Multidisciplinary Action Project Report

On
“Work Life Balance”
At

“Raj Bank”
Submitted to

Institute Code: 804

R. H. Patel Institute of Management

Under the guidance of

Prof. ( )

In partial fulfillment of the requirement of the award of the Degree of

Master of Business Administration (MBA)

Offered by Gujarat Technological University Ahmedabad

Prepared by:

Garala Tanvi (198040592014)

Bhut Pooja (198040592005)

Jivani Jinal (198040592021)

Bhatotra Pooja (198040592002)

Patel Ekta (198040592053)

MBA (Semester-3)

November, 2020

1
 Students’ declaration

I hereby declare that the Multidisciplinary Action Project titled “Work Life Balance”
undertaken at (Raj Bank) is a result of our own work and our indebtedness to other work
publications, references, if any, have been duly acknowledged. If we are found guilty of copying
from any other report or published information and showing as our original work, or extending
plagiarism limit, we understand that we shall be liable and punishable by the university, which
may include being declared ‘Fail’ in the MAP examination or any other punishment which the
university may decide.
ENROLLMENT NO NAME SIGNANTURE
198040592014 Garala Tanvi
198040592005 Bhut Pooja
198040592021 Jivani Jinal
198040592002 Bhatotra Pooja
198040592053 Patel Ekta

Date:

Place: ……

……….

Institute Certificate

2
Plagiarism Report

3
 ACKNOWLEDGEMENT

First and foremost, we Thank the almighty god for bestowing us with good health and confidence
to complete the project on time in this panadamic.

We are using this opportunity to express our gratitude to everyone who supported us.

We are Thankful for their aspiring guidance, invaluably constructive criticism and friendly advice
during the project work. We are sincerely grateful to them for sharing their truthful and
illuminating views on a number of issues related to the project.

We should also like to thanks our project external guide Mr. [] and all the facilities being required
and conductive conditions for our MAP project.

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 EXECUTIVE SUMMARY
As a part of curriculum students of 3rd semester undergo Multidisciplinary Action
Project which goals to provide students hands on training experience that is useful in the
business organization. This project transports the problem of the organization and accordingly
solutions are given to organization. We feel that the project that we carry out in organization is
the best opportunity for students to establish their competence.

In every organization, there are main 4 functions of the Management: Production,

Human Resource, Marketing and Finance.

The HR department consists of all the information related to the personnel of the
company. It includes the details of recruitment & selection process, the training and development
sessions, salary &wages administration, benefits provided to the employees etc.

The project was undertaken to analyze the, “Work Life Balance of Employees” so as
to attain the set objectives of an organization and to adopt the best practices of the organization
to adopt the change. The study was conducted in Rajkot with special reference to Raj Bank. The
core purpose of the study was to find out the Effectiveness of Work Life Balance of the
Employees.

Hence, managing time, setting priorities, focus, rigidity and flexibility are the pillars
of work life balance. For better work life balance “Good things happen when you set your
priorities straight.”

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 TABLE OF CONTENT

Sr No. Particulars Page No.

1 Introduction

2 Industry & Company Profile

3 Diagnosis Phase

4 Design & Analysis Phase

5 Implementation Phase

6
 Industry
Overview

BANKING SECTOR IN INDIA

The importance of banking because the spirit sector of economic development can not be
over underscored. industry has developed a key position in aggregation resources for security &
for socio economic development of the country. it's same that “Bank that area unit that require of
& nice wealth of our country have gotten to be unbroken terribly sacred. even as water is for
irrigation, smart banks area unit for the country’s business & trade.” Since the start of designing
in India {banking business|banking system|industry} has fully grown not solely in size however
conjointly thorough this industry has become one huge advanced.

7
 Today banks became a vicinity & parcel of our life. it had been the time once the
occupants of town alone might fancy their services. currently banks supply access to even a
standard man & their activity extended to areas either to untouched & once the globalisation &
easing policy of India, several foreign banks have entered in Indian market with totally different
services & innovation technologies. aside from their ancient business-oriented functions, they
need currently begin to satisfy national responsibilities. Today’s banks cater to the wants of
agriculturists, man of affairs, traders, women, students & to any or all alternative sections of the
society. Thus, they fast-track the economic process of a rustic & steer the wheel of the economy
towards its goal of “Self-reliance all told fields.” therefore these days banking sector has become
the lifeline of the economy.

In gift age in India there area unit several banks as well as foreign banks, public sector,
personal sector, business banks & co-operative banks.

Raj Bank
AT A
8
 Glance

INTRODUCTION

. The co-operative bank of Rajkot ltd. commonly known as Raj bank is established on 24
- 11 – 1980 under the strong, effective leader ship of one of the national co-operative hero owner
Shri Ramnik Bhai Dhami with the intention of survive the common man.

