/.-1tio015 C.15i2i-1tio0 upto 12 76 !6 5thers Tot15
th

Me10 20'A<00 21':000 1?'@@2: 1>';;;; 1A'@000 #!.! "8

N 20 :0 1? A 20 !*

St/. De@i1tio0 :':<:1< ;'??::1 :'10>1; :':1<@@ ;'<???1 +.#+8$$

3iploma

/rom the abo#e table) it is clear that more number of diploma (ualified respondents ha#e agreed the stress related factors when compared to other educational (ualification groups' ANO?A T165e S.7 o2 SC.1res Between 6roups 4ithin 6roups Tot15 I02ere0-e /rom the A95"A table) the significant #alue is I0'002J less than the !-#alue I!W0'0<J) so the null hypothesis is rejected at <G le#el of significance' ,ence) there e$ists significant difference between respondents Meducational (ualification and their opinion on stress related factors' 2A:'::@ 1>01'<1< "8%.8*# D2 : 101 !% Me10 SC.1re ?;'>12 1<'@<? F :'>:2 Sig. '002

#.#.+ Fi0/ t3e sig0i2i-10t /i22ere0-e 6et9ee0 Mo0t354 i0-o7e 10/ res;o0/e0ts o;i0io0 o0 stress re51te/ 21-tors N.55 '4;ot3esis <'!=: There is no significant difference between respondents monthly income and their opinion on stress related factors' A5ter01te '4;ot3esis <'1=: There is a significant difference between respondents monthly income and their opinion on stress related factors' T165e #.#.+ (ro.; st1tisti-s Mo0t354 I0-o7e Below <ooo <000-?000 ?000-10000 abo#e 10000 Tot15 Me10 21'02>; 20';A1; 1@'0>2< 1>'0000 #!.! "8 N ;@ :> 1> > !* St/. De@i1tio0 ;'@02:? :'2<0;@ :'0:0A: :':?21: +.#+8$$

/rom the abo#e table) it is clear that more number of below <000 of monthly income respondents ha#e agreed the stress related factors when compared to other monthly income groups' ANO?A T165e S.7 o2 SC.1res D2 Between 6roups 4ithin 6roups Tot15 20;'0A< 1>A2'@>@ "8%.8*# ; 102 !%

Me10 SC.1re >?'>A@ 1>'<A?

F :'0?A

Sig. '00A

I02ere0-e /rom the A95"A table) the significant #alue is I0'00AJ more than the !-#alue I!W0'0<J) so the null hypothesis is accepted at <G le#el of significance' ,ence) there e$ists no significant difference between respondents Mmonthly income and their opinion on stress related factors'

#.#.%Fi0/ t3e sig0i2i-10t /i22ere0-e 6et9ee0 7e76ers i0 217i54 10/ res;o0/e0ts o;i0io0 o0 stress e51te/ 21-tors. N.55 '4;ot3esis <'!=: There is no significant difference between respondents members in family and their opinion on stress related factors' A5ter01te '4;ot3esis <'1=: There is a significant difference between respondents members in family and their opinion on stress related factors' T165e #.#.% (ro.; st1tisti-s Me76ers i0 217i54 Two Three /our /i#e abo#e fi#e Total Me10 1?'A2;1 20'<<1? 20'>@<? 1A'<@@2 1A'>>>? #!.! "8 N 1; 2A ;< 1? 12 !* St/. De@i1tio0 :'2<1?0 :'<0@>1 :'0?@:; :'><10> ;'200;@ +.#+8$$

/rom the abo#e table) it is clear that more number of four in family members respondents ha#e agreed the stress related factors when compared to other members in family groups' ANO?A T165e S.7 o2 SC.1res D2 Between 6roups 4ithin 6roups Tot15 @<'<:0 1@10':2; "8%.8*# : 101 !%

Me10 SC.1re 21';@< 1?'A2<

F 1'1A;

Sig. ';1A

I02ere0-e /rom the A95"A table) the significant #alue is I0';1AJ more than the !-#alue I!W0'0<J) so the null hypothesis is accepted at <G le#el of significance' ,ence) there e$ists no significant difference between respondents members in family and respondents opinion on stress related factors'

