CHAPTER-I INTRODUCTION TO THE STUDY

INTRODUCTION The project about “Work Life Balance” deals with any activity, which takes place at every level of organization, which seeks greater organizational effectiveness through the enhancement of human dignity and growth. This helps to determine better for themselves what actions, changes and improvements and desirable and workable in order to achieve a balanced work life for the employees. In this rapid evolving world Everyone faces the issue of time management at one point or another, but as more and more people deal with working at one or more jobs, fighting long commutes, managing a household, attending school or other training, raising one or more children, responding to increasing work and time pressures of the shrinking workplace, and dealing with aging parents, the days often seem to last long into the night and vacation and leisure time seem to be consumed with issues other than relaxation and personal fulfillment. It can be difficult to find a balance between our work and personal lives sometimes. Whether you’re experiencing the end of a relationship, the disappointment of plans falling through or conflicts with loved ones, the urge to allow your emotions to control all aspects of your life can be overwhelming. While sometimes working can bring solace and a

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distraction from problems, other times you simply can’t concentrate. Your attention just isn’t there. It can be difficult to find a balance between our work and personal lives sometimes. Whether you’re experiencing the end of a relationship, the disappointment of plans falling through or conflicts with loved ones, the urge to allow your emotions to control all aspects of your life can be overwhelming. While sometimes working can bring solace and a distraction from problems, other times you simply can’t concentrate. Your attention just isn’t there. During those times, it is important to remember that you work in order to have a good life, not the other way around. It is acceptable to have days where you don’t feel 100% and can’t give your best. On the other hand, though, it is important not to be so preoccupied with your feelings that you are unable to come out of them and move forward after a bit of time has gone by. Fortunately, there are ways that you can help yourself balance your emotions and your commitments during hard times. Randall. S. Hansen says that how much of your work invading your personal life and how much of your personal life is affected by the stress of trying to balance all the responsibilities in your life is termed as work life balance. STEPS FOR BETTER BALANCE:
 Slow Down: Life is simply too short, so don’t let things pass you in

a blur. Take steps to stop and enjoy the things and people around you. Schedule more time between meetings; don’t make plans for

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every evening or weekend, and find some ways to distance yourself from the things that are causing you the most stress.
 Learn to Better Manage Your Tim Avoid Procrastination:

For

many people, most of the stress they feel comes from simply being disorganized -- and procrastinating. Learn to set more realistic goals and deadlines -- and then stick to them. You’ll find that not only are you less stressed, but your work will be better.
 Share the Load: Even though we may sometimes feel we’re the

only ones capable of doing something, it’s usually not the case. Get your partner or other family members to help you with all your personal/family responsibilities. Taking care of the household.
 Explore Your Option Get Help: If you are feeling overwhelmed

with your family responsibilities, please get help if you can afford it. Find a sitter for your children, explore options for aging parents, and seek counseling for yourself. In many cases, you have options, but you need to take the time to find them.
 Take Charge, Set Priorities: Sometimes it’s easier for us to allow

ourselves to feel overwhelmed rather than taking charge and developing a prioritized list of things that need to get done. You need to buck the trend. Develop a list. Set priorities. And then enjoy the satisfaction of crossing things off your list.
 Simplify: It seems human nature for just about everyone to take on

too many tasks and responsibilities, to try to do too much, and to own too much. Find a way to simplify your life. Change your lifestyle. Learn to say no to requests for help. Get rid of the clutter and baggage in your house -- and your life.

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Life feels balanced when our activities are meaningful and interesting. Interesting Activities: We each have certain unique strengths and competences which set us apart from others. based on purpose and values. Relationships are how we experience ourselves. Meaningful Activities: When the activities we engage in are meaningful to us. It's important that we take on roles and responsibilities that feel "worth doing. These are the mirrors in which we observe ourselves being who we are.FOUNDATIONS OF WORK LIFE: Strong Relationships: There may be nothing more important to a balanced. engaged. 4 . A person valuing honesty will be racked with stress if placed in a position of being less than fully honest. When we engage these strengths in our daily routines we are interested. Values Consistency: Stress results when we find ourselves in a conflict between what we value and what is asked or expected of us. and good health. and involved. longevity. and purpose." What is meaningful is unique to each individual. energy. fulfilling life than strong relationships. we engage ourselves with passion. Research studies confirm that strong relationships are important to happiness.

 To study about their working arrangements.  To study about their working hours.  To study about the support from other employees in the organization.CHAPTER-II OBJECTIVE OF THE STUDY  To study about the work life balance of the employees. 5 .