The local intensity of the bank in its customer centric approach, hassle free execution of
the decision & technologies is their main difference from commercial banks, also high level of
commitment at all levels of management & self-committed ground level staff makes them
different from other commercial banks.
9
 At present Raj bank has achieved a key position in the market of saurashtra. It has 11
branches in all over Saurashtra including main branch with the advanced technologies and
educated staff, as it said that “In the emerging competitive business environment Co-operative
banks who adhere to strict financial discipline only will survive” On this basis at present Raj
bank is becoming more respected in the banking sector.

HISTORY

Ramnikbhai Dhami, Chief Promoter and founding father of this Bank, co-operative leader and
advocate by profession set a powerful foundation of bank on twenty four.11.1980 and these days
The Cooperative Bank of Rajkot Ltd. (popularly referred to as “RAJ BANK”) has numerous
special characteristics other to its success portfolio solid ahead with success as a result of its
clear administration and management cluster as conjointly thanks to the potency and intelligence
of the bank’s staff.

10
 The bank was started in tiny places and born-again into an outsized and most well-liked
bank having its branch network within the entire Rajkot District, Junagadh District and
conjointly branches in Surendranagar and Ahmadabad town. In years to return the bank can
expand its business within the entire Gujarat State.

COMPANY PROFILE

Company Name Raj Bank

Owner/ Managing director Mr.Ramnikbhai Dhami

Office address Raj bank,

Panchnath road branch with ATM

“SahkarSarita” Panchnath Road, Rajkot-1.

Contact no. 0281- 2234454

Email id rajbank@yahoo.com

11
Website rajbank.net

Year of establishment 1980

No. of employees 300

Weekly off 2nd and 4th Saturday and every Sunday

Working shift 9:00 am to 6:00 pm

CORPORATE MISSION

Survive to the individual.

Incr ease the worth of shareholders.

Develop as a logo of charitable trust& confidence by making a positive image.

Mai ntain quality in operation & management by transferal in transparency &integrity.

Develop & encourage human resource there by educating skilled culture within the
banking operation.

guarantee speedy & satisfactory client services through continuous product innovation &
aggressive selling methods.

“To assist the weaker section of the society” is that the primary slogan.

12
13
 ORGANIZATION STRUCTURE

OPERATION DEPARTMENT

INTRODUCTION

it had been a time once a operate of the banks restricted to the gathering saving from
the general public & disposal to the people that area unit in of cash. however in trendy age,
currently it’s not like that in trendy time banks became the vital a part of colony outstanding to
the sole growth within the operate. One reason or development in banking operate is that the
developing of the market suggests that today’s competition & to take care of position within the
market banks they need to develop their services. the fashionable operates or the services
provided by the banks area unit as follows.

• to gather spare funds from people’s saving & pay the interest.

• to create these funds offered to the man of affairs & man of affairs as loan & advance. They
charge interest from them.

• They conjointly facilitate in helping international trade by arrangement exchange of currency

to a different one.

• Banks render services for the welfare & development of weaker section of the society, they
assist in fixing tiny industries, house etc.

• Banks facilitate farmer to shop for tractors & alternative agricultural equipment’s, socio-
economic class folks to shop for home appliances like T. V. & give finance for house.

14
 In Raj Bank out of those services most of services area unit being served. Not solely that
however conjointly, they're providing ATM facility, money card facility, Demand draft facility
& several alternative services.

CURRENT DEPOSIT

Current account discusses to constancy of activity in account with in banking hours on all
operating day. The banker’s liability during this regard is to honor all the demand of the client to
the number to that his account shows a credit balance. it's due to this demand accounting deposit is
thought as bankers demand liability & so as to meet this liability they keep enough money prepared
each moment A accounting is an account that is mostly opened by businessmen, companies,
institutes, companies, industrialists etc.

• WHO have Brobdingnagian assets in their hand?

• WHO have an interest keep cash safe?

• WHO interact with their banker daily?

• WHO received and build payment typically through cheques?

• WHO utilize the agency services of the banker commonly?

• WHO are secure in giant scale endeavor, social services and government activities?

At present in RAJ BANK the condition of current account is as under.

15
 No. of depositors total deposit amt. % of total deposit
10,748 30, 32, 78,368.52 10.59%

SAVING DEPOSIT

Saving savings account is a perfect account or United Nations agency those that people who} have
cash to save lots of however who cannot fruitfully invest them anyplace else as their saving don't
seem to be of abundant significance to the capital market as a result of their saving is just too little.
This quantity is so meant of smaller saver. The account is so encouraging little saving and tries to
forge a saving habit within the general public. The perspective to save lots of is vital that this
account tries to form and so assemble such little savings for bigger social smart saving deposits
account is for that section of society and place to productive utilization.

 options of the saving deposit

 Restriction on with attraction of quantity.
 Restriction on deposit of quantity.
 Payment of interest.

At present in Raj Bank the condition of saving deposit is as

follows.

No. of depositors total deposit amt. % of total deposit

50,314 71,23,43,463.83 24.87%

Extra features to the saving account holder of the Raj Bank.

 Attractive Rate of interest (3.5%)

 Easy procedure for account opening.
 24 hours banking facility through their ATM centers.
16
  Personalized services & special facility by the way of telephonic inquiry.
 Regular bank statement is provided at home through post or E-mail.
 Attractive computerized passbook.
 No charges for saving account holder.

