Coping With Work Stress - Solution To The Problems Faced by Working Women in IT Sector

COPING WITH WORK STRESS-SOLUTION TO PROBLEMS
FACED BY WORKING WOMEN IN IT SECTOR

Project report submitted in partial fulfillment of the requirements for the
award of the Degree of
MASTER OF BUSINESS ADMINISTRATION
of
BANGALORE UNIVERSITY
By
Sharath Kumar
141GCMD111
Under the guidance of
Ms. Bhavya Vikas

Assistant Professor
Rashtreeya Sikshana Samithi Trust

R V INSTITUTE OF MANAGEMENT
CA-17, 36th Cross, 26th Main, 4th T Block,
Jayanagar, Bangalore 560 041
20152016
DECLARATION
I hereby declare that COPING WITH WORK STRESS-SOLUTION TO

PROBLEMS FACED BY WORKING WOMEN IN IT SECTOR is the
result of the project work carried out by me under the guidance of Ms. Bhavya
Vikas, Assistant Professor, R V Institute of managementandMs. Annapoorna
A J, Principal Technical Writer, Oracle in partial fulfillment for the award of
Masters Degree in Business Administration by Bangalore University.
I also declare that this project is the outcome of my own efforts and that it has
not been submitted to any other University or Institute for the award of any
other Degree or Diploma or Certificate.
Place:
Date:
Sharath Kumar
141GCMD111
Rashtreeya Sikshana Samithi Trust
R V Institute of Management
CA 17, 36th Cross, 26th Main, 4th T Block Jayanagar, Bangalore 560041
CERTIFICATE BY GUIDE
This is to certify that the Project Report titledCOPING WITH WORK STRESSSOLUTION TO PROBLEMS FACED BY WORKING WOMEN IN IT
SECTOR
submitted
by
Mr.
Sharath
Kumar
bearing
Register
Number
141GCMD111to Bangalore University, Bangalore for the award of Degree of Master

of Business Administration is a record of work carried out by him under my guidance.
Place:
Date:
Ms. Bhavya Vikas
Assistant Professor
CERTIFICATE BY MENTOR
This is to certify thatMr. Sharath Kumar; bearing Register Number 141GCMD111of

R V Institute of Management has undertaken Project on the topic COPING WITH
WORK STRESS-SOLUTION TO PROBLEMS FACED BY WORKING
WOMEN IN IT SECTOR between July 15, 2015 and August 17, 2015 under my
mentorship.
Place:
Date:
Ms. Annapoorna A J
Principal Technical Writer, Oracle
CERTIFICATE OF ORIGINALITY
Date:
This is to certify that the Project Report titled Coping with Work StressSolution to Problems Faced by Working Women in IT Sector is an original
work
of
Mr.
SharathKumar;
bearing
University
Register
Number
141GCMD111 and is being submitted in partial fulfillment for the award of the
Masters Degree in Business Administration of Bangalore University. The
report has not been submitted earlier either to this University /Institution for the
fulfillment of the requirement of any course of study. Mr. Sharath Kumar is
guided by Ms. Bhavya Vikas who is the Faculty Guide as per the regulations of
Bangalore University.
Dr. T V Raju
Director
ACKNOWLEDGEMENT
The successful completion of any task would be incomplete without mentioning the
people who made it possible and whose constant guidance secured as success.
I express my deep gratitude to our beloved Director Dr. T V Raju, R V Institute of

Management, Bangalore, for giving me an opportunity to complete this study
successfully.
I would like to thank my project guide Ms. Bhavya Vikas, Assistant Professor, R V
Institute of Management and external guide Ms. Annapoorna A J, Principal
Technical Writer, Oracle, Bangalore for their expert guidance and uplifting
inspiration, continuous support and cooperation throughout my project without which
the present work would not have been possible. They always extended full attention,
patient hearing and complete support to me, without which the present work could not
have come to light.
Above all, I express my indebtedness to my beloved parents for their motivation,

encouragement and support, which inspired me to carry out this work despite of all
hardships.
And lastly, I would like to thank all respondents from whom I interacted during my
project for their kind cooperation for helping me to complete this project work
successfully.
Date:
Place: Bangalore
Sharath Kumar
141GCMD111
CONTENT
Chapter
No.
Chapter Title
Page
Numbers
Executive Summary
Introduction
1.1 Introduction
1.2 Background information
1.3 Information Technology in India
1.4 Women at workplace
1.5 Significance of the study
1.6 Common Problems faced by Working Women
1
2
2
5
7
9
II
Methodology
2.1 Statement of problem
2.2 Need and relevance of the study
2.3 Objectives of the study
2.4 Scope of the study
2.5 Methodology
2.6 Data collection
2.7 Tools for data analysis
2.8 Limitations of the study
10
10
11
11
12
12
13
14
III
Data Analysis
3.1 Questionnaire Data Analysis
3.2 SWOT Analysis
15
36
Findings, Conclusion and Suggestions

4.1 Findings
38
4.2 Conclusion
39
4.3 Suggestions
40
4.4Experiences and learning
41
IV
References
Detailed account of work done during the Project

Work
Annexure
LIST OF TABLES
Table
number
Description
Page
number
3.1.1
Table showing nature of work of employees
15
3.1.2
Table showing work duration of the spouse
16
3.1.3
Table showing number of children (under age 18)
17
3.1.4
Table showing the different facilities at workplace
18
3.1.5
Table showing when they catch up on extra work nights

and/or work
20
3.1.6
Table showing the most important reason for going to work
21
3.1.7
Table showing opinion about work
22
3.1.8
Table showing the most important challenges faced by

working women
23
3.1.9
Table showing distribution of opinion about balancing both

family and workplace equally
25
3.1.10
Table showing overall stress level of the employees in a

typical week
26
3.1.11
Table showing health issues after becoming a working

women
27
3.1.12
Table showing how often their partner or children complain

that they don't have enough quality time for them
29
3.1.13
Table showing opinion of employees about work life

balance policy customization to individual needs
31
3.1.14
Table showing opinion of employees about ONE THING

that will make their life as a working women better
33
3.1.15
Table showing opinion of employees about better work life

balance of employees can make the organization more
effective and successful
35
LIST OF GRAPHS
Graph
number
3.1.1
3.1.2
3.1.3
Description
Graph showing percentage distribution of nature of work of
the employees
Graph showing percentage distribution of working duration
of the spouse
Graph showing percentage distribution of number of
children
Page
number
15
16
17
3.1.4
Graph showing percentage distribution of different facilities