So there is a possibility of change in the attitude in relation of the original attitude.  The study is restricted to the employees of one company and so the results can be generalized.CHAPTER-III LIMITATIONS OF THE STUDY  The study is based on employees self evaluation.  Due to time constraint the sample size is limited to 100. 6 .

voluntary work. Flexible working – an agreed working arrangement that differs from the ‘standard’ working arrangement.contractual full-time hours are worked during the week but with a variance such as working longer hours over four days instead of a five-day week.CHAPTER-IV DETERMINANTS OF THE STUDY FACTORS AFFECTING THE WORK LIFE BALANCE Work life balance: Work-life balance is about effectively managing the juggling act between paid work and the other activities that are important to people. It's not about saying that work is wrong or bad. but that work shouldn't completely crowd out the other things that matter to people like time with family. 74 Where supervisors enthusiastically support the integration of paid work and other 7 . leisure and recreation. Managerial Support Managers play an important role in the success of work life programs because they are in a position to encourage or discourage employee’s efforts to balance their work and family lives. while at the same time the meeting the needs of the job and the workplace. such as dropping children off at school or working as a volunteer. Compressed working week . personal development. Quality flexible work allows employees to meet personal commitments. participation in community activities.

8 . the business address.responsibilities. The employer normally provides technology in the employee’s home (such as a laptops) to allow the employee to maintain contact with the office and clients. and delivered back to. Working from Home – the employee works from home either all or part of their working week. Working arrangements – the employer sets up services to assist employees in managing their busy lives such as arranging for dry-cleaning to be picked up from. employees will be more likely to take up available work life programs. whether full or part-time.

The company has several units. It is an ever. Later. The Salem works of Burn standard company limited was formed in 1890 as a subsidiary of Bharat Bhari Udyog Nigam Ltd. The management of burn and company limited and Indian Standard wagon company were taken over by the Government of Indian and nationalized in the year 1976. Burnpur. Jabalpur. Burn standard company limited. (BBUNL). Ondal.expanding industry having added many dimensions to it. after merging then giving the name Burn standard company limited. Salem is one of public sector under taking companies in India. Gutfabari. Jelling ham. a British Citizen. The reason for its location can be attractive to be nearness of magnesite deposited which is the raw material required. it was handed over to burn and company limited of martin group in the year 1973.. Durgapur. The Burn standard company is a gem of rare brilliance in the crown of Refractory industry. Raniganj.CHAPTER –V COMPANY PROFILE ABOUT TO THE ORGANISATION The Burn standard company limited was initially started in the year 1890 by Henry Turner. The works of burn standard company are located at Howrah. Salem unit mainly deals with magnetic mines and manufacturing of magnetic bricks. It is one of the largest refractory complexes in India. Niwar and Salem. 9 . and its building area cover 3500 square feet.

Drilling is carried out both by wagon drills and jack hammers using portable air compressor. The holes are blasted material the magnesite is recovered by hand picking. 10 .  Market only high quality products  Follow latest systems and methods to maintain constant quality  Keep unfailing delivery schedules  Provide complete range of support services. PROCESS INVOLVED THE FOLLOWING ACTIVITIES:  Drilling  Blasting  Spoil removal  Crude collection  Pressing the crude  Sampling the crude stack As the entire country rock contains magnesite in thick and thin veins.OBJECTIVE OF THE FIRM The result oriented marketing plan of Burn standard has established lesion centers to facilities availability of application and other relevant expertise at refractory consumption centers. The trained application engineers of the company are available to the users to provide not only technical advice and installation guidance but also for trouble shooting and cost reduction campaign to optimize refractory consumption towards the objective the company has following Philosophy. Mining is done by open cast method. the entire strata are being blasted and magnesite is recovered.

 GK Alloys. and SISCOL 11 . Etc.When all the possible magnesite has been picked from such blasted material. Wheel Axle plants. Dressing is done usually to remove the extraneous impurities sticking to the surface of magnesite by breaking and chipping. The sample after preparing according to standard procedures is analyzed for knowing the chemical composition. MARKET  The major customer are:  Major steel Plants-All sail Steel plants  Mini Steel plants-Essar Steel. One method is representative sampling is done from properly sized and stacking material.Vikram ISPAT. Spoil removal is done with the help of pay loaders and dumped far away at the spoil bunks using tippers. the left over spoils are removed using machineries. This gives the true representative of the material for analytical purpose. dumpers. Before stacking the material. Bihar Sponge ISPAT. Random sampling is picking up of pieces randomly from stracks and it gives an apparent idea of the quality on analysis. The stracks are then sampled and analysis for grading it as refractory grade and non-refractory grade before dispatching.  Iron producers. Dozers. Sampling involves tow methods. he workers break the big lumps into smaller lumps and dress them by chipping. compressors and drillers are used. For mining machineries like loaders.

Bangladesh and Qatar. They are:  Shaped products and  Unshaped products.Madras cement.My sore lamps  Cement industries. The ceramics are used in high temperature places.Hindustan copper limited  Sterilities industries-Sterilities industries. gulf countries. THE MAJOR COMPETITORS  Orissa industries limited  Tata Refractory  Bharathi Refractory’s  Mithon ceramics  SKG Refractories  Sarvesh Refractories  Associated ceramics limited  Orissa Refractories “Marketing is Burn standard company is committed to market only high quality produced” PRODUCT PROFILE In BSCL they are producing ceramics. Konoria cement (Karnataka)  At present the company is exporting our products to countries like Japan. Ferrous industries. Srilanka. Egypt. 12 .As above  Copper industries. tuticorin  Zinc industries-Hindustan Zinc  Glass industries. In this product these are two types.