MEDICAL EQUIPMENTS LOANS

 Any registered medical practitioners whose age should be 25 years to 55 years and should
have at least one-year experience.
 Purpose of this loan is to build a new clinic, to purchase other medical equipment or any
property for clinic.
 Bank grants this loan up to 3 crore.
 Rate of interest charged on this loan is 10% to 11%.
 As a security a person has to debt any fixed assets whose reliable market value is enough in
percentage of loan.
 Loan repayment period is maximum 6 years.

MORTGAGE LOAN

 Any kind or traders, businessmen or an industrialist can get advance loan. Bank grants
advance loan for the any purpose. Bank grants this type of loan Rs. 50,000 to maximum 10
lacs. Bank charges rate of interest on this loan is 12.5% to 13.5%.
 A person who is gating advance loan he has to advance land, building or any other fixed
assets.
 Document of properties have to be given to the bank by a person.
 A person has to give reference of two people who are depositor in the Raj Bank as
guarantors.
 Loan repayment period is 3 years to 7 years.

BUSINESS BANKING SERVICES

17
 Raj bank offers different loan and advance product that you can choose from depending
on your requirements, nature of businesses etc.

Apart from competitive interest rate and easy and convenient loan procedure, bank offers
other facilities such as OD facility, loan against FDrs, NSC/KVP etc…

SERVICES

Raj bank offers various types of facilities apart from normal banking to reasonable your
day to day requirement to save your cost as well as time.

We offer services like ECS, ATM, personalized cheque book, E token, RTGS etc…

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 MARKETING DEPARTMENT
INTRODUCTION

Today, selling is unfold in each field like hospitals, services, product even politics and plenty of a
lot of. In banking sector, the importance of selling cannot be measurable, still it's not developed
publicly sector it's solely restricted to foreign banks and personal sector. the rationale for
achievement of foreign in India is just best-selling efforts. nowadays in banking sector there's a
unsparing competition among public sector, non-public sector and foreign bank.

At Raj bank the' there's no specific selling department. they're providing best services to
their clients and obtaining smart customer satisfaction, and doing such efforts {of selling of s
promoting} like promotion activities they're in directly obtaining advantages of the marketing.
nowadays they're conjointly coming up with for such continuous selling efforts. And inside the few
years they'll have aggressive selling department.

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 MARKETING RESEARCH AND INFORMATION

Smart Selling Selection don’t seem to be created during a void. Hence, even in bank selling,
we’d like research and knowledge to modify bank government to create sound selections. the rise
within the use {of selling|of selling|of promoting} analysis in bank marketing is because of 2
forces:

Competition pressures to be right, and client – orientation in selling designing and program.
Banks ar currently establishing a separate selling organization. Conducting research, fitting sales
educational program and adopting marketing divides promotion devices to connect client we've
got special bank advert through radio, TV and newspapers. research is also shaping as “The
scientific and controlled method of meeting of none routing, selling data, serving to management
to unravel selling issues.”

As way because it cares with the research method at rule bank, they need been unendingly doing
such analysis from starting. however one positive purpose for research is that they not do any
20
huge expenses for research and for executives. Bank’s staffer themselves goes to plug and
gathers requited data or knowledge. Such data or knowledge they're collection from direct run or
different banks. So, by this manner they're obtaining edges by exploitation research method.

FINANCE DEPARTMENT
INTRODUCTION

Finance is that the fuel of administration. while not adequate finance no commercial enterprise
will raise its talents for growth and success. And it'd be worthy to recall what “Henry Ford” once
remarked “Money is associate degree arm or leg. You either use it or break down.” This
statement although speciously straightforward and quite meaning, it brings home the importance
of cash or finance. within the trendy money-oriented economy finance is one in all the essential
foundations of all reasonably economic activities.

Finance management is so the key to triple-crown business operations. while not correct
administration and effective utilization of finance, no commercial enterprise will utilize its
potentials for growth and growth. Organization and management of those operate is very

21
important for all sorts of business units. particularly publically enterprise large investment has up
to now been abundant less productive, it's necessary to arrange the finance functioning such a
fashion that ought to facilitate the business in achieving its basic objective with minimum value.

in line with physiologist “Financial management thinks about chiefly with such matter as
however of business corporation raises its finance and the way it makes use of that.”

FINANCIAL PLANNING

Planning is very necessary for the smooth running of the business cannot be carried on without
planning. Planning means deciding in advance what is to be done for each functional area of
management. The planning of each area should link to the objectives of the organization.
Financial planning means deciding in advance the financial activities to be carried on to
organization. So, the basic purpose of financial planning is to make sure that adequate funds are
raised at minimum cost and they are used widely.

Thus financial planning includes the following…

1) Determination of financial objectives.

2) Formation of financial policy.

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 3) Development of financial procedure.

In Raj Bank, the financial planning has been done through proper management in various
areas like Liquidity planning, Investment planning, Profit planning, Cash management etc.