#.#.* Fi0/ t3e sig0i2i-10t /i22ere0-e 6et9ee0 EE;erie0-e 10/ Res;o0/e0ts o;i0io0 o0 stress re51te/ 21-tors N.55 '4;ot3esis <'!=: There is no significant difference between respondents e$perience and their opinion on stress related factors' A5ter01te '4;ot3esis <'1=: There is a significant difference between respondents e$perience and their opinion on stress related factors' T165e #.#.* (ro.; St1tisti-s EE;erie0-e U1 yr 1-; yr ;-< yr <-10 yr V10 yr Tot15 Me10 21';?<0 20';;;; 1A'0:<< 1<'?<00 1@'0000 #!.! "8 N 2: <1 22 : < !* St/. De@i1tio0 ;'A?>1< ;'?;:<2 :'@1<:2 <'12;:@ <'1:?@2 +.#+8$$

/rom the abo#e table) it is clear that more number of U1year in e$perience respondents ha#e agreed the stress related factors when compared to other e$perience groups' ANO?A T165e S.7 o2 SC.1res D2 Between 6roups 4ithin 6roups Tot15 I02ere0-e /rom the A95"A table) the significant #alue is I0'0<?J more than the !-#alue I!W0'0<J) so the null hypothesis is accepted at <G le#el of significance' ,ence) there e$ists no significant difference between respondents e$perience and respondents opinion on stress related factors' 1>;'2AA 1?;2'>>; "8%.8*# : 101 !%

Me10 SC.1re :0'@2< 1?'1<<

F 2';@0

Sig. '0<?

C'I)SAUARE O6,e-ti@e To identify the relationship between two #ariables' #.$. Re51tio0s3i; 6et9ee0 Wor: i0 s3i2ts 10/ N.76er o2 3o.rs t3e4 s;e0/ 9it3 t3eir -3i5/re0 i0 1 /14 N.55 '4;ot3esis <'!=: There is no significant relationship between work in shifts and number of hours they spend with their children in a day ' A5ter01te '4;ot3esis <'1=: There is significant relationship between work in shifts and number of hours they spend with their children in a day' 2e#el of ignificance is <G or 0'0<' Application of ! 5utput of ! statistical software for chi-s(uare T165e #.$. Cross t16.51tio0 No o2 3o.rs t3e4 s;e0/ 9it3 t3eir -3i5/re0 i0 1 /14 Less t310 # 3o.rs #)$ 3o.rs $)+ 3o.rs +)% 3o.rs 4ork in shifts 6eneral shift +ount G night shift alternati#e Total +ount G +ount G +ount ? 2A'2G 0 '0G 2 1:';G A A ;?'<G 1 <0'0G A >:';G 1A > 2<'0G 1 <0'0G ; 21':G 10 2 @';G 0 '0G 0 '0G 2 Tot15 2: 100'0G 2 100'0G 1: 100'0G :0 +hi-s(uare statistics

G 22'<G :?'<G 2<'0G <'0G 100'0G /rom the abo#e table it is clear that in case of general shift workers) ;?'<G of them spend 2 to ; hours with their children in a day) in case of night shift workers) <0G each of the respondents spend nearly 2 to ; hours and ; to : hours with their children in a day and regarding those workers who go for alternate shifts) >:';G of the respondents spend nearly 2 to ; hours with their children in a day'

C3i)SC.1re Tests ?15.e !earson +hi- (uare 2ikelihood -atio 2inear-by-2inear Association 9 of "alid +ases :'<@? <'>1< '02; :0 D2 > > 1 As47;. Sig. <#) si/e/= '<A@ ':>@ '@?@

I02ere0-e /rom the chi s(uare table) the significant #alue is 0'<A@) is greater than the !W#alueI!W0'0<J so our ,0 accepted at <Gle#el of significance) there e$ists no significant relationship between work in shifts and number of hours they spend with their children in a day'

#.$.# Re51tio0s3i; 6et9ee0 Wor: i0 s3i2ts 10/ Reg.51r54 7eeti0g 4o.r -3i5/G-3i5/re0Fs te1-3er to :0o9 3o9 t3e -3i5/ is ;rogressi0g N.55 '4;ot3esis<'!=: There is no significant relationship between work in shifts and number of hours they spend with their children in a day ' A5ter01te '4;ot3esis<'1=: There is significant relationship between work in shifts and number of hours they spend with their children in a day 2e#el of ignificance is <G or 0'0<' Application of ! 5utput of ! statistical software for chi-s(uare