offered by organizations
18
3.1.5
Percentage distribution of working women catch up on extra

work nights and/or work
20
3.1.6
3.1.7
3.1.8
Graph showing percentage distribution of most important

reason for going to work
Graph showing percentage distribution of opinion about
work
Graph showing percentage distribution of hardest part of
being a working women
21
22
23
3.1.9
Percentage distribution of opinion about balancing both

family and workplace equally
25
3.1.10
Graph showing percentage distribution of rating of stress

level of employees in a typical week
26
3.1.11
3.1.12
3.1.13
3.1.14
3.1.15
Graph showing percentage distribution of health issues

faced by working women
Graph showing percentage distribution of how often their
partner or children complain that they dont have enough
quality time for them
Graph showing percentage distribution of opinion of
employees about work life balance policy customization to
individual needs
employees about ONE FECILITY that will make their life
better as a working women
employees about better work life balance of employees can
make the organization more effective and successful
27
29
31
33
35
Executive Summary
In the history of human development, women have been as vital in the history
making as men have been. Undoubtedly, without the active participation of women in
national activities, the social, economic or political progress of a country will
deteriorate and become stagnant. During earlier days there were some man-made
boundaries for women but now women play vital roles in different sectors. Women
today are breaking that boundary and are playing the dual role of balancing domestic
life as well as professional life, giving a boost to their societal status in the process.
The major problems for working women arise out of the dual responsibilities of the
working woman - domestic work as well as office work.
The main objective of the study was to understand the problems and issues
faced by working women in India. Questionnaire including both close-ended and
open-ended questions was chosen for effective collection of data from the
respondents. The study was based on primary data collected within Bangalore city to
find out the possible solutions for working women which could help them to
overcome the problems that they face in the workplace.
The results of the study showed that majority of IT organizations provide
telecommuting and accommodation facility to their employees, but they are facing
problem in taking care of their child and are not able to spend quality time with them.
Some problems are definitely common, like mental and physical stress, lack of proper
balance between employment and family care, unfair treatment in the workplace,
stressful life and health issues etc.
Some probable solutions for problems plaguing urban working women that
could help them to overcome the problems that they face in the workplace are proper
safety and security measures by the parent organizations, more support from the boss
or co-workers, sensitive and supporting partners at home, flexible work schedule and
effective child care policies for women at the workplace will definitely improve the
performance of the working women and also the organization.
Chapter 1
INTRODUCTION
Coping with Work Stress-Solution to Problems Faced by Working Women in IT

Sector
1.1 Introduction
In the history of human development, women have been as vital in the history
making as men have been. In fact higher status for women vis--vis employment and
work performed by them in a society is a significant indicator of a nations overall
progress. Undoubtedly, without the active participation of women in national
activities, the social, economic or political progress of a country will deteriorate and
become stagnant. But ironically and tragically, women employees in general, are not
taken very seriously by their superiors, colleagues, or society at large. Having a career
poses challenges for women due to their family responsibilities. Traditionally Indian
women had been home makers but in the recent decades, proper education and better
awareness, in addition to the ever increasing cost of living has made them to go out
and choose careers. In a patriarchal society like India it is still believed that a man is
the primary bread winner of his family. Although Indian women have started working
outside their homes but still they have a long way to go both culturally, socially and
economically, to bring in positive attitudinal changes in the mind-set of people.
The need for balancing work-family of working women is very important. In

olden days man was considered as breadwinner and women was consider as home
maker but today everything was changed. Both men and women have equal
responsibility in work and family. In order to balances work and family the women
have to plan their career effectively. The good work-family balances includes the
priorities fixing by working women, awareness of current working position and
environment, update latest technology, fix schedule such a manner that sufficient
time with family, monitoring self-performance and improve the area when and where
required.
It is generally perceived that gender bias against working women starts right
from the stage of recruitment. Most of the Indian men are not ready to accept that
women are capable enough to work side by side with men in all the sectors, other than
in a few limited ones like teaching, nursing and in clerical sectors. Their capabilities
are generally underestimated as a result of which Indian women have a tendency to
opt for less demanding jobs even if they are highly qualified. Women have the
responsibilities to effectively manage their multiple roles in domestic as well as
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professional lives. Men generally do not offer any help in the households work. This
makes the life of working women extremely stressful.
1.2 Background information

While a majority of the women still face discrimination and gender bias, in the
last few decades, the number of women successful in politics, technology and
business etc. is definitely on the rise. Society has started seeing women in a different
perspective. They work as lawyers, nurses, doctors, social workers, teachers,
secretaries, managers and officers etc. There is no profession today where women are
not employed. However, it is true that working women have to face problems by
virtue of their sex. For centuries women have been subjected to exploitation and
torture, physically, sexually and mentally. There are innumerable challenge and
problems faced by them both at home and workplace. What is generally seen today, in
addition to various media and journal reports is that in the workplace women
generally face mental stress, sexual harassment, discriminatory practices, safety and
security issues etc. Indias patriarchal society thinks of women only as homemakers
and sexual objects and is generally subjected to exploitation and torture.
1.3 Information Technology in India

Information technology in India is an industry consisting of two major
components: IT services and business process outsourcing (BPO). The sector has
increased its contribution to India's GDP from 1.2% in 1998 to 7.5% in 2012.
According to NASSCOM, the sector aggregated revenues of US$147 billion in 2015,
where export revenue stood at US$99 billion and domestic at US$48 billion, growing
by over 13%. India's Prime Minister Narendra Modi has started 'Digital India' project
to give IT a secured position inside & outside India.
Bangalore is considered to be the Silicon Valley of India because it is the leading IT
exporter. Exports dominate the industry and constitute about 77% of the total industry
revenue. However, the domestic market is also significant with a robust revenue
growth. The industrys share of total Indian exports (merchandise plus services)
increased from less than 4% in FY1998 to about 25% in FY2012. According to
Gartner, the "Top Five Indian IT Services Providers" are Tata Consultancy Services,
Infosys, Cognizant, Wipro, and HCL Technologies.
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Recent development in Information Technology
The biggest economic effect of the technologically inclined services sector in
Indiaaccounting for 40% of the country's GDP and 30% of export earnings as of
2006, while employing only 25% of its workforceis summarized by Sharma (2006):
"Today, Bangalore is known as the Silicon Valley of India and contributes 33% of
Indian IT Exports. India's second and third largest software companies are
headquartered in Bangalore, as are many of the global SEI-CMMI Level 5
Companies." Numerous IT companies are based in Mumbai such as TCS (among
India's first and largest), Reliance, Patni, L&T InfoTech, Myzornis Corporation and IFlex.
Employment Generationin Information Technology