UNSHAPED PRODUCTS This is otherwise called as monolithic product. TURN OVER The yearly turn over is 50 cores.  Hydraulic presses are to change the shapes. Unshaped products production is about 800 tons to 1000 tons per moth.SHAPED PRODUCTS A shaped product contains 100 % magnesite. magnesia chrom 10 %. The three categories in unshaped products is  Ramming mass  Gunning mass  Patching mass.  Here the product is shaped according to the requirement of the customer. APPLICATION The ceramic product is used in:  Steel plants  Cement industry  Copper smelters  Glass industry. 13 . The next process in the shaped products is processing. They are producing 40 tons per day. 90 % magnesite graphite.

calcium products and unfired bricks. PRESENT FACILITY The present facilities of the command include captive mine of magnesite. like cement industries and steel plants.e. processing a wide range of refractory goods. Mostly these are used in high temperature places. bulbs. mag carbon. It is one of the largest refractory complexes in the world. more than 10000c. largest deposits of the unit. It is engaged in the production of dead burned magnetite. metal gold bricks. COMPANY BSCL is gem of rare brilliance in the crown of the refractory industry. Modern earth moving equipment expansion of state of act technology such as 150 TPD rotary Kiln for Dead Burning Magnesite. Hendry turner a British citizen incorporated this company in 1890. i. The raw material are from Orissa and Salem and also the imported to China and Israel. 14 .ABOUT THE INDUSTRY In Tamilnadu these are 4 or 5 major industries.. The arson for its location can be attributed to the proximity of magnate deposits which is the raw-material requires. But the basic refractory is Dalmia and burn standard company. The activities are guided by vibrant research and development set up to keep pace with rapid changes taking place world wide in the field of refractories. It is sprawled over a picturesque of 1500 acres about 5km away from Salem city. 1750 high temperature turned Kiln and high capacity Hydraulic pressure with a latest addition of 2500 tons vacuum Assisted hydraulic press. firebricks. It is an ever-excepting industry having added many dimensions to it.

and Bangladesh etc. 619(2) of the Companies Act.S. MISSION STATEMENT  Scientific and systematic exploration of mines and judicious management of mineral resources. justice and company affairs on the advice of the Controller and Auditor General of India as per provision of sec. basic bricks specially Magnestic and Lightly calcined Magnestic power to countries like Japan.  Eco-friendly mining. 1956. ministry of law. Srilanka Egypt.. Calcutta were appointed as auditors of the company for the year 1993-94 by the department of company affairs. AUDITORS Chartered accountants.  Continuous up gradation of technology for mining quality control measures and Mineral processing.  Maintain strict quality control standard.C. if company gets the funds for refractory aspects. EXPORTS The current phase of exports consists Magnestic gunning Mass and induction furnace ramming Mass.BANKERS United bank of India and bank of India are the bankers to B. 15 .L.

 Market only high quality product. OBJECTIVE OF THE FIRM The result oriented marketing plan of Burn standard has established lesion centers to facilitate availability of application and other relevant expertise at refractory consumption centers.  Follow latest systems and method to maintain constant quality.  Provide complete range of support service.  Provide complete range of support services.  Keep unfailing delivery schedule support service.  Keep unfailing delivery schedule support service. KINDS OF DEPARTMENT  Purchase departments  Production department  Marketing department  Sales department  Account department  Personnel department 16 .VISION STATEMENT  Market only high quality product. The trained application engineers of the company are available to the users to provide not only technical advice and installation guidance but also for trouble shooting and cost reduction campaign to optimize refractory consumption towards the objective the company the following philosophy.  Follow latest systems and method to maintain constant quality.

It is used for the purpose of describing the association of the variable. To support the primary data.  Primary Data 17 . There are two types of data collection tools to be used. The data so collected from both primary and secondary sources have been edited and presented in the appropriate places. SAMPLE SIZE: Sample size of 126 employees was chosen in convenience basis to represent the total population.CHAPTER-VI RESEARCH METHODOLOGY METHODOLOGY The data collected from the employees are the primary data. DATA COLLECTION TOOLS:  The task of data collection begins after a research problem has been defined and plan chalked out. required particulars have been gathered by referring to reputed magazines. It is the research on existing present environment and can report that what happens and what is happening. books and websites. SAMPLING UNITS: The sampling units constitute 2 branches of “BURN STANDARD COMPANY LIMITED” branches in Salem district only. RESEARCH DESIGN: The researcher has used descriptive research.

The questionnaire consisted of 24 structured questions. 18 . STATISTICAL TOOLS: Data collected through the questionnaire are analyzed and tabulated using SIMPLE PERCENTAGE ANALYSIS. INSTRUMENTATION: The questionnaire was specifically designed for collecting the primary data from the respondents. Primary data are collected through a questionnaire designed for the survey.PRIMARY DATA: Primary data are those which are collected a fresh and for the first time and thus happen to be original in character.