RISK MANAGEMENT

Risk management is that the strategic tool, that helps in distinguishing, quantifying, watching and
dominant risk. Risk management protects a company from dying because of financial condition
ensuing from the adverse effects of risk. the' universally relevant it's of big importance to a
banking organization or institution. visible of an equivalent Risk management is analysis here from
the banking perspective. However, with massive company house establishing their own freelance
dealing rooms, risk management systems are not any longer restricted to banking organization.

 Classification of Risks:-

Risk remarkably has 2 dimensions i.e. the standard of risk and therefore the amount or risk.
Quality of risk is actually the likelihood of the danger throughout into associate degree actual
loss. amount of risk is that the monetary result of the danger turning into a loss. each dimension
these area unit very tough to live, primarily as a result of its associate degree estimation of the
long run, that is extremely unsure. to know risk management, it's very necessary to know the
varied kinds of risks, their characteristics and their repose relationships.

23
 HUMAN RESOURCE DEPARTMENT

INTRODUCTION

A corporation can fail if its human resources don't seem to be competent to execute
the work allotted to them. there's no obtaining aloof from undeniable fact that human resources
represent a scheme that rules all different sub system to the organization.

Moreover, folk’s area unit the sole assets of a corporation that appreciate over a
amount of your time whereas all the opposite assets depreciate. The additional a corporation is
finance in human resources, the larger the come from the investment is probably going to be and
it's been justly pointed to in in a very one amongst one in every of} the books of international
Co-Operative alliance “The gains accruing out of structural reforms is best capitalized solely it
the personnel maintained by the Co-Operative establishment area unit in a position to execute the
policies effectively”. this means the requirement and necessity of expert and capable human
resources that is one among the primaries aims of the human resource management.

In keeping with national institute of personnel management of Asian country “Personnel

management is that a part of management involved with folks at work And with their
relationship inside the organization it seeks to assemble men and ladies United Nations agency
build u an enterprise empowering every to create his own best contribution to its success each as
a private as a unit.”

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 RECRUITMENT

Among the function of human resource manager, one main function is to obtain best
people for their organization, means search of prospective employees to suit the job recruitment.
A firm has to pass through well and good recruitment process for having best human resource
this recruitment can be possible through many sources. A firm can recruit proper candidate
mainly through two success recruitment sources these are as under.

Recruitment Sources

Internal sources External sources

1) Transfer 1) Advertisement

2) Promotion 2) Education institutes

3) Relative & friend 3) Placement agencies

In case of Raj bank, the main source or recruitment is daily newspaper advertisement.
They also recruit employees by transfer and promotion. Generally, as per the recruitment of the
job they give advertisement in newspaper and collect the pool of application.

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 SELECTION

Managing people is not easy but it can be made easier if you make sure that you have selected
the right people in the first place. And also, it said that “selection of people is easy but selection
of right people is difficult task.” The selection procedure is concerned with securing relevant
information about an applicant is secured. The objective of selection process is to determine
whether the applicant meets the qualification for a specific job and to choose the applicant who
is most likely to perform well in that job.

Thus an effective selection program is a non-random process because those selected

had been choose on the basis of the assumption that they are likely to be “better” employees then
those who have been rejected. The selection procedure of raj bank is quite simple. The stages of
including in the selection process are as follows.

Newspaper advertisement

Receipt of application

Screening

Arrangement and interview

Selection

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 Placement and confirmation

REVIEW OF LITERATURE

1. Goyal K.A, Agrawal A (2015) in the paper titled "Issues and challenges of Work life balance
in banking industry of India" explained that Work life balance policies and programs are an
investment in an organization for improving productivity, reducing absenteeism, achieving
improved customer services, better health, flexible working as well as satisfied and motivated
workforce especially in banking industry.

2. Singh S. (2013) mentioned Role stress theory in his paper Titled “Work-Life Balance: A
Works Review" wherein the negative side of the work-family interaction has been put under
the spotlight. Recently, the importance has shifted towards the investigation of the positive
interaction between work and family role as well as roles outside work and family lives, and
scholars have started to thoughtful on the spirit of work-life balance.

3. Jang (2008), studied "The relationship between work-life balance resources and the
happiness of working parents" which expected to study how working parents manage with
work-life demands. The study used 27 working parents with either ill or disabled children in
New Jersey. It was mixed research with both qualitative and quantitative results. The result
talks about the effect of formal and informal workplace support in attractive the happiness of
employees with the children in general and those with a frequently ill or disabled child in
particular.

4. Murthy M. and Shastri S. (2015) observed various issues in Work Life Balance of Parents in
the paper titled "A Qualitative Study on Work Life Balance of Employees working in private
sector", like parenting issues: Need more time for children, Showing work frustration on
children. Marital issues: Need more time of spouse, not able to give time to spouse. Role
conflict/ Role guilt: Doubtful about how good they are in the roles that they play at home...
e.g. as a mother or as a daughter in law.