This sector has also led to massive employment generation. The industry
continues to be a net employment generator expected to add 230,000 jobs in
FY2016, thus providing direct employment to about 2.8 million, and indirectly
employing 8.9 million people. Generally dominant player in the global outsourcing
sector. However, the sector continues to face challenges of competitiveness in the
globalized and modern world, particularly from countries like China and Philippines.
India's growing stature in the Information Age enabled it to form close ties with both
the United States of America and the European Union. However, the recent global
financial crises has deeply impacted the Indian IT companies as well as global
companies. As a result, hiring has dropped sharply, and employees are looking at
different sectors like financial services, telecommunications, and manufacturing
industries, which have been growing phenomenally over the last few years. India's IT
Services industry was born in Mumbai in 1967 with the establishment of Tata Group
in partnership with Burroughs. The first software export zone SEEPZ was set up here
way back in 1973, the old avatar of the modern day IT Park. More than 80 percent of
the country's software exports happened out of SEEPZ, Mumbai in 1980s.
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Government Initiatives
The adoption of key technologies across sectors spurred by the 'Digital India
Initiative' could help boost India's gross domestic product (GDP) by US$ 550 billion
to US$ 1 trillion by 2025, as per research firm McKinsey.
Some of the major initiatives taken by the government to promote IT sector in India
are as follows:
India and the United States (US) have agreed to jointly explore opportunities
for collaboration on implementing India's ambitious Rs 1.13 trillion (US$
18.22 billion) Digital India Initiative. The two sides also agreed to hold the
US-India Information and Communication Technology (ICT) Working Group
in India later this year.
India and Japan held a Joint Working Group conference for Comprehensive
Cooperation Framework for ICT. India also offered Japan to manufacture ICT
equipment in India.
The Government of Telangana began construction of a technology incubator

in Hyderabaddubbed T-Hubto reposition the city as a technology
destination. The state government is initially investing Rs 35 crore (US$ 5.64
million) to set up a 60,000 sq.ft. space, labelled the largest start-up incubator
in the county, at the campus of International Institute of Information
Technology-Hyderabad (IIIT-H). Once completed, the project is proposed to
be the worlds biggest start-up incubator housing 1,000 start-ups.
Bengaluru has received US$ 2.6 billion in venture capital (VC) investments in
2014, making it the fifth largest recipient globally during the year, an
indication of the growing vibrancy of its start-up ecosystem. Among countries,
India received the third highest VC funding worth US$ 4.6 billion.
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1.4Women at Workplace
Women in the workforce earning wages or a salary are part of a modern
phenomenon, one that developed at the same time as the growth of paid employment
for men; yet women have been challenged by inequality in the workforce.
Traditionally women have been the under-privileged ones in the society, not enjoying
the same rights or standards of living as the other half of the population. According to
Robin (2002) Sexism is the root oppression, the one which, until and unless we
uproot it, will continue to put forth the branches of racism, class, hatred, ageism,
competition, ecological disaster and economic exploitation. No other human
differentiations can be similarly powerful in reproducing oppressions, and so, women
are the real left.
Status of women can be broadly defined as the degree of socio-economic equality and
freedom enjoyed by women. Economic, social and cultural factors interplay for
reinforcing the gender differences in ownership, control and access to land trough
inheritance, marriage or informal networks. Womens economic status in the
household, depends on three levels of influence, viz., womens acquired economic
and social power, the socio-economic status of their households and the level of
support and opportunities in the community. Womens economic well-being is
usually enhanced by women acquiring independent sources of income that begets
increased self-esteem and improved conditions of their households and the overall
level of development in their communities. The gender gap in the ownership and
control of property is the most significant contributor to the gender gap in the
economic well-being, social status and empowerment of women.
Women have been playing vital roles in households since ages. Now women are also
recognized for their value in the workplace and are engaged in wide range of activities
of work in addition to their routine domestic work. Building a society where women
can breathe freely without fear of oppression, exploitation, and discrimination is the
need of the hour, to ensure a better future for the next generation.
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Google's workforce is only 30% female

The company released this information, along with its leadership stats: 79% male.
And this isn't just a Google problem the same goes for Yahoo, who employs 37%
women, Facebook, which is 31%, and LinkedIn, which employs 39%.
56% of women in technology leave their employers midcareer

According to NCWIT, of the women who leave, 24% take a non-technical job in a
different company; 22% become self-employed in a tech field, 20% take time out of
the workforce, and 10% go to work with a start-up company. This is double the
turnover rate of men.
20% of software developers are women