+hi-s(uare statistics

T165e #.$.# Cross T16.51tio0 Reg.51r54 7eeti0g 4o.r -3i5/G-3i5/re0Fs te1-3er to :0o9 3o9 t3e -3i5/ is ;rogressi0g o0-e i0 t9o 9ee: 4ork in shifts 6eneral shift +ount G night shift Alternati#e Total +ount G +ount G +ount G ; 12'<G 1 <0'0G 0 '0G : 10'0G o0-e i0 7o0t3 1; <:'2G 1 <0'0G < ;<'?G 1A :?'<G o0-e i0 * o0-e i0 1 4e1r 7o0t3 > 2<'0G 0 '0G ? <0'0G 1; ;2'<G 2 @';G 0 '0G 2 1:';G : 10'0G Tot15 2: 100'0G 2 100'0G 1: 100'0G :0 100'0G

/rom the abo#e table it is clear that in case of general shift workers) <:'2G of them regularly check their children progress) in case of night shift workers) <0G each of the respondents of them regularly check their children progress and regarding those workers who go for alternate shifts) <0'0G of the respondents of them regularly check their children progress' C3i)SC.1re Tests "alue !earson +hi- (uare 2ikelihood -atio 2inear-by-2inear Association 9 of "alid +ases @'2A< @'@0; 2'A01 :0 3f > > 1 Asymp' ig' I2-sidedJ '21? '1@< '0@A

I02ere0-e: /rom the abo#e chi s(uare table) significant #alue is 0'21?) is greater than ! #alue I!W0'0<J <G) so our ,0 is accepted at <G le#el of significance) there is no significant relationship between work in shifts and meeting of child teacher to check the progress'

CORRELATION ANALYSIS O6,e-ti@e To find the degree of relationship between two #ariables Iage and work in shiftsJ' N.55 '4;ot3esis <'!=H There is a high degree of positi#e relationship e$ist between age and work in shifts' T165e #.+. Corre51tio0s 3o you work in Age Age !earson +orrelation ig' I2-tailedJ 9 3o you work in shiftsX !earson +orrelation ig' I2-tailedJ 9 10> -'1;@ '1<A 10> 10> 1 shiftsX -'1;@ '1<A 10> 1

I02ere0-e /rom the abo#e correlation table) the correlation #alue rW-'1;@ hence our null hypothesis is rejected there is a negati#e nature of relationship between age and work in shifts'

FACTOR ANALYSIS O6,e-ti@e To identify underlying factors that are unobser#able but e$plain correlations among a set of factors' To describe the co#ariance relationship among many #ariables in terms of few underlying factors' /actor Analysis techni(ue has been applied to find the underlying dimensions IfactorsJ that e$ists in the 12 #ariables relating to factors selected for the study' T165e +.$. KMO 10/ B1rt5ettHs Test *aiser-Meyer-5lkin Measure of ampling Ade(uacy' '<<1 2<2'@11 >> '000

BartlettTs Test of phericity

Appro$' +hi- (uare 3f ig'

The result of the test shows that with the significant #alue of '000 there is significant relationship among the #ariable chosen' *M5 test yields a result of 0'<<1) which states that factor analysis can be carried out appropriately for these 12 #ariables which are taken for the study'

Tot15 ?1ri10-e EE;51i0e/ &$traction ums of (uared %nitial &igen #alues G of +ompo nent 1 2 ; : < > ? @ A 10 11 12 Total "arian +umulati# ce eG G of Total "ariance 20'@A> 1:'<10 11'22< 10'>01 @'@<< +umulati#e G 20'@A> ;<':0> :>'>;1 <?'2;1 >>'0@> Total 2'11: 1'?2< 1'<@0 1';:@ 1'1>; 2oadings -otation ums of (uared 2oadings G of "arianc +umulati# e 1?'>1A 1:';?2 1;'1>> 11'2;; A'>A< eG 1?'>1A ;1'AA2 :<'1<@ <>';A1 >>'0@>