27
5. Phyllis and Yun (2002) mentioned strategies in paper titled "Effective work life strategies,
working couples, work conditions, gender and life quality" focuses on double earner families.
It was concluded and discussed in the study that the work life strategies and work conditions
are different among genders. For example, some families prefer husbands working for a long
hour and women to work part time or fewer hours. Women report more stress and overload
and lower levels of coping when compared to men. Job insecurity is similar in both men and
women.

6. Kumaraswamy M., Ashwini S. (2015) in paper titled "Challenges in WLB of Married

working Women" studied that it is important for employees to maintain a healthy balance
between work and their private lives. Generally, those employees who have better work-life
balance contribute more towards the success of the organization. The organization can render
better service to the customers by having productive and efficient employees. Family sphere
changes that have impacted the work life balance of individuals in today's context include
nuclear families, single parent households, and double earning parents, parents working at
different locations and increasing household work.

7. Kumari L. (2012) in her study "Employees Perception on Work Life Balance and its relation
with job satisfaction in Indian Public Sector Banks" underscored that each of the Work life
balance factors on its own is a salient predictor of job satisfaction and there is a significant
gap between male and female respondents with the job satisfaction with reference to various
factors of Work life balance. The result of the study had practical significance for human
resource managers of especially banks to improve staff commitments and productivity along
with designing recruitment and retention employees.

8. Shalini and Bhawna (2012) reported in their study, "Quality of work life balance" is being
used by the organizations as a strategic tool to attract and retain the employees and more

28
 importantly to help them to maintain work life balance with equal attention on performance
and commitment at work.

9. Santosh R. S., Jain R. (2016) in their paper "Study of Effect of Commuting & Working
Hours on Work Life Balance of Working Fathers in Mumbai" proved that long working
hours and long commuting hours are seriously affecting the Work Life Balance of working
fathers in metro cities. There is need to research and investigate further on this subject in
order to improve lives and productivity of working men in metro cities of India.

10. Lazar I. (2010) in paper titled "The Role of Work Life Balance Practices in Order to Improve
Organizational Performance” showcased that everyone benefits from good practice in work
life balance. For instance: business through easier recruitment, improved retention, and easier
service delivery, as the labor market grows more skilled and experienced people are available
to work; parents and careers, who can spend quality time at home as well as providing
financial support through work; people with disabilities, through improved access to work;
and the workforce generally where they are better able to balance their work with other
aspects of their lives.

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 DIAGNOSIS PHASE

BACKGROUND OF THE PROJECT

Work–life balance is that the term wants to describe the balance that a personal desire
between times allotted for work and alternative aspects of life. Areas of life aside from work-life
is, however not restricted to non-public interests, family and social or freedom activities. The
term ‘Work Life Balance' is recent in origin because it was initial employed in United Kingdom
of Great Britain and Northern Ireland and U.S. within the late Seventies and Eighties severally.
additional recently the term has drawn on some confusion, this can be partially because of recent
technological changes and advances that have created work and work objectives potential to be
completed on a 24-hour cycle. the employment of good phones, email, video-chat, and
alternative technological innovations has created it potential to figure while not having a typical
"9 to five work day".

Employees with work-life balance feel their lives square measure consummated each
within and outdoors of labor, and that they expertise minimal conflict between work and non-
work roles. those that win this balance tend to possess higher levels of satisfaction with their jobs
and life normally, moreover as lower levels of stress and depression. From AN employer’s
viewpoint, hopeful work-life balance might attract new hires, facilitate scale back turnover and
absence, and increase the possibilities of workers voluntarily partaking in “pro-social” behaviors
that rise higher than and on the far side their job necessities. for instance, having family-friendly
work policies, once a firm uses sensible management practices overall, doesn't scale back from
gain, however might not invariably increase profits

30
 IMPORTANCE

• Increased productivity.

• Lower absenteeism.

• A happier, less stressed workforce.

• Improvements in employee health and well-being.

• Increased job satisfaction

31
32
 PROBLEM/ OPPORTUNITY IDENTIFICATION

The organization wants to know what kind of improvements they need to maintain work life
balance of their employees where they are lacking.

Here the Problem statement is:

“Study of Work Life Balance of the employees at Raj Bank”

ANALYZING THE PROBLEM

At Raj Bank we have analyzed that employees are not able to balance between
professional life and their personal life. So, they feel stressed and they are dissatisfied with their
job. And it creates adverse effect on productivity.

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 OBJECTIVES, TASKS & PROJECT SCHEDULE

OBJECTIVES:

• To assess the Work Life Balance of the employees of the staff Raj Bank.

• To understand the work satisfaction the level of the staff.

• To understand the worker engagement of the staff of Raj Bank.

• To understand the private profile of the staff, and its influence on the assorted aspects of
the work life balance.

TASKS:

• Our task was to watch the work life balance of staff.

• Communication with staff who is feeling a lot of stress.

• Task was also to raise the queries regarding the same to their employees.

34
 PROJECT SCHEDULE:

• In the first week we started working on opportunity or problem identification.

• In second week after analyzing their work, we have found that they cannot balance their
work life appropriately.