The Department of Labour states that 56% of business jobs are women, and 36% of
physician jobs are held by women. Conversely, according to study on Silicon Valley
start-ups, only 12% of engineers there are women.
IT sector kind of work it demands
Target should be reached on time.
More efficiency in work.
More involvement towards work.
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1.5Significance of the Study
Educated urban women are presumed to be more aware of the opportunities
and challenges of the workplace or educated urban women can better understand their
roles and limitations in the workplaces and are perceived to be bold enough to
develop their own personalities, with or without encouragement from their families.
An assessment of the problems and issues plaguing urban working women is therefore
a necessity for better understanding of workplace dynamics related to women.
During earlier days there were some man-made boundaries for women but now
women play vital roles in different sectors. Women today are breaking that boundary
and are playing the dual role of balancing domestic life as well as professional life,
giving a boost to their societal status in the process. The major problems for working
women arise out of the dual responsibilities of the working woman - domestic work as
well as office work. Though more and more women are coming out in search of paid
employment and their families also need their income, the attitude towards women
and their role in the family has not undergone much change. Even today, looking after
the family and children is generally perceived to be the primary responsibility of the
man.
It is possible to accept that as more and more women have entered the
workforce, there is no longer a solid family-support at home. Women have increased
their participation in paid employment considerably during the past 30 years, but men
have not increased their participation in housework to the same extent. Women still
perform majority of the care giving role and juggling of work in the family. Gender is
seen as a significant determinant of negative job spill-over because employed women
are expected to carry out the responsibility for family services and still be able to
smoothly handle their work roles. Although husbands have taken on more domestic
work than they did in earlier generations. Added to this is the phenomenon of guilt
experienced by women containing a general feeling of responsibility especially
towards their own children. It is a fact that women have to face problems just by
virtue of their being women. And if they are working the problems are multiplied
manifold. Social attitude to the role of women lags much behind the law. This attitude
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Sector
which considers women fit for certain jobs and not for other jobs influences those
who are involved in the recruitment of female employees.
Women working in some industries, factories, banks, hospitals etc. complain that they
do not get time to look after and give care to their babies. The efficiency of a working
woman is always suspected and questioned by most people, especially their male
counterparts. In the upper class cadres, it is generally seen that all qualifications
remaining similar, men are usually preferred. Authorities are doubtful whether women
would be able to handle male subordinates, take independent decisions, cope with
crisis and manage their duties properly. Even though women prove they are efficient,
authorities think twice before promoting them and even if women are given the
chance, there is always a remark that they were given the position because they were
women. Sexual harassment is another serious problem faced by working women.
Whether in the organized or unorganized sector, whether illiterate, low paid workers
or highly educated and highly paid executives, a large number of working women
face sexual harassment at the workplace at one time or another. This is mostly from
other male employees or their superiors. Women tend to hold lower-level positions
than men even when they have sufficient skills to perform higher-level jobs.
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1.6Common problems faced by working women are
The study evinces the following research problems for the study related to problems
and challenges faced by working women in the workplace and in household:
1. Balancing between paid employment and family care.
2. Work related stress problems faced by working women.
3. Victims of physical harassment and unfair treatment in the workplace.
4. Tolerance of abuse, violence, harassment and discrimination.

5. Sexual harassment, mental pressure and safety problems.
6. Various health issues due to long working hours.

7. Insufficient holidays.
8. High targets.
The present study therefore aims at finding out if women face challenges in the
workplaces which pose problems for them, and what are those particular challenges
that women face working in the IT sectors and what credible solutions and coping
mechanisms can be offered to help them lessen such problems, so that women can
understand their own value and ability to face problems in different ways. The study
also aims at finding the problems of different age group working women and different
categories of women like single, married, separate/divorcee, widow etc.
Understanding the problems in a clear way would assist us in finding adequate
answers in reducing the problems.
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Chapter 2
METHODOLOGY

Sector
2. Methodology
2.1 Statement of problem
Major parts of Indian women are allowed to work; still they face some
problems in workplace and family. The problems faced in their work place are they
do not get the respect from their male colleagues in the workplace.This makes them
more stressful. Another most difficult problem faced by working women who have
small children as they forced to leave their child in day-care or in hands of maid on
whom they have little faith. This creates more tension in them and less concentration
on their work. Working women are not able to attend family function due to lack of
leave and also not able to give proper care to family members. This research is to find
out more challenges faced by working women and to find out possible solution for
them.
2.2 Need and relevance of study
Implication of the Study:

The study would help in understanding the present status of women in our
society and what kind of problems they are going through.
To find out possible solutions for problems and issues faced by working women and
also to find out the gaps between the problems faced and probable solutions to the
problems faced by working women. The study can yield results that can help us in
better understanding the problems and challenges faced by working women. Some
solutions can be offered for betterment of working women in the work place, to create
awareness among the society about the equal importance of men and women.
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2.3 Objectives of the Study
The study attempts to address the following key research objectives:
To gain knowledge about the problems and challenges faced by urban working
women in the workplace.
To understand the various contributing factors of stress for the women

employees working in IT sector.
To identify the expectations of women employees from the organization.
To know the opinion of their family about their work life.
To know about their organizational satisfaction.
To find out possible solutions that could help them to overcome the problems
that they face in the workplace.
2.4 Scope of the Study

The study is exploratory in nature and seeks to identify the problems and
challenges faced by urban women in different professional sectors like public sector
enterprises, commercial organizations etc.The present study surveyed only urban
women employees in white collared jobs who have been in their jobs for at least six
months. The study was conducted within Bangalore city. Bangalore city is an IT hub;
multi-linguistic, multi-ethnic, multi-religious and multi-cultural. This diversity makes
it more attractive for this research study. The places covered for the study were
limited to Engineering services, Commercial organizations, IT solutions services etc.
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2.5Methodology
Methods adapted for establishing the validity and reliability of the study. Descriptive
research is conducted.
Data was collected using questionnaire and discussions.
Convenient sampling is the method of sampling applied.
The questionnaire consisted of 12 close ended, 4 open ended and one Likert
scale questions.
2.6 Data collection

Both Primary and Secondary data are collected and used for research study.
Primary data:
Primary data is data that has not been published before, i.e. the data is
collected from new research studies. It is the information which is obtained directly
from the first hand sources by means of structured questionnaire and also by
observation method. It gives the present information & true image for the study.It will
help us to understand better about the problem.
The sources of Primary Data are questionnaire and observation.
Sample size: 50 women employees of various IT organizations.
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Secondary data:
It is the data, which gives related information in the different field according to
our requirement. There are different sources available as secondary data. They are as
follows
Research articles
Journals publications
Professional magazines
Newspapers
Websites
Online journals
2.7 Tools for data analysis
Tables:Data collected from the survey is verified, stored and edited in to systematic
table form, tables were drawn for each questions separately in order to present data in
an understandable way.
Percentage:The tables contain the absolute figures and the percentage in respect to
the total figure. The percentage was used to simplify the study.
Graphs and Charts:The tables are represented pictorially to provide easy

comprehension of the data and final analysis were made. Summary of findings and
few suggestions will be based on the data collected.
SWOT Analysis on IT Sector

Two internal areas and two external areas are examined.
-
Internal: Strengths and Weaknesses
External: Opportunities and Threats
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2.8 Limitations of the Study
Focussed only on women working in IT sector.
The study area was confined to Bangalore city. Thus the results of the study
are applicable only to similar kind of situation analysis.
The study pertains to a certain time period. The result may not be valid for
over a longer period of time due to fast changing socio-economic and sociocultural setting in this study area.
Because of limitation of time and other resources involved in research, the

present study was restricted to a limited number of samples. The result drawn
from this study, therefore may have limited application i.e., it cannot be
assumed to provide information, capable of generalization over other regions
and could have regional biasness, but surely the broad similarities specific to a
particular gender, will provide some insight to the study.
Page 14
Chapter 3
DATA ANALYSIS

