Project On Management

Work-Life Balance of Women employees of IT Sector in Pune City” by Gauri Bingi
A
Project Report
On
“Work-Life Balance of Women Employees in IT
Sectors in Pune City”
SUBMITTED TO
Savitribai Phule Pune University

In Partial Fulfillment of The Requirement
For the Award of The Degree Of
Master of Business Administration
Under the Guidance Of
Prof. Sneha Joshi
Through
Dr. Vikhe Patil Foundation’s
Pravara Centre For Management Research And
Development, Pune-411016
SUBMITTED BY
Name: GAURI PRASANNA BINGI

Roll No: 61
Batch: AY 2019 - 2021
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DECLARATION
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This is to declare that I Gauri Bingi student of Pravara Centre For Management
Research And Development, Pune, MBA AY 2019 - 2021, has given original
data and information to the best of my knowledge in the project report titled
‘Work life balance of women employees in IT Sector in Pune City’ is a
record of independent work carried out by me under the guidance and
supervision of Prof. Sneha Joshi towards the partial fulfilment of requirement
for the MBA degree.
I also agree in principal not to share the vital information with any other person
outside the organization and that I have not submitted it for any award or any
other title, degree, or diploma.
Date: 26/10/2020
Place: Pune
Name: Gauri Prasanna Bingi

Batch: MBA
Roll No: 61
Specialization: Human Resources
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ACKNOWLEDGEMENT
It gives me immense pleasure to present this Concurrent Project Report.

However, it would not have been possible without the help and support of all
the IT companies of Pune City.
I would like to thank my Project Guide Prof. Sneha Joshi for guiding me in
my tenure of project report from 16th August 2020 – 16th October’2020.
Without their support and guidance, I would not have come so far to prepare
this report.
I am also grateful to my loving parents and my kind friends whose prayers,

affection and support are always a source of encouragement. Their suggestions
and supply of information were really very valuable and helpful to me. Their
continuous encouragement and support helped me for completing this project
successfully.
Name: Gauri Bingi
Batch: AY 2019-2021
Roll No: 61
Specialization: Human Resources
PCMRD (Affiliated to Sau. Savitribai Phule Pune University) Pune
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INDEX
Sr. No Sub Title of Topic PAGE No.
Section
Executive Summary 8
1 Introduction 9-11
2 Industry Profile 12-15
3 Statement of Problem 16-17
4 Literature Review 18-22
5 Research Methodology 23-26
5.1 Objectives of Study 24
5.2 Significance of Study 24
5.3 Data Collection 25
5.4 Sampling Design 25
5.5 Tools of Analysis 26
5.6 Limitations of Study 26
6 Analysis and Interpretation of Data 27-47
7 Findings & Results 48-50
8 Recommendations & Suggestions 51-52
9 Learning Outcomes 53-54
10 Conclusion 55-56
11 References 57-58
12 Annexure – Questionnaire 59-62
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LIST OF TABLES & FIGURES

Sr No Title of the Table & Figure Table Page Figure
No Page No.
1 Age of Respondents 28 28
2 Qualification of Respondents 29 29
3 Marital status of Respondents 30 30
4 Child status of Respondents 31 31
5 Average Income p.a 32 32
6 Year of Experience 33 33
7 Hours of working 34 34
8 Satisfaction of work-life balance of 35 35

respondents
9 Working Hours of Respondents 36 36
10 Thinking of work when with family 37 37
11 Feeling tired or depressed about work 38 38
12 Missing of quality time with family/friends 39 39
13 Complaints from parents/partners or children 40 40
14 Separate policy for work-life 41 41
15 Motivation factor 42 42
16 Stress Management 43 43
17 Customized work-life balance policy for every 44 44