• Further we started collecting data and required information.

• At last, we finally gave the solution and suggestion for the problem.

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 DESIGN AND ANALYSIS PHASE

1. Methodology adopted for data collection

 Type of Research – Quantitative

 Type of Research Design – Descriptive

2. Sources of data collection:

 Source – Primary & Secondary source of data

3. Tool of data collection:

 Questionnaire

4. Population size:
The overall population size is 300 employees.

5. Sample size:
The sample size is 50 employees. Both male and female employees have been interviewed.

Data analysis and interpretation

36
1. Data Analysis of Gender:
Gender Frequency Percentage
Male 40 80
Female 10 20

Gender
20

80

Male Female

Interpretation:
From the data we can say that Male employees are 80% and Female are 20% which
shows that male are more than female.

Age Frequency Percentage

2. Under 20 2 4
Data Analysis of Age:

21-25 3 6

25-35 11 22

35-40 22 44

45-60 7 14
37
Above 60 5 10
 Employee's Age
4
10 6

14

22

44

Under 20 21-25 25-35 35-45 45-60 Above 60

Interpretation:

From the table we can see that only 4% of the employees are under 20 and 60% of employees
are between 21-25 ,22 % employees are between 25-35, 44% of employees are between 35-45,
14% of employees are between 45-60 and 10% employees are above 60.Means most of the
employees have a great experience.

3. Data analysis of Education Level:

Particular Total %

Degree 28 56

38
 Post Graduate 19 38

Others 3 6

Educati onal Qualifi cati on

6

38
56

Degree Post Graduate Others

INTERPRETATION:
From the above chart it can be said that the employee qualification in degree/diploma is 56%,
the employee qualification in post graduate is 38% and others are 6 %. It shows that majority
of the employees are highly educated.

4. Data Analysis of Working Years:

Years Frequency %

39
0-5 17 34

5-10 10 20

10-15 13 26

More than 15 10 20

working years

20

34

26

20

0 to 5 5 to 10 10 to 15 More than 15

Interpretation:
From the data we can see that 34% of the employees are working less than 5 years in an
organization. 36% of the employees are working in an organization for 5-10 years. 26%
of the employees are working in an organization for 10-15 years. 20% of the employees
are working in an organization more than 20 years.

5. Satisfaction for Working Hours:

Satisfaction Frequency %

Yes 7 14

No 43 86

40
 Sati sfacti on for Working Hours
7

43

Yes No

Interpretation:
Data shows only 14% of the employees are not satisfied with working hours but 86% of the
employees are satisfied with working hours.

41
6. Does after working hours you get enough time for your family?

Particular Frequency %

Yes 20 40

No 30 60

Time for your family

40

60

Interpretation Yes No

Data shows only 40% of the employees are able to get enough time spend to family, but
60% of employees are not able to get enough time spend to family.

42
7. Do you work more than standard hours?
Particular Frequency %

Yes 27 54

No 23 46

work more than standard hours

46

54

Yes No

Interpretation:
This data shows 46% of the employees do work more than standard hours and 54% of the
employees do work only for standard hours. This can also be changed with some better policies
and practices.

43
8. Do you feel that you are able to balance your work life?

Particular Frequency %

Yes 20 40

No 30 60

Able to work life

40

60

Yes No

Interpretation:
Data shows only 40 % of the employees are able to balance of work life, but 60% of the
employees are not able to work life balance.

44
9. How often do you think or worry about work when yuo are not on the job:

Option Frequency Percentage

Never 10 20

Sometime 33 66

Often 7 14

Always 0 0

Worry for work

14
20

66

Never Sometime Often Always

Interpretation:

From the above data 66% of the employees never worry about the work when they
are not on the job, 20% of the employees sometime and 14% of the employees often worry
about the work when they are not on the job. This needs the attention of the management and
can make it better.

45
10. Do you ever feel tired or depressed because of work?

Option Frequency %
Rarely 14 28
Always 26 52
Sometime 10 20

Stress level

20
28

52

Rarely Always Sometime

Interpretation
28% of the employees rarely and 52% of the employees always feel stress due to
work which is natural. So, it doesn’t highly affect the work Life balance.

46
11. How do you manage the stress?

Ways Frequency %
Yoga 13 26
Meditation 5 10
Music 20 40
Entertainment 11 22
Dance 1 2
Other 0 0

Ways to release stress

2

22 26

10

40

Yoga Meditation Music

Entertainment Dance Other

Interpretation:
Data shows that 26% of the employees do yoga to release their stress. 10% of the
employees like to do meditation. 40% of the employees like to listen music for releasing
stress. 2% of the employees do the dance. 22% of the employees like to watch TV for
entertainment.
12. Does your social life get affected by your professional life?

Particular Frequency %

Yes 33 66

No 17 54

Social life get aff ected by your

professional life

34

66

Yes No

Interpretation

Data shows 66% of the employees’ social life get affect by your professional life, but 34% of
the employees’ social life get not affect by professional life.
13. Do you think policy for work life management helps to increase productivity of the
organization?