Sector
3. Data Analysis
3.1 Questionnaire Data analysis
3.1.1
Table showing nature of work of employees:
No. of respondent
Percentage (%)
Part time
18
36
Full time
32
64
Other
Total
50
100
3.1.1 Graph showing percentage distribution of nature of work of the employees:
36%
64%
Part time
Full time
Source: Primary data
Inference: According to above information 64% of working women go for full time
job and 36% of women go for part time job. The above data reflects that most of the
working women in IT sector go for full time job. IT sector demands that kind of
involvement.
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3.1.2
Table showing work duration of the spouse:
No. of respondents
Percentage (%)
Part time
10
Full time
30
60
Not applicable(single)
15
30
Not
applicable(partner 0
stays at home)
Total
50
100
3.1.2 Graph showing work duration of the spouse:
10%
30%
60%
Part time
Full time
Not applicable(single)
Not applicable(partner stays at home)
Inference: According to above chart most of the spouse of working women go

for full time job i.e. 60%, 30% of working women are unmarried and 10%
working womens spouses go for part time job.
Page 16

Sector
3.1.3
Table showing number of children (under age 18):
No. of respondents
Percentage (%)
19
38
26
52
10
2+
Total
50
100
3.1.3 Graph showing number of children (under age 18):
10%
38%
52%
2+
Inference: From the above chart it shows that 52% of working women have a one
child (under age 18), 38% of working women have no children and 10% of working
women have 2 children.
Page 17

Sector
3.1.4
Table showing the different facilities at workplace:
No. of respondents
Percentage (%)
Flexible Hours
Telecommuting
12
24
for 16
32
Accommodation
employees
Part time option
14
Job sharing
On-site child care
11
22
Total
50
100
3.1.4 Graph showing the different facilities at workplace:
22%
24%
8%
14%
32%
Flexible Hours
Telecommuting
Accommodation for employees
Part time option
Job sharing
On-site child care
Page 18

Sector
Inference: From the above chart it shows that 32% of organizations provide
Accommodation facility to their employees, 24% provide telecommuting facility,
22% of provide on-site child care facility, 14% provide part time option, 8% provide
job sharing facility which is less compared to others and no organization provides
flexible hours to their employees.
Page 19

Sector
3.1.5
Table showing when they catch up on extra work nights and/or work:
No. of respondents
Percentage (%)
Occasionally
26
52
Often
Never
21
42
Total
50
100
3.1.5 Graph showing when they catch up on extra work nights and/or work:
42%
52%
6%
Occasionally
Often
Never
Inference:According to the above chart 52% of working women occasionally catch

up on extra nights or extra work, 42% of the women employees never catch up on
extra work and only 6% of employees often catch up on extra nights or work.
Page 20

Sector
3.1.6
Table showing the most important reason for going to work:

No. of respondents
Percentage (%)
My family needs my 9
income
I enjoy it
21
18
To keep a foot in the 12

door in my career
Dont want to be as stay- 2
at-home parent
Cant say
6
24
Total
100
42
4
12
50
3.1.6 Graph showing the most important reason for going to work:
12%
4%
18%
24%
42%
My family needs my income
I enjoy it
To keep a foot in the door in my career
Dont want to be as stay-at-home parent
Cant say
Inference:The above graph shows 42% of the women employee enjoy working in the
IT sector, 24% of respondents work to keep a foot in the door of their career, almost
same percent of respondents work because their family needs their income, 12% of
respondents are confused about their decision and very less percent of respondents do
not want to be as stay at home parent.
Page 21

Sector
3.1.7
Table showing opinion about work:

No. of respondents
Percentage (%)
Stressful
18
36
Not stressful
12
24
Its complicated
20
40
Total
50
100
3.1.7 Graph showing opinion about work:
36%
40%
24%
Strssful
Not stressful
Its complecated
Inference:From the above chart it shows that 24% of respondents say their work is
not stressful but most of the respondents said that their work is stressful or it is
complicated.
Page 22

Sector
3.1.8
Table showing the most important challenges faced by working women:
No. of respondents
Percentage (%)
Lack of time with my kids
16
32
Lack of time with my

partner
Lack of time to myself
19
38
11
22
Guilt that I can't do

everything well
N/A(It's not hard)
Total
50
100
3.1.8 Graph showing the most important challenges faced by working women:
4%
4%
32%
22%
38%
Lack of time with my partner
Guilt that I can't do everything well
N/A(It's not hard)
Other
Page 23

Sector
Inference: According to the above chartmajority of the respondents are not getting
enough time with their partner and kids, many of the respondents said they dont get
enough time for themselves and less percent of respondents said they have a guilt that
they cannot do everything well.
Page 24

Sector
3.1.9
Table showing opinion about balancing both family and workplace equally:
No. of respondents
Percentage (%)
YES
22
44
NO
18
Cant say
19
38
Total
50
100
3.1.9 Graph showing opinion about balancing both family and workplace equally:
Can't say
38%
YES
44%
NO
18%
Inference: From the above chart it is concluded that most of the respondents are able
to handle both family and workplace but on the other hand almost same percent of
respondents are not sure whether they are able to handle or not and small number of
respondents said they fail to handle both family and workplace.
Page 25

Sector
3.1.10 Table showing overall stress level of the employees in a typical week:
No. of respondents
2
11
27
7
3
50
1(Very little)
2
3
4
5(Extreme)
Total
Percentage (%)
4
22
54
14
6
100
3.1.10 Graph showing overall stress level of the employees in a typical week:
6% 4%
14%
22%
54%
1(Very little)
5(Extreme)
Inference:According to above table more than half of the respondents are facing
medium level of stress in a typical week, 22% of respondents facing low level of
stress, 14% of respondents face high level of stress, 6% of respondents face extreme
level of stress and very less percent of respondents face very little stress.
Page 26