2'<0@ 20'@A> 1'?:1 1:'<10 1';:? 11'22< 1'2?2 10'>01 1'0>; @'@<< 'A:; ?'@<< '@<0 ?'0@0 '>?0 <'<@; '>20 <'1>> ':2< ;'<:< ';>A ;'0?@ '1A; 1'>0@

20'@A> 2'<0@ ;<':0> 1'?:1 :>'>;1 1';:? <?'2;1 1'2?2 >>'0@> 1'0>; ?;'A:1 @1'021 @>'>0; A1'?>A A<';1: A@';A2 100'000

&$traction MethodH !rincipal +omponent Analysis' The fi#e factors e$tracted together account for >>'0@G of the total #ariance Iinformation contained in the original twel#e #ariablesJ' This is pretty good) because we are able to economi.e on the number of #ariables Ifrom 12 we ha#e reduced them to < underlying factorsJ) while we lost only about ;:G of the information content I>>G is retained by the < factors e$tracted out of the 12 original #ariablesJ'

Rot1te/ Co7;o0e0t M1triE1 +omponent 1 My work life is balanced % often think and worry about my work when %m not at work' % feel that %m spending too much time at work -'221 '0<A '1;0 2 .*+! .&8% ; -'012 -'0:? '12< : '2@? '01; -'2?? < '2:? -'0A0 -'0;?

.&*!

% usually miss out (uality time with my family and friends because of pressure of work % usually feel tired and depressed at the end of the day % spend time for doing physical e$ercise % ha#e a good friend at work place for sharing my worries My organi.ation encourages family members in work achie#ement reward functions ."+* -'0:; '0@? '21; '1AA '00@ '0>1 ."*% -'11> '0;:

'1@; .* "

-'0<1

."##

'1::

-'012

'22<

'0>2

-'2A> ."%*

-';@?

'01;

-'0@>

-'0<:

-'1A>

My organi.ation ha#e social functions at times suitable for families My company ha#e a separate policy for work life balance &$traction MethodH !rincipal +omponent Analysis' -otation MethodH "arima$ with *aiser 9ormali.ation' a' -otation con#erged in < iterations' ."+# -'0>2 '0A: -'010 '2;?

'211

'01<

-'01?

-'1:0

."$&

I02ere0-e 4e notice that the following statements such as % spend time for doing physical e$ercise) % ha#e had problems in my personal life due to pressure of work) and my organi.ation ha#e social functions at times suitable for families ha#e loadings of 0'>1@) 0'@:> and 0'@:1 on factor 1) this suggests that factor 1 is a combination of these #ariables' At this point) a suitable phrase which captures the essence of the original #ariables to form the underlying concept) factor 1 could be named as 0'e15t34 217i54 e0@iro07e0t1' %n case of the factor 2 columns) the statements such as My work life is balanced) % often think and worry about my work when %m not at work and % feel that %m spending too much time at work ha#e high loadings of 0'>:0) 0'?A< and 0'?>0 respecti#ely' This indicates that factor 2 is the combination of these three #ariables and named as 0Wor: ti7i0gsI' %n case of the factor ; columns) the statements such as % usually miss out (uality time with my family and friends because of pressure of work and % usually feel tired and depressed at the end of the day ha#e high loadings of 0'@>< and 0'@22 respecti#ely' This indicates that factor ; is the combination of these two #ariables and named as 0Wor: ;ress.re1' %n case of the factor : columns) the statements such as % ha#e a good friend at work place for sharing my worries ha#e high loadings of 0'@<>' This indicates that factor : is the combination of these two #ariables and named as 0Frie0/5i0ess 10/ s12et41' %n case of the factor < column) the statement My company ha#e a separate policy for work life balance ha#e high loading of 0'@;? respecti#ely' This indicates that factor < can be named as 0se;1r1te ;o5i-4 2or 9or: 5i2e 61510-eI.