No of respondents Simple average method = Total no of respondents x 100 19 .CHAPTER-VII DATA ANALYSIS DATA ANLAYSIS AND INTERPRETATION OF DATA In this chapter the information collected with the help of questionnaire are tabulated and analyzed using simple percentage. SIMPLE PERCENTAGE METHOD: The ratio are very often expressed as percentage in the calculation of percentage. Percentages are used to compare relative items. the figure is taken as base and is represented by 100. Percentages are used in making comparison between two or more series of data. Simple average method is one of the statistical tools used to calculate the percentage. The simple percentage refers to special kinds of ratio. the distribution of two or more series of data. The other figure is expressed as ratio of this base.

1 TABLE SHOWING THE GENDER OF THE EMPLOYEES GENDER Male Female Total NO.OF RESPONDENTS 44 56 100 PERCENTAGE 44 56 100 Interpretation: From the above table we can reveal that female employees are more than the male employees.TABLE.7. 20 .

7.CHART.1 CHART SHOWING THE GENDER OF THE RESPONDENTS 60 50 Percentage 40 30 20 10 0 MALE Gender 44 56 FEMALE 21 .

TABLE.7.2 TABLE SHOWING MARITAL STATUS OF THE EMPLOYEES MARITAL STATUS NO OF RESPONDENTS PERCENTAGE Married Unmarried Total 72 28 100 72 28 100 Interpretation: From the above table we can reveal that married employees are more than the unmarried employees. 22 .

2 CHART SHOWING MARITAL STATUS OF THE RESPONDENTS 80 70 60 Percentage 50 40 30 20 10 0 72 28 Married Marital Status Unmarried 23 .CHART.7.

28% of the employees don’t have children and for 8% of the employees it’s not applicable.3 TABLE SHOWING THE EMPLOYEES HAVING CHILDREN CHILDREN Yes No Not applicable Total NO OF RESPONDENTS 64 28 8 100 PERCENTAGE 64 28 8 100 Interpretation: From the above table we can reveal that 64% of the employees have children.TABLE.7. 24 .

7.3 CHART SHOWING THE RESPONDENTS HAVING CHILDREN 70 60 50 Percentage 40 30 20 10 0 64 28 8 Yes No Having children Not Applicable 25 .CHART.

TABLE- 7.4 TABLE SHOWING THE FLEXIBLE STARTING TIME FLEXIGLE STARTING TIME Agree Strongly agree Neutral Disagree Strongly Disagree Total Interpretation: From the above table, 18% of employees Strongly Agree and 40% of the employees Agree that their starting time is flexible. 13% of the employees Strongly Disagree and 14% of the employees Disagree that starting time is not flexible. The difference in the opinion clearly reveals that majority of the employees agree that they have flexible starting time. NO OF RESPONDENTS 40 18 15 14 13 100

PERCENTAGE 40 18 15 14 13 100

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CHART- 7.4 CHART SHOWING THE FLEXIBLE STARTING TIME

40 35 30 Percentage 25 20 15 10 5 0

40

18

15

14

13

Agree

Strongly Agree

Neutral

Disagree

Strongly Disagree

Flexible Strating Time

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TABLE- 7.5 TABLE SHOWING THE FLEXIBLE FINISHING TIME

FLEXIBLE FINISHING TIME Agree Strongly agree Neutral Disagree Strongly Disagree Total Interpretation:

NO OF RESPONDENTS 40 20 14 16 10 100

PERCENTAGE 40 20 14 16 10 100

From the above table, 20% of employees Strongly Agree and 40% of the employees Agree that finishing time is flexible. 10% of the employees Strongly Disagree and 16% of the employees Disagree that finishing time is not flexible. The difference in the opinion clearly reveals that majority of the employees agree that they have flexible finishing time.

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CHART.7.5 CHART SHOWING THE FLEXIBLE FINISHING TIME 40 35 30 Percentage 25 20 15 10 5 0 40 20 14 16 10 Agree Strongly Agree Neutral Disagree Strongly Disagree Flexible Finishing Time 29 .

TABLE. 18% of employees Strongly Agree and 42% of the employees Agree that they have flexible working hours. The difference in the opinion clearly reveals that majority of the employees agree that they have flexible working hours.7. 10% of the employees Strongly Disagree and 12% of the employees Disagree that working hours is not flexible. NO OF RESPONDENTS 42 18 18 12 10 100 PERCENTAGE 42 18 18 12 10 100 30 .6 TABLE SHOWING THE FLEXIBLE WORKING HOURS DAILY FLEXIBLE HOURS Agree Strongly agree Neutral Disagree Strongly Disagree Total Interpretation: From the above table.

6 CHART SHOWING THE FLEXIBLE WORKING HOURS DAILY 45 40 35 30 Percentage 25 20 15 10 5 0 42 18 18 12 10 Agree Strongly Agree Neutral Flexible Hours Disagree Strongly Disagree 31 .CHART.7.