Sector
3.1.11 Table showing health issues after joining work:
No. of respondents
Percentage (%)
Depression
18
Anxiety
16
Unhealthy
gain/loss
Extreme fatigue
weight 11
22
Insomnia ( sleeplessness)
16
I get sick all the time
None
12
24
Total
50
100
3.1.11 Graph showing health issues after joining work:
Depression
18%
Anxiety
24%
Unhealthy weight
gain/loss
Extreme fatigue
16%
4%
Insomnia (
sleeplessness)
16%
I get sick all the time

22%
None
Page 27

Sector
Inference: From the above chart it clearly shows that more than 75% of respondents
face various health related issues and too less percent of respondents who are not
facing any health issues. It indicates working in IT sector affects the health of the
employee.
Page 28

Sector
3.1.12 Table showing how often their partner or children complain that they don't
have enough quality time for them:
No. of respondents
Percentage (%)
Never
15
30
Rarely
19
38
Sometimes
18
Often
Always
Total
50
100
3.1.12 Graph showing how often their partner or children complain that they don't
have enough quality time for them:
Often
8%
Always
6%
Never
30%
Sometimes
18%
Never
Rarely
Rarely
38%
Sometimes
Often
Always
Page 29

Sector
Inference:According to above chart 38% of respondents said that their children or

partner rarely complain that they dont have enough quality time for them, 18% of
the respondents said sometimes they complain, less percent of respondents said they
often and always complain and 30% of respondents said they never complain about
this.
Page 30

Sector
3.1.13 Table showing opinion of employees about work life balance policy
customization to individual needs:
No. of respondents
Percentage (%)
Strongly agree
10
20
Agree
29
58
Indifferent
11
22
Disagree
Strongly disagree
Total
50
100
3.1.13 Graph showing opinion of employees about work life balance policy
customization to individual needs:
20%
22%
58%
Strongly agree
Agree
Indifferent
Disagree
Strongly disagree
Page 31

Sector
Inference:From the above chart it clearly indicates that more than half of the
respondents agreed to customization of work life balance policy individual needs,
20% of respondents strongly agreed to this and 22% of respondents neither agreed nor
disagreed.
Page 32

Sector
3.1.14 Table showing opinion of employees about ONE THING that will make
their life as a working women better:
No. of respondents
Flexible schedule
12
Good part time option
5
More supportive boss/co- 9
worker
More paid time off
3
Telecommuting
5
More
help
with 6
chores/kids
Better childcare
8
More meaningful work
2
Total
50
Percentage (%)
24
10
18
6
10
12
16
4
100
3.1.14 Graph showing opinion of employees about ONE THING that will make their
life as a working women better:
Flexible schedule
4%
16%
24%
More supportive
boss/co-worker
12%
10%
10%
6%
18%
More paid time off

Telecommuting
More help with
chores/kids
Page 33

Sector
Inference: According to the above chart most of the respondents are expecting
flexible schedule from the organization will make their life better as a working
women, almost same number of respondents suggested for more supportive boss/coworkers and better childcare option as they are facing problems in taking care of their
kids.
Page 34

Sector
3.1.15 Table showing opinion of employees about better work life balance of
employees can make the organization more effective and successful
No. of respondents
39
0
11
50
YES
NO
Can't say
Total
Percentage (%)
78
0
22
100
3.1.15 Graph showing opinion of employees about better work life balance of
employees can make the organization more effective and successful:
22%
78%
YES
NO
Can't say
Inference:According to the above chart more than 75% of the respondents said better
work life balance of employees will make the organization more effective and
successful and 22% of the respondents had no idea about this.
Page 35

Sector
3.2 SWOT Analysis of IT Sector
INTERNAL AREA
Strengths
Highly skilled human resource.
Low wage structure.
Quality of work.
Initiatives taken by the Government (setting up Hi-Tech Parks and

implementation of e-governance projects).
Many global players have set-up operations in India like Microsoft, Oracle,
Adobe, etc.
Following Quality Standards such as ISO 9000, SEI CMM etc.
English-speaking professionals.
Cost competitiveness.
Quality telecommunications infrastructure.
Indian time zone (24 x 7 services to the global customers). Time difference
between India and America is approximately 12 hours, which is beneficial for
outsourcing of work.
Weaknesses
Absence of practical knowledge.
Dearth of suitable candidates.
Less Research and Development.
Contribution of IT sector to Indias GDP is still rather small.
Employee salaries in IT sector are increasing tremendously. Low wages

benefit will soon come to an end.
Page 36

Sector
EXTERNAL AREA
Opportunities
High quality IT education market.
Increasing number of working age people.
Indias well developed soft infrastructure.
Upcoming International Players in the market.
Threats
Lack of data security systems.
Countries like China and Philippines with qualified workforce making efforts
to overcome the English language barrier.
IT development concentrated in a few cities only.
Page 37
Chapter 4
FINDINGS,
CONCLUSION
&
SUGGESTIONS

Sector
4. Findings, Conclusion and Suggestion
4.1 Findings
Most of the women prefer full time job rather than part time.
Majority of IT companies provide Telecommuting and accommodation

facility.
Women working in IT organizations rarely catch up on extra night or

additional work.
Most of the working women find their work stressful or complicated.
Most of the working women in IT organization do not get enough time with
their kids and partner.
Majority of working women are not able to balance both - family and
workplace equally.
Most of the working women face medium level of stress in a typical week.
Majority of working women are facing health issues.
Majority of working women partner or children complain that they do not

have enough quality time for them.
Most of the working women in IT organizations feel that work life balance
policy of the organization should be customized for individual needs.
Majority of working women think flexible schedule, more supportive boss or

co-workers and better child care facility will make their life better as working
women.
Most of the working women in IT organization feel that a better work life
balance of employees can make the organization more effective and
successful.
Page 38

Sector
4.2 Conclusion
Women face problems while leaving kids at home and going to office early in
the morning.Women who have more than one child have high stress level. They are
generally unable to give proper and quality time to households, kids and family.
Majority of women in IT sector have stress and health related problems due to
overload of work and not flexible working hours. They are facing lack of support
from their boss or co-workers. If they get proper support from their higher authority it
will definitely improve the performance of the organization.
Page 39

Sector
4.3 Suggestions
Child care facilities and Child care leave for working women should be
provided by every organisation.
Flexible timing and Possibility to work from home are required for working
women.
Partners can be more sensitive to womens needs, and counter tradition by

helping their wives perform daily tasks and take care of children.
Boss of the organization or co-workers should be more supportive towards

women employees.
Work life balance policy of the organization can be customized for individual
needs.
Short breaks can be provided between the work hours to reduce stress.
Emergency medical assistance inside the organization.
Maintaining good social life helps to reduce stress and depression.
Regular health check-ups and maintaining healthy diet is essential.
Page 40