MANN)W'ITNEY TEST O6,e-ti@e To test the significant difference between two #ariables' #.%. Fi0/ t3e sig0i2i-10t /i22ere0-e 6et9ee0 De;1rt7e0t 10/ 9or: 5i2e is 61510-e/ N.55 '4;ot3esis<'!=: There is no significant difference between respondents department and their opinion on work life balance' A5ter01te '4;ot3esis<'1=H There is significant difference between respondents department and their opinion on work life balance' T165e #.%. R10:s

De;1rt7e0t My work life is balanced Buality Total !roduction

N <1 20 ?1

Me10 R10: S.7 o2 R10:s ;<'?> ;>'>0 1@2:'00 ?;2'00

/rom the abo#e table) it is clear that more number of (uality department respondents ha#e agreed the work life balance factor' Test St1tisti-s1 M4 9or: 5i2e is 61510-e/ Mann-4hitney 7 4ilco$on 4 N Asymp' ig' I2tailedJ :A@'000 1@2:'000 -'1<A '@?;

a' 6rouping "ariableH 3epartment

I02ere0-e /rom the Mann-4hitney table) the significant #alue is I0'@?;J more than the ! #alue I!W0'0<J) so the null hypothesis is accepted at <G le#el of significance' ,ence there is no significant difference between respondents department and work life balance factor'

#.%.# Fi0/ t3e sig0i2i-10t /i22ere0-e 6et9ee0 EE;erie0-e o2 t3e res;o0/e0ts 10/ 9or: i0 s3i2ts.

N.55 '4;ot3esis <'!=: There is no significant difference between respondents e$perience and their opinion on work in shifts' A5ter01te '4;ot3esis <'1=: There is a significant difference between respondents e$perience and their opinion on work in shifts' T165e #.%.# R10:s

EE;erie0-e 3o you work in U1 yr shiftsX 1-; yr Total

N 2: <1 ?<

Me10 R10: S.7 o2 R10:s :1'?< ;>'2: 1002'00 1@:@'00

/rom the abo#e table) it is clear that more number of respondents ha#ing U1year in e$perience has agreed to work in shift'

Test St1tisti-s1 Do 4o. 9or: i0 s3i2tsJ Mann-4hitney 7 4ilco$on 4 N Asymp' ig' I2-tailedJ a' 6rouping "ariableH &$perience <22'000 1@:@'000 -1'1?: '2:0

I02ere0-e /rom the Mann-4hitney table) the significant #alue is I0'2:0J more than the ! #alue I!W0'0<J) so the null hypothesis is accepted at <G le#el of significance' ,ence there is no significant difference between respondents e$perience and work in shift'

#.* SUMMARY OF FINDIN(S 2ong working hours make balancing work and family responsibilities difficult' +lear gender differences are apparent' 3isad#antaged group faces e$tra pressure' /acilitating employees work life balance benefit company' +ompany need to pro#ide financial and social security for employees' The organisation needs to care work life balance as a key issue' Majority of the respondents belong to 20-;0years' Majority of the respondents belong to male gender' Majority of the respondents belong to unmarried status' Majority of the respondents belong to production department' Most of the respondents ha#e diploma (ualification' Majority of the respondents ha#e earn -s'<000-?000 of monthly income' Majority of the respondents belong to joint family' Majority of the respondents belong to four in family' Most of the respondents ha#e e$perience of 1-; years' Majority of the respondents ha#e been working in si$ days a week' Majority of the respondents ha#e been working ?-@ hours per day' Majority of the respondents ha#e been tra#elling nearly one hour per a day' Majority of the respondents ha#e been working in general shift' Most of the respondents like to spend 2-; hours with children' Most of the respondents belong to meet their childs teacher once in month' Most of the respondents ha#e been taking care of older people' Most of the respondents ha#e spent less than 2 hours' Majority of the respondents agreed that their work life is balanced' Majority of the respondents agreed that they often think and worry about the job when not at work' Majority of the respondents agreed that they spend too much time at work' Majority of the respondents agreed that they miss (uality time with family and friends' Majority of the respondents agreed that they feel tired and depressed of work' Majority of the respondents agreed that they do physical e$ercise' Most of the respondents ha#e agreed that they ha#e friend to share worries'