The difference in the opinion clearly reveals that majority of the employees strongly agree that they have time for family emergencies. NO OF RESPONDENTS 14 56 13 10 7 100 PERCENTAGE 14 56 13 10 7 100 32 .7 TABLE SHOWING THE TIME OFF FOR FAMILY EMERGENCIES TIME OFF FOR FAMILY EMERGENCIES Agree Strongly agree Neutral Disagree Strongly Disagree Total Interpretation: From the above table.7. 56% of employees Strongly Agree and 14% of the employees Agree that there is time for family emergencies. 7% of the employees Strongly Disagree and 10% of the employees Disagree that there is no time for family emergencies.TABLE.

CHART.7.7 CHART SHOWING THE TIME OFF FOR FAMILY EMERGENCIES 60 56 50 40 Percentage 30 20 14 13 10 10 7 0 Agree Strongly Agree Neutral Time off for families Disagree Strongly Disagree 33 .

TABLE.8 TABLE SHOWING THE REDUCED WORKING HOURS REDUCED WORKING HOURS Agree Strongly agree Neutral Disagree Strongly Disagree Total Interpretation: From the above table. NO OF RESPONDENTS 44 20 16 12 8 100 PERCENTAGE 44 20 16 12 8 100 34 . 8% of the employees Strongly Disagree and 12% of the employees Disagree that they do not have reduced working hours. The difference in the opinion clearly reveals that majority of the employees agree that they have reduced working hours. 20% of employees Strongly Agree and 44% of the employees Agree that they have reduced working hours.7.

7.8 CHART SHOWING THE REDUCED WORKING HOURS 45 40 35 Percentage 30 25 20 15 10 5 0 44 20 16 12 8 Agree Strongly Agree Neutral Disagree Strongly Disagree Reduced working hours 35 .CHART.

NO OF RESPONDENTS 53 20 14 9 4 100 PERCENTAGE 53 20 14 9 4 100 36 . 4% of the employees Strongly Disagree and 9% of the employees Disagree that they are not satisfied.7. 20% of employees Strongly Agree and 53% of the employees Agree that they are satisfied with time off in holidays. The difference in the opinion clearly reveals that majority of the employees agree that they are satisfied with time off in holidays.TABLE.9 TABLE SHOWING THE TIME OFF IN HOLIDAYS TIME OFF IN HOLIDAYS Agree Strongly agree Neutral Disagree Strongly Disagree Total Interpretation: From the above table.

7.CHART.9 CHART SHOWING THE TIME OFF IN HOLIDAYS 60 50 40 30 20 10 0 53 Percentage 20 14 9 4 Agree Strongly Agree Neutral Disagree Strongly Disagree Time off in holidays 37 .

7. NO OF RESPONDENTS 46 14 16 13 11 100 PERCENTAGE 46 14 16 13 11 100 38 . 11% of the employees Strongly Disagree and 13% of the employees Disagree that they have no compressed working hours. The difference in the opinion clearly reveals that majority of the employees agree that they have compressed working hours.TABLE. 14% of employees Strongly Agree and 46% of the employees Agree that they have compressed working hours.10 TABLE SHOWING THE COMPRESSED WORKING HOURS COMPRESSED WORKING HOURS Agree Strongly agree Neutral Disagree Strongly Disagree Total Interpretation: From the above table.

CHART.10 CHART SHOWING THE COMPRESSED WORKING HOURS 50 45 40 35 Percentage 30 25 20 15 10 5 0 46 14 16 13 11 Agree Strongly Agree Neutral Disagree Strongly Disagree Compressed working hours 39 .7.

7.TABLE. 20% of employees Strongly Agree and 44% of the employees Agree that they have support from managers.11 TABLE SHOWING THE SUPPORT FROM MANAGERS / SUPERVISORS SUPPORT FROM NO OF MANAGERS/SUPREVISORS RESPONDENTS Agree Strongly agree Neutral Disagree Strongly Disagree Total Interpretation: From the above table. 44 20 13 13 10 100 PERCENTAGE 44 20 13 13 10 100 40 . 10% of the employees Strongly Disagree and 13% of the employees Disagree that they do not have support. The difference in the opinion clearly reveals that majority of the employees agree that they have support from manager.

CHART.11 CHART SHOWING THE SUPPORT FROM MANAGERS / SUPERVISORS 45 40 35 30 Percentage 25 20 15 10 5 0 44 20 13 13 10 Agree Strongly Agree Neutral Disagree Strongly Disagree Support from managers/supervisors 41 .7.

TABLE. 17% of employees Strongly Agree and 43% of the employees Agree that they have support from colleagues.7. 8% of the employees Strongly Disagree and 13% of the employees Disagree that they don’t have support. NO OF RESPONDENTS 43 17 19 13 8 100 PERCENTAGE 43 17 19 13 8 100 42 .12 TABLE SHOWING THE SUPPORT FROM COLLEAGUES SUPPORT FROM COLLEAGUES Agree Strongly agree Neutral Disagree Strongly Disagree Total Interpretation: From the above table. The difference in the opinion clearly reveals that majority of the employees agree that they have support from colleagues.