Sector
4.4 Experiences and learning

From the above project on Coping with Work Stress-Solution to Problems
Faced by Working Women in IT Sector I have learnt that working women are doing
their best to manage both household and workplace equally. In spite of their busy
schedule they are managing time for their family and children.
I also learnt about the importance of multi-tasking, time management and it
was a good experience interacting with working women and understanding their
concerns. It is important to know how to handle difficult situations and still not
undergo too much stress.
Page 41
References
REFERENCES
JOURNALS AND ARTICLES
Budhwar, P. S., Saini, D. S., &Bhatnagar, J. (2005). Women in Management in the
new economic Environment: The case of India. Asia Pacific Business Review, 11(2),
179-193.
Karat, B. (2005). Survival and emancipation: notes from Indian women's struggles.
Three Essays Collective.
Karat, B. (1997). The Multiple Struggles of Women. Frontline, 14(19).
Majumdar, M. (2004). Social status of women in India. New Delhi: Dominant
Publishers and Distributors.
Sarkar, L., &Sivaramayya, B. (Eds.). (1994). Women and law: contemporary
problems. New Delhi: Vikas Pub.
ONLINE REFERENCES
https://mitpress.mit.edu/books/women-and-information-technology
http://www.forbes.com/sites/markfidelman/2012/06/05/heres-the-real-reason-thereare-not-more-women-in-technology/
http://ischool.syr.edu/academics/special-initiatives/women-in-informationtechnology/
http://blogs.siliconindia.com/munmungarg/Miscellaneous/Problems-faced-byWorking-Women-bid-6o9R741r50475322.html
http://articles.economictimes.indiatimes.com/2010-11-07/news/27629183_1_privatehospitals-government-jobs-women-professionals
http://www.theglobaljournals.com/ijar/special_file.php?val=December_2014_141882
1748__72.pdf
http://www.citehr.com/337109-challenges-faced-women-workers-workplace.html
http://www.business-standard.com/article/companies/women-in-india-s-technologysector-aim-high-but-earn-less-study-114011600542_1.html
DETAILED ACCOUNT OF
WORK DONE
DURING THE PROJECT
WORK DONE DIARY

Student Name: SHARATH KUMAR
Week: I
Period: 15/07/2015 TO 24/07/2015
Dates
15/07/2015
16/07/2015
17/07/2015
20/07/2015
21/07/2015
Register Number: 141GCMD111
Work Carried out

Browsed the internet, library, journals for topics. Shortlisted 15 topics.
Discussed the topics with the guide.
Discussed topic with the guide and finalized the topic Problems faced
by working women in IT sectors.
Study relating to the topic was done and collected information from
different sources; internet, relatives, and friends etc.
External mentors contact finalized.
Read articles and journals through internet on google scholar,
economist blog and sheroes.in.
Also read articles sent by the mentor relating to the topic.
Identified parameters to be included in the questionnaire.
Prepared the questionnaire, with the help of mentor who made
necessary changes in the questions.
Questionnaire contained 12 close ended questions, 4 open ended
questions and one Likert scale questions
22/07/2015
Discussed with the mentor about the next plan of action procedure to
contact the women employees from different companies was discussed
23/07/2015
Collected contact information of various women employees working in

various IT sectors in Bangalore city from the mentor and also from
LinkedIn. Started preparing the introduction of report.
Prepared introduction part of the report with the help of mentor. Report
24/07/2015 contained introduction, background and research problems.
Information are also collected from various websites http://www.academia.edu/, http://www.wscpedia.org/,
http://www.dnaindia.com/, http://forbesindia.com/
Signature of the Student
Signature of the Mentor
Signature of the Guide
WORK DONE DIARY

Week: II

Period: 27/07/2015 TO 01/08/2015
Dates
Work Carried out
Administered the questionnaire to a small group of 10 women

employees in JP Nagar as a pilot study, also discussed it with the
27/07/2015
mentor. Finalized the questionnaire with 15 questions at the end of the
day.
Came to college for discussion of first chapter with the guide. Showed
the questionnaire to the guide. Guide asked me to make some changes in
28/07/2015 questions, to add some additional questions and also to remove some
questions. After editing the questionnaire it got approved by the guide
with 17 questions.
Conducted survey in JP nagar area by using the questionnaire and face
29/07/2015 to face discussions. Collected samples from different organizations
GlobalTech, IMT solutions etc.
30/07/2015
Conducted survey on Bannerghatta road. collected samples from various

IT sectors MPIT, RECOTEC etc.
Conducted survey in Jayanagar area. Prepared 2nd chapter i.e.

31/07/2015 methodology part of the project report, and also prepared PowerPoint
presentation for the next day presentation in college.
01/08/2015
Attended the meeting with guide, submitted the 2nd chapter for
correction.
WORK DONE DIARY

Week: III

Period: 03/08/2015 TO 08/08/2015
Dates
Work Carried out
03/08/2015
Came to college to meet the guide, submitted the methodology part of

the project to guide.
Conducted survey using questionnaire in Banashankari area by visiting
various organizations.
04/08/2015
Collected the information about root cause analysis, fish bone, Scatter
diagram etc. from the internet.
Studied in-depth about the tools which can be used for data analysis.
05/08/2015
Made the entry of data collected from survey in MS-Excel.