Particular Frequency %
Yes 30 60

No 20 40

Policy for work life management helps

40

60

Yes No

Interpretation:
60% respondent are agreed in that policy for work life management helps to increase productivity of the
organization. 40% respondent are disagreed in that policy for work life management helps to increase
productivity of the organization.
14. Which provision are made for work life balance?

Particular Frequency %
Flexible-work balance 19 38
Job sharing 8 16
Holiday’s 12 24
Proper leave mgt. 11 22
Other 0 0

Provision are made for work life balance

22

38

24

16

Flexible-work balance Job sharing Holiday’s

Proper leave mgt. Other

Interpretation:
From the data 66% of the employees feel that they are given flexi-work time. 46% of the employees feel that
job sharing facility is provided to them. 20% of the employees feel that holidays are given to them. 72% of
the employees feel that proper leave management policy is maintained. 14% of the employees are feeling that
other policy like: break from work is given to them,
15. Does the organization take initiative to manage work life of employees?

Particular Frequency %
Yes 20 40

No 30 60

initi ative to manage work life of

employee

40

60

Yes No

Interpretation:
40% respondent are agree in that organization take initiative to manage work life of employees.60%
respondent are disagree in that organization take initiative to manage work life of employees.

.
16. How do you rate the leave policy of the company?

Particular Frequency %
Satisfied 15 30

Dissatisfied 35 90

Rate the leave policy

30

90

Yes No

Interpretation:
30% respondent are satisfied with the live policy of the company. 70% respondent are dissatisfied with the
live policy of the company.
17. Does the organization organize holiday camps and picnic to manage WLB.

Particular Frequency %

Yes 14 28

No 36 72

Holiday

28

72

Yes No

Interpretation:

From the data we can know that 28% of the employees agree that camps and holidays are arranged and 72% of
the employees disagrees for the same. Organization should arrange camps and holidays for their employees.
18. Are you satisfied with the culture and working environment of the

organization?

Particular Frequency %
Yes 30 60
No 20 40

work culture

40

60

Yes No

Interpretation:
Data shows 100% of the employees satisfied with their work culture and they enjoy their work
which shows that the employees like to do their work and it leads to their job satisfaction. It
highly contributes to manage their work life balance.

54
 19. Energy:

Particular Strongly Disagree Neither Agree Strongly

Agree nor Agree
Disagree
Disagree
Am I feeling 0 0 12 34 54
enthusiastic in my
job?
Am I fulfilling 0 0 6 22 72
work expectation?

Energy Level
80
72
70
60 54
50
40 34
30
22
20
12
10 6
0 0 0 0
0
Strongly Disagree Neither Agree Agree Strongly
Disagree nor Disagree Agree

enthusiastic Column1

Interpretation:

Energy level of the employees is very high.12% of employees is neutral, 34% of the employees
agree and 54% of the employees strongly agree that they feel enthusiastic while they are doing
job. 6% of the employees are neutral,22 % of the employees agree and 72% of the employees
strongly agree that they meet their work expectation.

20. Job Satisfaction:

55
Particular Strongly Disagree Neither Agree Agree Strongly
nor Disagree
Disagree Agree
I like my Job 0 0 12 10 78

I am proud to tell 0 0 6 10 84
people that I am
part of this
organization.
I am enjoying to 0 0 10 20 70
work here

Job sati sfaction

90 84
78
80
70
70
60
50
40
30
20
20 12 10 10 10
10 6
0 0 0 0 0 0 0 0
0
strongly disagree Disagree Neither Agree Agree strongly agree
nor Disagree

like job proud enjoying work

Interpretation:

78% of the employees strongly agree that they like their job. 84% of the employees strongly
agree that they feel proud to be the part of an organization. 70% of the employees strongly
agree that they are enjoying their work.

FINDINGS

 From the above data analysis, we can say that male employees are more than female
employees.

56
o Most of the employees are dissatisfied with the working hours.
o Employees rarely or sometimes worry about the work when they are not on the
job or feel any kind of stress or depression.
o Flexi-time, Job-sharing, leave management are strong steps taken by the
organization to manage work life of the employees.
o Some of the employees are dissatisfied with the culture and working environment
of the organizations.
o Most of the employees like their job and do it with enthusiasm.
o Most of the employees feel that they meet their work expectations and they feel
proud to be the part of an organization.

IMPLEMENTATION PHASE

IDENTIFYING ALTERNATIVE COURSE OF ACTION

57
For improving work life balance, the alternative courses of action are:

• They should form new policies and practices in the benefits of organization growth and
profit.

• For the better customer service and to take competitive advantage they should maintain
work life balance.

58
 DETERMINING THE SOLUTION TO BE PROPOSED
Respondents mentioned the difficulty of crossing the borders between home and work as
a result of their work, making them miss their families and resulting in imbalance when they
stay too long, which intern, affects their productivity level. So, here are the solutions regarding
to improve work life balance of the employees.