12 CHART SHOWING THE SUPPORT FROM COLLEAGUES 45 40 35 Percentage 30 25 20 15 10 5 0 43 19 17 13 8 Agree Strongly Agree Neutral Disagree Strongly Disagree Support from colleagues 43 .CHART.7.

The difference in the opinion clearly reveals that majority of the employees agree that they have support from team members. 44 .TABLE. 23% of employees Strongly Agree and 37% of the employees Agree that they have support from team members.13 TABLE SHOWING SUPPORT FROM TEAM MEMBERS SUPPORT FROM TEAM MEMBERS Agree Strongly agree Neutral Disagree Strongly Disagree Total NO OF RESPONDENTS 37 23 16 14 10 100 PERCENTAGE 37 23 16 14 10 100 Interpretation: From the above table. 10% of the employees Strongly Disagree and 14% of the employees Disagree that they don’t have support.7.

7.CHART.13 CHART SHOWING SUPPORT FROM TEAM MEMBERS 40 35 30 37 23 25 Percentage 20 15 10 10 5 0 Agree Strongly Agree Neutral Disagree Strongly Disagree 16 14 Support from team members 45 .

NO OF RESPONDENTS 44 18 16 12 10 100 PERCENTAGE 44 18 16 12 10 100 46 . The difference in the opinion clearly reveals that majority of the employees agree that they have encouragement to use paid leave.7.TABLE.14 TABLE SHOWING ENCOURAGEMENT TO USE PAID LEAVE ENCOURAGEMENT TO USE PAID LEAVE Agree Strongly agree Neutral Disagree Strongly Disagree Total Interpretation: From the above table. 10% of the employees Strongly Disagree and 12% of the employees Disagree that they don’t have encouragement. 18% of employees Strongly Agree and 44% of the employees Agree that they have encouragement to use paid leave.

CHART.14 CHART SHOWING ENCOURAGEMENT TO USE PAID LEAVE 45 40 35 Percentage 30 25 20 15 10 5 0 44 18 16 12 10 Agree Strongly Agree Neutral Disagree Strongly Disagree Encouragement to use paid leave 47 .7.

7. 10% of the employees Strongly Disagree and 8% of the employees Disagree that they don’t satisfy seeking other men to work.15 TABLE SHOWING SEEKING OTHER MEN USING WORK SEEKING OTHER MEN USING WORK Agree Strongly Agree Neutral Disagree Strongly disagree Total Interpretation: NO OF RESPONDENTS 44 24 14 8 10 100 PERCENTAGE 44 24 14 8 10 100 From the above table. 48 . The difference in the opinion clearly reveals that majority of the employees agree that they satisfy seeking other men to work.TABLE. 24% of employees Strongly Agree and 44% of the employees Agree that they satisfy seeking other men to work.

15 CHART SHOWING SEEKING OTHER MEN USING WORK 45 40 35 30 Percentage 25 20 15 10 5 0 44 24 14 8 10 Agree Strongly Agree Neutral Disagree Strongly Disagree Seeking other men using work 49 .7.CHART.

22% of employees Strongly Agree and 38% of the employees Agree that allowed overtime work with extra pay.TABLE.16 TABLE SHOWING THE ALLOWED OVERTIME WORK WITH EXTRA PAY WORKING FROM HOME Agree Strongly agree Neutral Disagree Strongly disagree Total Interpretation: From the above table.7. NO OF RESPONDENTS 38 22 16 14 10 100 PERCENTAGE 38 22 16 14 10 100 50 . The difference in the opinion clearly reveals that majority of the employees agree that they allowed overtime work with extra pay. 10% of the employees Strongly Disagree and 14% of the employees Disagree that they allowed overtime work with extra pay.

CHART.16 CHART SHOWING THE ALLOWED OVERTIME WORK WITH EXTRA PAY 40 35 30 25 Percentage 20 15 38 22 16 14 10 10 5 0 Agree Strongly Agree Neutral Disagree Strongly Disagree Working from home 51 .7.

The difference in the opinion clearly reveals that majority of the employees agree that the company pay double wages if you work in paid holiday.TABLE. 8% of the employees Disagree that the company pay double wages if you work in paid holiday.7. NO OF RESPONDENTS 60 22 10 8 100 PERCENTAGE 60 22 10 8 100 52 . 22% of employees Strongly Agree and 60% of the employees Agree that the company pay double wages if you work in paid holiday.17 TABLE SHOWING THE COMPANY PAY DOUBLE WAGES IF YOU WORK IN PAID HOLIDAY TECHNOLOGY SUCH AS LAPTOPS AND MOBILES Agree Strongly agree Neutral Disagree Strongly disagree Total Interpretation: From the above table.

7.CHART.17 CHART SHOWING THE COMPANY PAY DOUBLE WAGES IF YOU WORK IN PAID HOLIDAY 70 60 60 50 Percentage 40 30 22 20 10 10 8 0 Agree Strongly Agree Neutral Disagree 0 Strongly Disagree Technology laptops & mobiles 53 .