 Majority of the respondents ha#e agreed to the support pro#ided by the company during emergency' Majority of the respondents agree that pressure of work leads to personal problem' Majority of the respondents disagree that organi.ation encourages family for reward achie#ement' Majority of the respondents disagree that organi.ation ha#e social functions' Most of the respondents ha#e agreed that they company policy for work life balance' Most of the respondents ha#e disagreed that afraid of not learning in the job' Most of the respondents ha#e disagreed that to the unsatisfied demand of #arious people' Most of the respondents ha#e disagreed to lack of attention from other role occupants' Most of the respondents ha#e disagreed that they are not clear on the scope of the job' Most of the respondents ha#e disagreed to lack of effecti#e resources for completion of task' Most of the respondents ha#e disagreed that they ha#e no time for preparing future challenges' Majority of the respondents ha#e disagreed that they ha#e no training for the job' Majority of the respondents ha#e agreed with fle$ible working hours' Majority of the respondents ha#e agreed with fle$ible finishing time' Majority of the respondents ha#e agreed with fle$ible timing of work' Majority of the respondents ha#e agreed with holidays and paid off' Majority of the respondents ha#e agreed with job sharing' Majority of the respondents ha#e agreed that of with career break' Majority of the respondents ha#e agree with time for family e#ents' Most of the respondents ha#e disagreed with more of working hours' Most of the respondents ha#e agreed with compulsory o#ertime' Majority of the respondents ha#e agreed with shift work' Majority of the respondents ha#e agreed with fre(uent tra#elling to the company' Majority of the respondents ha#e agreed that negati#e attitude of peers and colleagues at work place' Majority of the respondents ha#e agreed that negati#e attitude of super#isors hinders at work place' Most of the respondents ha#e agreed that negati#e attitude of family members hinders at work'

 Majority of the respondents agree to use company telephone for personal use' Majority of the respondents agree to accept counselling ser#ices' Majority of the respondents agree to attend health programs' Majority of the respondents disagree for family support programs' Majority of the respondents disagree to do e$ercise' Majority of the respondents agree for relocation facilities' Majority of the respondents agree to ha#e transport facilities' /rom the A95"A) it is obser#ed that different age group) department) educational (ualification of respondents has different le#el of stress' And the respondents with different monthly income) members in family) e$perience are not ha#ing #arious le#el of stress' /rom the +hi-s(uare) it is obser#ed that work in shifts is not a factor to spend their time with their children in a day and meeting of child teacher to check their progress' /rom +orrelation analysis) it is obser#ed that there is a positi#e relationship e$ists between age group and work in shifts' /rom /actor analysis) it is obser#ed that ,ealthy family en#ironment) 4ork timings) 4ork pressure) /riendliness and safety) separate policy for work life balance are the major factors influencing the work life balance of employees' /rom Mann-4hitney) it is obser#ed that respondents department influences work life balance and also the respondents e$perience influences work in shift'

SU((ESTIONS A better adaptation of working hours to reduce employee absenteeism' &nabling switching between shifts' The employees a#ail on an e$tended period of lea#e to enable the employee to upgrade skills) to de#elop personality skills' +ompany need to promote their work life balance policies year round) not just in employee orientations and handbooks' /re(uent) positi#e communication of these benefits reinforces managements commitment to help workers achie#e work life balances and gi#e them the feeling that it is Mok to li#e a little' &mployees need to raise work life balance issues in work place discussions and within the community'

CONCLUSION This study brings out some of the issues related to work life balance in & &lectricals at u.lon' The study relies on the responses of the sample employees' The result of the study is affected by the responses and is subject to #arying in bigger samples' Therefore) the major objecti#e of the present study was to de#elop and #alidate an appropriate tool to illustrate the work life balance' To achie#e this) data were collected through (uestionnaire' The generated data were subjected to standard statistical procedures) such as A95"A) factor analysis) Mann- 4hitney) chi-s(uare' The better work life balance strategies results in impro#ed organisational outcomes' The effecti#eness of an organisations work life balance can influence bottom-line business outcomes' ,ence) in#esting in the de#elopment of work life balance policies is said to be #alid for growth of organisation as a whole'

APPENDIK I WORK LIFE BALANCE AUESTIONNAIRE As a part of my project % would like to gather some information from you) which will help me in an in depth study of project' % would be obliged if you co-operate with me in filling the (uestionnaire' ince the (uestionnaire is being used for academic purpose) the information gathered will be strictly confidential' Perso015 Det1i5s
1' 9ame 2' &mp +ode ;' Age :' 6ender <' Marital tatus >' 3epartment 3esign >J Maintenance ?J Manufacturing &ngineering ?' &ducational Bualification H 1J upto 12
th