(a) Flexi-time

(b) Compressed working hours

(c) Job-sharing

(d) Encourage short breaks throughout the day

(e) Encourage for vacation

59
 METHODOLOGY ADOPTED FOR SOLUTION
IMPLEMENTATION

(a) Flexi-time

Flexi-time is a policy that allows full-time employees to select starting and ending times within
guidelines decided by the organization. It works well for full-time office staff, but it does not
work or useful for the operation department. Flexi-time assists an employee for managing their
working hours.

(b) Compressed working hours

In this system the working days in a week are 4 days. Employee can work for fixed hours for
shorter period. For example, an employee can work for 4 days in a week instead of 5days in a
week.

(c) Job-sharing

In job sharing system two people are doing the same job by splitting their working hours. Along
with this they also divide the payments, holidays and benefits. The aim is to afford employees
sufficient time to attend to other activities so as to be able to achieve a good level of work-life
balance.

(d) Encourage for short days throughout the day

Taking break from the work once in a while is a great activity for the managing work life
balance. This break may for career break also. This will increase the employee’s confidence and
satisfaction too.

(e) Encourage for vacation

Employees should get vacation of two weeks in a year in order to have some relaxation from
work. By this they can increase their productivity and to stay motivated towards their work.

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 PROJECT OUTPUTS

 Flexible timing system gives the productivity towards the organization betterment.

 Encouragement of vacations leads to employees’ job satisfaction.  Employees are

feeling less stressed due to job sharing.

 We came to know that the work life balance is essential for every employee in order to
make organizational successful.

 By this study we found that a work should prioritize according to their importance and
along with that personal life should not get disturbed.

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TANGIBLE AND INTANGIBLE BENEFITS DELIVERED TO
THE ORGANIZATION

FUTURE RECOMMENDATIONS

 Create home friendly workplace environment.

 Create work enabling environment that help employees feel independent and more in
control of their time and resources.

 Communicate effectively with supervisor at a work place and spouse at a home so that
they have high other area awareness and are little more considerate when demanding
your time and attention.

 Develop efficient time management skill and role conflict resolving management skill.

 Learn the art of multitasking.

 Set the priorities for all and make scheduled activities.

62
 CONCLUSION

“Life is always get busy, make time to do things you love”

Work life balance is shown instrumentality in enhancing productivity and

performance. Hence it is the duty of all employers to aid in the management of work and family
balance. Organization can create more family-friendly policies and work life balance practices
while individual must realize that work is not just where you go or what you do it is most of all,
who you are.

63
 BIBLIOGRAPHY

 Book Name: (1) Human Resource management

Author: Garry and Dazzler,

 Book Name: (2) Marketing Management

Author: Philip Kotler

WEBLIOGRAPHY

 http://rajbank.net/about_us.html

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 ANNEXURE

QUESTIONNAIRE: -
“WORK LIFE BALANCE”
The data provided by you will be used only for the purpose of study and I assure you that it
will not spread to anyone else.

Name: ________________________________________________________

Department: ________________________

Designation: _________________________

Contact No.: _________________

1. Gender:

Male Female

2. Age:
Under 20 35-45

21-25 45-60

25-35 Above-60

3. Level of education:
Degree Post graduate other
4 From how many years you are working in this organization.
0 to 5 _____ 5 to 10 _____
10 o 15 _____ More than 15 _____

5 Are you satisfied with the working hours of the organization?

Yes _____ No _____

65
 6. Does after working hours you get enough time for your family?
Yes _____ No _____

7. Do you work more than standard hours?

Yes _____ No _____

8. If yes how many. _________________

9. Do you feel that you are able to balance your work life?
Yes _____ No _____

10. How often do you thing or worry when you are not on the job. Never_____ Sometimes
_____
Often _____ always _____

11. Do you ever feel tired or depressed because of work?

Never _____ Always _____ Rarely ____
Sometimes_____ Often _____

12. How do you manage stress?

Yoga _____ Music _____
Meditation _____ Entertainment _____
Dance _____ Other ____

13. Does your social life get affected by your professional life?
Yes_______ No______

14. Do you think policy for work life management helps to increase productivity of the
organisation?

66
 Yes____ No______

15. Which provisions are made for work life balance?

Flexible-work balance _____
Job sharing _____
Holiday’s _____
Proper leave mgt. _____
Other _____

16. Does the organization take initiative to manage work life of employs?
Yes _____ No _____

17. How do you rate the leave policy of the company?

Satisfied _____ Dissatisfied _____
18. Does organization organize holiday camps and picnic to manage WLB.
Yes _____ No _____

19. Are you satisfied with the culture and working environment of the organization?
Yes _____ No _____

20. Energy :

Strongly Disagree Neither agree agree Strongly

Disagree nor disagree Agree
Am I feeling
enthusiastic in my
job?
Am I fulfilling
work
Expectation?

18.Job satisfaction :

67
 Strongly Disagree Neither agree agree Strongly
Disagree nor disagree Agree
I like my job

I am proud to tell
people that I am
part of this
organization.
I am enjoying to
work here

THANK YOU!!

68