Question wise tabulation of data collected from the questionnaire to
excel for preparation of graphs and charts.
06/08/2015
07/08/2015
08/08/2015
Guide asked to meet Dr. N.S.Viswanath, Director and Principal, MP

Birla Institute of Management to seek advice from him about the topic.
Visited MP Birla Institute of Management to meet Dr. N.S.Viswanath,
the Director and Principal. Gathered some inputs from sir about the
data interpretation, he asked to tabulate the questionnaire survey details
to MS-Excel and send it to him through mail for further interpretation.
Started preparing the data analysis from questionnaire using graphs and
percentage.
Attended the meeting with the guide and made the presentation about
the work done and discussed the 2nd chapter.
WORK DONE DIARY

Student Name: Sharath Kumar
Week: IV
Period: 10/08/2015 TO 15/08/2015
Dates
Work Carried out
10/08/2015
Prepared findings for the data collected from the survey by the help of
inference given for the questionnaires.
11/08/2015
Prepared the suggestions and conclusion based on the findings made

from the data collected.
Met the mentor and discussed about the findings, suggestions and the
12/08/2015 conclusion made from the data and collected information from her for
the suggestions on the findings.
Met the guide and collected the 3rd chapter i.e., Data analysis and
13/08/2015 Interpretation and took advice from the guide on the 3rd chapter for the
inference given for the data.
14/08/2015
Met the guide and discussed about the progress made for the 4th chapter
of the study and also discussed about the format of the project report.
Prepared thereport with all the necessary adjustments required for the
17/08/2015 final project report and also preparation of executive summary was
done.
ANNEXURE
Dear Madam,
I am a student of RV Institute of Management. As a part of my Curriculum I have
undertaken a project on Problems faced by Working Women in IT sector. The data
collected through this questionnaire will be used only for academic purpose and will
be treated with utmost confidentiality.
NAME:
1) WORK STYLE
Part time (32 hours/week or less)
Full time (more than 32 hours/week)

Other, please specify: __________________________
2) Working duration of spouse
Part time (32 hours/week or less)
Full time (more than 32 hours/week)
Not applicable: (I'm single)
Not applicable: (My partner is a stay at home parent)

3) Number of children (under age 18)
2+
4) Workplace offers (please choose any that apply)
Flexible hours
Telecommuting
Accommodations for breastfeeding employees
Part time option
Job sharing
On-site child care

Other perks (please specify): __________________________
5) When do you catch up on extra work nights and/or weekends...?
Occasionally
Often
Never
6) Tick the most important reason for going to work

My family needs my income
I enjoy it
To keep a foot in the door in my career
I don't think I'd be fulfilled as a stay-at-home parent

7) In general, would you say your work is...?
Stressful
Not stressful
It's complicated (please specify): __________________________
8) What's the hardest part about being a working women?
Lack of time with my partner
Guilt that I can't do everything well
N/A (It's not hard.)

9) Family and workplace- can you balance in both the sector equally?
YES
NO
Cannot say
10) How would you rate your overall stress level in a typical week?
(On a scale of 1-5, with 1 being very little stress, and 5 being extreme stress)
1 (Very little)
5 (Extreme)
11) What type of problem do you face during going to workplace?
_______________________
_______________________
_______________________
12) What kind of problem do you face in home for working outside?
______________________
_______________________
_______________________
13) Since you've become a working women, have you experienced any of these health
problems? (Check all that apply)
Depression
Anxiety
Unhealthy weight gain/loss
Extreme fatigue
Insomnia (Sleeplessness)
Migraines
I get sick all the time!

14) Does your partner or children ever complain that you dont have enough quality
time for them?
a. Never
b. Rarely
c. Sometime d. Often
e. Always
15) Do you feel work life balance policy in the organization should be customized to
individual needs?
a) Strongly agree
b) Agree
c) Indifferent
d) Disagree
e) Strongly disagree
16) If you could pick ONE THING that would make your life as a working women
better, which would it be?
Flexible schedule
More supportive boss/co-workers
More paid time off
Telecommuting
More help with chores/kids
Better childcare
More meaningful work

17) Do you think a better work life balance of employees can make the organization
more effective and successful?
Any last comments? ______________________

Your email (optional in case I have a follow up questions)
________________________________________

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COPING WITH WORK STRESS-SOLUTION TO PROBLEMS

FACED BY WORKING WOMEN IN IT SECTOR

Under the guidance of

Ms. Bhavya Vikas

Rashtreeya Sikshana Samithi Trust

I hereby declare that COPING WITH WORK STRESS-SOLUTION TO

Rashtreeya Sikshana Samithi Trust

141GCMD111to Bangalore University, Bangalore for the award of Degree of Master

This is to certify thatMr. Sharath Kumar; bearing Register Number 141GCMD111of

I express my deep gratitude to our beloved Director Dr. T V Raju, R V Institute of

Above all, I express my indebtedness to my beloved parents for their motivation,

Findings, Conclusion and Suggestions

4.4Experiences and learning

Detailed account of work done during the Project

Table showing nature of work of employees

Table showing work duration of the spouse

Table showing number of children (under age 18)

Table showing the different facilities at workplace

Table showing when they catch up on extra work nights

Table showing the most important reason for going to work

Table showing opinion about work

Table showing the most important challenges faced by

Table showing distribution of opinion about balancing both

Table showing overall stress level of the employees in a

Table showing health issues after becoming a working

Table showing how often their partner or children complain

Table showing opinion of employees about work life

Table showing opinion of employees about ONE THING

Table showing opinion of employees about better work life

Graph showing percentage distribution of different facilities

Percentage distribution of working women catch up on extra

Graph showing percentage distribution of most important

Percentage distribution of opinion about balancing both

Graph showing percentage distribution of rating of stress

Graph showing percentage distribution of health issues

Coping with Work Stress-Solution to Problems Faced by Working Women in IT

The need for balancing work-family of working women is very important. In

Coping with Work Stress-Solution to Problems Faced by Working Women in IT

1.2 Background information

1.3 Information Technology in India

Coping with Work Stress-Solution to Problems Faced by Working Women in IT

Employment Generationin Information Technology

Coping with Work Stress-Solution to Problems Faced by Working Women in IT

The Government of Telangana began construction of a technology incubator

Coping with Work Stress-Solution to Problems Faced by Working Women in IT

Coping with Work Stress-Solution to Problems Faced by Working Women in IT

Google's workforce is only 30% female

56% of women in technology leave their employers midcareer

20% of software developers are women

IT sector kind of work it demands

Target should be reached on time.

More efficiency in work.

More involvement towards work.

Coping with Work Stress-Solution to Problems Faced by Working Women in IT

Coping with Work Stress-Solution to Problems Faced by Working Women in IT

Coping with Work Stress-Solution to Problems Faced by Working Women in IT

1. Balancing between paid employment and family care.

2. Work related stress problems faced by working women.

3. Victims of physical harassment and unfair treatment in the workplace.

4. Tolerance of abuse, violence, harassment and discrimination.

6. Various health issues due to long working hours.

Coping with Work Stress-Solution to Problems Faced by Working Women in IT

2.2 Need and relevance of study