H H H 1J 20-;0 H 1J Male H 1J Married 2J ;1-:0 ;J :1-<0 2J /emale 2J 7nmarried tores <J :J Abo#e <0

H 1J !roduction 2J Assembly ;J Buality :J

2J 3iploma

;J 76

:J !6

<J 5thers )specify @' Monthly %ncome A' Area of -esidence 10' Type of /amily 11' 9o' of Member in /amily 12' &$perience with 5rganisation V10yr H 1J Below <ooo 2J <000-?000 ;J?000-10000 :J abo#e 10000 H 1J -ural H 1J =oint H 1J two H 1J U1 yr 2J 7rban 2J 9uclear 2J three ;J four :J fi#e ;J ;-< yr <J abo#e fi#e :J <-10 yr <J ;J semi-urban

2J 1-; yr

Instruction: Please mark () against your choice. 13. ,ow many days in a week do you normally work X aJ 2ess than < days bJ < days cJ > days dJ ? days

14. ,ow many hours in a day do you normally workX aJ ?-@ hours bJ @-A hours cJ A-10 hours dJ 10-12 hours 15. ,ow many hours a day do you spend tra#eling to workX aJless than half an hour bJ nearly one hour cJnearly two hour dJ more than two hours 16. 3o you work in shiftsX aJ 6eneral shift bJ night shift

cJ alternati#e

1?' ,ow many hours in a day do you spend with your childFchildrenX aJ 2ess than 2 hours bJ 2-; hours cJ ;-: hours dJ:-< hours 1@' 3o you regularly meet your childFchildrens teacher to know how your child is progressingX aJonce in two week bJ once in month cJ once in > month dJ once in a year 1A' 3o you take care ofX aJ 5lder people bJdependent adults cJ 3ependent children dJ none 20' %f yes) how many hours do you spend with themX aJless than 2 hours bJ 2-; hours cJ ;-:hours dJmore than : hours SA ) Stro0g54 Agree A ) Agree N ) Neit3er 1gree 0or /is1gree D ) Dis1gree SD ) Stro0g54 Dis1gree 21' tate your opinion regarding the following statements A My work life is balanced % often think and worry about my work when %m not at work' % feel that %m spending too much time at work % usually miss out (uality time with my family and friends A 9 3 3

because of pressure of work % usually feel tired and depressed at the end of the day % spend time for doing physical e$ercise % ha#e a good friend at work place for sharing my worries %m satisfied with the support pro#ided by the company at times of personal contingencies like accidents etc % ha#e had problems in my personal life due to pressure of work My organi.ation encourages family members in work achie#ement reward functions My organi.ation ha#e social functions at times suitable for families My company ha#e a separate policy for work life balance 22' tate your opinion regarding the stress related factors A %m afraid %m not learning enough in my role to take higher responsibility %m not able to satisfy the conflicting demands of #arious people abo#e me 5ther role occupants do not gi#e enough attention and time to my role %m not clear on the scope and responsibilities of my job % do not get enough resource to be effecti#e in my role % dont ha#e time and opportunities to prepare myself for the future challenges of my job % ha#e not had right trainingfor my job 2;' 3o you personally feel any of the following will help you to balance your work lifeX A A 9 3 /le$ible starting hours /le$ible finishing time /le$ible hours) in general ,olidaysFpaid tome offs =ob sharing +areer break Time off for family e#ents 2:' 3o any of the following hinder you in balancing your work and family commitmentsX A A 9 3 I WORKIN( TIME 2ong working hours +ompulsory o#ertime hift work Meetings Ftraining after office hours II ATTITUDE /re(uently tra#elling away from home A 9 3 3

9egati#e attitude of peers and colleagues at work place 9egati#e attitude of super#isors 9egati#e attitude of family members 2<' 3oes your organi.ation pro#ide you with following additional work pro#isionsX 8& 95 Telephone for personal use +ounseling ser#ices for employess ,ealth programs !arenting or family support programs &$ercise /acilities -elocation facilities and choices Transportation 2>' 3o you suffer from any stress related diseasesX 8& ,ypertension 5besity 3iabetes /re(uent headaches 5thers IspecifyJ 2?' 3o you think that if employees ha#e good work life balance the organi.ation will be more effecti#e and successfulX aJ 8es bJ 9o 95