19% of employees Strongly Agree and 44% of the employees Agree that the company permit to allow any specialized men in a particular field to work. NO OF RESPONDENTS 44 19 17 10 8 100 PERCENTAGE 44 19 17 10 8 100 54 . The difference in the opinion clearly reveals that majority of the employees agree that the company permit to allow any specialized men in a particular field to work. if you are not able to do it. 8% of the employees Strongly Disagree and 10% of the employees Disagree that the company permit to allow any specialized men in a particular field to work. if you are not able to do it. IF YOU ARE NOT ABLE TO DO IT CHILDREN INTO WORK ON OCCASIONS Agree Strongly agree Neutral Disagree Strongly disagree Total Interpretation: From the above table. if you are not able to do it.7.TABLE.18 TABLE SHOWING THE COMPANY PERMIT TO ALLOW ANY SPECIALIZED MEN IN A PARTICULAR FIELD TO WORK.

18 CHART SHOWING THE COMPANY PERMIT TO ALLOW ANY SPECIALIZED MEN IN A PARTICULAR FIELD TO WORK.7.CHART. IF YOU ARE NOT ABLE TO DO IT 45 40 35 30 Percentage 25 20 15 10 5 0 45 19 17 10 8 Agree Strongly Agree Neutral Disagree Strongly Disagree Able to bring children onto work occasions 55 .

The difference in the opinion clearly reveals that majority of the employees disagree that the company gives job rotation.7. NO OF RESPONDENTS 36 8 28 24 4 100 PERCENTAGE 36 8 28 24 4 100 56 .TABLE. 4% of the employees strongly disagree and 24% of the employees disagree that the company gives job rotation.19 TABLE SHOWING THE COMPANY GIVES JOB ROTATION FOR YOU LONG WORKING HOURS Agree Strongly agree Neutral Disagree Strongly disagree Total Interpretation: From the above table. 8% of employees strongly agree and 36% of the employees agree that the company gives job rotation.

7.CHART.19 CHART SHOWING THE COMPANY GIVES JOB ROTATION FOR YOU 40 35 36 28 30 24 Percentage 25 20 15 8 10 5 0 Agree Strongly Agree Neutral Disagree Strongly Disagree 4 Long working hours 57 .

20 TABLE SHOWING COMPULSORY OVER TIME COMPULSORY OVER TIME Agree Strongly agree Neutral Disagree Strongly disagree Total Interpretation: From the above table.7. 4% of employees Strongly Agree and 30% of the employees Agree towards compulsory over time. The difference in the opinion clearly reveals that majority of the employees disagree towards compulsory over time. 8% of the employees Strongly Disagree and 46% of the employees Disagree towards compulsory over time. NO OF RESPONDENTS 30 4 12 46 8 100 PERCENTAGE 30 4 12 46 8 100 58 .TABLE.

7.20 CHART SHOWING COMPULSORY OVER TIME 50 45 40 35 Percentage 30 25 20 15 10 5 0 Agree Strongly Agree Neutral 4 12 30 46 8 Disagree Strongly Disagree Compulsory over time 59 .CHART.

TABLE. 14% of employees Strongly Agree and 20% of the employees Agree towards weekend work. 6% of the employees Strongly Disagree and 41% of the employees Disagree towards weekend work. The difference in the opinion clearly reveals that majority of the employees disagree towards weekend work.21 TABLE SHOWING WEEKEND WORK WEEKEND WORK Agree Strongly agree Neutral Disagree Strongly disagree Total Interpretation: From the above table. NO OF RESPONDENTS 20 14 19 41 6 100 PERCENTAGE 20 14 19 41 6 100 60 .7.

CHART.7.21 CHART SHOWING WEEKEND WORK 45 40 35 30 Percentage 25 20 15 10 5 0 Agree Strongly Agree Neutral Weekend work 19 14 41 20 6 Disagree Strongly Disagree 61 .

NO OF RESPONDENTS 52 16 22 8 2 100 PERCENTAGE 52 16 22 8 2 100 62 . 2% of the employees Strongly Disagree and 8% of the employees Disagree towards timings of work.22 TABLE SHOWING TIMING OF WORK TIMING OF WORK Agree Strongly agree Neutral Disagree Strongly disagree Total Interpretation: From the above table. 16% of employees Strongly Agree and 52% of the employees Agree timings of work. The difference in the opinion clearly reveals that majority of the employees agree towards timings of work.7.TABLE.

22 CHART SHOWING TIMING OF WORK 60 52 50 40 Percentage 30 16 22 20 8 10 2 0 Agree Strongly Agree Neutral Timing of work Disagree Strongly Disagree 63 .CHART.7.

7.23 TABLE SHOWING EMPLOYEES ARE ABLE TO BALANCE THEIR WORK AND FAMILY LIFE ABLE TO WORK AND BALANCE FAMILY LIFE Agree Strongly agree Neutral Disagree Strongly disagree Total Interpretation: From the above table. The difference in the opinion clearly reveals that majority of the employees agree that they can manage their work and family life. 16% of employees Strongly Agree and 60% of the employees Agree that they can able to manage their work and family life. 3% of the employees Strongly Disagree and 8% of the employees Disagree towards it. NO OF RESPONDENTS 60 16 13 8 3 100 PERCENTAGE 60 16 13 8 3 100 64 .TABLE.

CHART.7.23 CHART SHOWING RESPONDENTS ARE ABLE TO BALANCE THEIR WORK AND FAMILY LIFE 60 60 50 40 Percentage 30 16 20 13 8 3 10 0 Agree Strongly Agree Neutral Disagree Strongly Disagree Balance their work & family life 65 .

 Majority (42%) of the respondents agree that they flexible working hours.  Majority (43%) of the respondents agree that they have support form managers.CHAPTER-VIII FINDINGS AND SUGGESTIONS FINDINGS  Majority (56%) of the respondents are female.  Majority (56%) of the respondents strongly agree that they have for family emergencies.  Majority (43%) of the respondents agree that they have support from colleagues.  Majority (37%) of the respondents agree that they have support from team members.  Majority (64%) of the respondents have children.  Majority (53%) of the respondents agree that they have a time off in holidays.  Majority (46%) of the respondents agree that they have compressed working hours.  Majority (40%) of the respondents agree that they have flexible starting time.  Majority (72%) of the respondents are married.  Majority (40%) of the respondents agree that they have flexible finishing time.  Majority (44%) of the respondents agree that they have reduced working hours. 66 .

 Majority (45%) of the respondents agree that they are able to bring their children into work on occasions.  Majority (38%) of the respondents agree that they satisfy working from home. Majority (44%) of the respondents agree that they have encouragement to use paid leave.  Majority (46%) of the respondents disagree that they don’t have compulsory over time.  Majority (44%) of the respondents agree that they are satisfied with seeking other men at work.  Majority (60%) of the respondents agree that they can balance their work and family life.  Majority (60%) of the respondents agrees that technology such as laptops and mobiles are useful for their work.  Majority (41%) of the respondents disagree that they don’t have weekend work. 67 .  Majority (46%) of the respondents agree that they have long working hours.  Majority (52%) of the respondents agree that they have timing of work.

SUGGESTIONS  The management can give some recreation facilities to the employees. 68 .  The management can give stable working hours for the employees.

provides its employees with a good organizational culture and working conditions. The key word is balance.CHAPTER – IX CONCLUSION BURN STANDARD CO. 69 . The involvement and commitment of the employees to the company is very high. You need to find the right balance that works for you. they also have a good support from their managers and their team members. The employees have high working arrangements. Celebrate your successes and don’t dwell on your failures. flexible working hours. LTD. This has leaded the employees to feel that they are a part of the family and they look upon the company as their own.

com/company. “Human Resource Management” [Third Edition].html 70 . [2001] “Human Resource Development” Sultan Chand & Sons.P.C. Tripathy. New Delhi.CHAPTER – X BIBLIOGRAPHY 1. Vishwa Prakasham. 2... [2001] “Research Methodology Methods & Techniques”. Ashwathapa.com website : http://burnstandard.M.R. Kothari... Prasa. www. Reprint 1998. 5. 2nd Edition. [2001] “Human Resource Management”.com b.citehr. L. Sultan Chand & Sons.C. Web Source : a. 3.K. 4. www. Tata Mc Graww Hill Publication Company ltd.scribd..

. I kindly request you to fill in the questionnaire completely. Age 3.A STUDY ON WORK LIFE BALANCE OF EMPLOYEES IN BURN STANDARD CO. No 5. 1. . LTD (UNDERTAKEN BY CENTRAL GOVERNMENT) AT SALEM QUESTIONNAIRE I am conducting this study as a part of my curriculum. Marital status a) Married 4. Question Flexible starting time Flexible Finish time Agree Strongly Strongly Neutral Disagree Agree Disagree b) No c) Not applicable b) Unmarried b) Female 6. Gender a) Male 2. Have children a) Yes Working Hours Q. I assure you that all information collected will be kept confidential.

No 7. NO 15. 14 . Question Support from managers/supervisors Support from colleagues Support from team members Question Agree Strongly Disagre Neutral agree e Strong disagree Agree Strongly Neutral Agree Disagre e Strongly Disagree Encouragement to use paid leave Seeking other men use 16. Support from others Q. 10. 13 . 9.Q. Q. work/family policy Working Arrangement . Question Flexible working hours generally Time off for family emergencies Reduced work hours Time off in holidays Compressed working hours Agree Strongly Strongly Neutral Disagree Agree Disagree 8. No 12 . 11.

Company give job satisfaction for you Compulsory over time Agree Strongly Neutral Agree Disagre e Strongly Disagree 18. 22. 19. 20. Timing of work 24) Do you agree that you are able to balance your work and family life? a) Agree b) Strongly Agree c) Neutral d) Disagree e) Strongly disagree 25) Give your suggestion to improve work life balance? . 21.Q. Weekend work 23. Question Overtime work allowed with extra pay Company pay double wages if you work in paid holidays Company permit to allow any specialized men in a particular filed to work. if you are not able to do it. No 17.

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