organization
18 Factor that helps in maintaining work-life 45 45

balance
19 Time for refreshment 46 46
20 Impact on job Performance & Job Satisfaction 47 47
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EXECUTIVE SUMMARY
Work life balance is one of the key factors for the employees to achieve
success. Organizations have devised various plans, policies, programs to help
their employees to achieve the balance between their work commitments and
family responsibilities. Certain policies are statutory while others are
voluntarily implemented. The effectiveness of them depends on the extent of
usage to the employees to achieve work life balance. The present research
intended to study the managerial level employees work life balance in IT
sectors. The study collected the data from 30 respondents. The study found that
work responsibilities negatively impact the personal life of employees. The
factors like overtime, travelling to work, meetings and training after the
working hours impact the work life balance of the employees. A quantitative
method was carried out in this study using a survey among women working
full-time and part-time with different marital status around 6 different
companies in total to gain insights into the main challenges that women face in
balancing work expectations and life pressures and responsibilities. The overall
results showed the main difficulties women faced in summarizing their WLB
were trying to meet work demands while facing responsibilities outside of
work (childcare responsibilities, family responsibilities), the majority of
respondents felt they could improve their WLB and a large portion of
respondents noted that their employers could help them to improve their WLB
at work with less workloads, recognition for extra work and hard work,
introduce flexi time/flexible working hours.
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CHAPTER I
INTRODUCTION
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1. INTRODUCTION
Indian families are undergoing rapid changes due to the increased pace of
urbanization and modernization. Indian women belonging to all classes have
entered paid occupations. At the present time, Indian women's exposure to
educational opportunities is substantially higher than it was some decades ago,
especially in the urban setting. This has opened new vistas, increased
awareness, and raised aspirations of personal growth. This, along with
economic pressure, has been instrumental in influencing women's decision to
enter the work force. Work life Balance of women employees has become an
important subject since the time in today’s world where both men and women
equally share the responsibility of earning for the betterment of their family
life. Hence it is very necessary to know how the women balance very
professional and domestic life. In the initial stages, women had to struggle a
lot to establish their identity in this competitive world, both in the society as
well as in the professional life. In the widely cited article on work-family
conflict, Greenhaus and Beutell (1985) distinguish three main factors that
contribute to work-life conflict. The three components of conflict are
Behaviour, time and stress. The notion that patterns or behaviors expected in
one role may be in opposition with the desired characteristics of another role
is referred as behaviour-based conflict. The extra time spent in work precludes
individuals from investing that time in personal relationships is defined as
Time-based conflict and stress-based conflict suggests that one domain is
affectedly the stress brought out in another section. We all know that excessive
stress is a health hazard. Stress makes people nearly three times as likely to
leave their jobs, temporarily impairs strategic thinking, and dulls creative
abilities. The more companies realize this, the more the workplace wellness
sector grows. In a recent study, researchers found that while there is an
expectation that wellness programs will reduce health care spending and
absenteeism within a year or two, they often do not. This study adds to the
growing body of work suggesting that such programs are not as effective as we
think. Instead, employers need to shift to organization-level approaches for
reducing stress at work, ones that foster employee well-being while
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simultaneously improving business performance. Over a decade of experience

as a clinical psychologist and leadership consultant has taught me that burnout
prevention requires reducing workplace stress while also upping employee
engagement.
In this competitive world the working women have grabbed the attention on
them because working woman in number has been increasing towards different
category of professional work opportunities. In each profession there will be
different expectation and they must manage them without compromising their
personal life expectations.
In olden days women had major role in home as they must take care of their
children and old parents and relatives in case of joint family set up. The male's
mindset that time was that the women had to take care of family and all the
home needs, but nowadays the situation has changed, and women came out to
go for the profession and has created a strong identity for them. The need for
women to work has come out due to various reasons like financial support to
the family and economical independence to them. The exposure to women in
education and technology increase of nuclear family set up and joint

commitments of both husband and wife to raise the standard of living. In this
midst, women facing lot of struggles in balancing their personal life and work
life. Many aspects like time management, work pressure, target, lack of
coordination with co-workers, harassment, lack of family support etc. affect
the work life balance of working women. They are suffering a lot to break and
overcome the work life challenges. Even though they have many work life
problems, most of the women never give up and still they are leading their
profession successfully.
This paper aims to find out the work-life balance of working women in four
different parameters namely 1) Personal life expectations. 2) Personal life
satisfaction 3) Work expectations 4) Work satisfaction and Workload of
women working in Pune city.
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CHAPTER II
INDUSTRY PROFILE
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2. IT INDUSTRY PROFILE
Besides being an industry, Information Technology is a field that enables

businesses in all industries to leverage productivity, and function effectively in
the modern global economy. It is a rapidly changing industry, with new
technologies, systems and software constantly being developed. New
information technology applications are being developed in healthcare, and it
is a fast-growing industry in the defense & security sector. Top occupations in
this industry include management, network systems and data communication
analysts, computer software and hardware engineers, business operation
specialists, secretaries, accountants, auditors, and computer system analysts.
The global information technology industry is on pace to reach $5.2 trillion in
2020, according to the research consultancy IDC. The enormity of the industry
is a function of many of the trends discussed in this report. Economies, jobs,
and personal lives are becoming more digital, more connected, and more
automated. Waves of innovation build over time, powering the technology
growth engine that appears to be on the cusp of another major step forward.
The United States is the largest tech market in the world, representing 32% of
the total, or approximately $1.7 trillion for 2020. In the U.S., as well as in many
other countries, the tech sector accounts for a significant portion of economic
activity. CompTIA’s Cyberspaces report reveals that the economic impact of
the U.S. tech sector, measured as a percentage of gross domestic product,
exceeds that of most other industries, including notable sectors such as retail,
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construction, and transportation. Despite the size of the U.S. market, most of
the technology spending (68%) occurs beyond its borders. Spending is often
correlated with factors such as population, GDP, and market maturity. Among
global regions, western Europe remains a significant contributor, accounting
for approximately one of every five technology dollars spent worldwide.
However, as far as individual countries go, China has clearly established itself
as a major player in the global tech market. China has followed a pattern that
can also be seen in developing regions, where there is a twofold effect of
closing the gap in categories such as IT infrastructure, software, and services,
along with staking out leadership positions in emerging areas such as robotics.
The bulk of technology spending stems from purchases made by corporate or

government entities. A smaller portion comes from household spending,
including home-based businesses. With the blurring of work and personal life,
especially in the small business space, along with the shadow IT phenomenon,
it can be difficult to precisely classify certain types of technology purchases as
being solely business or solely consumer.
As the largest tech market in the world, U.S. forecasts and global forecasts are
inextricably linked. This is a narrower forecast range than what has been seen
in past years, meaning industry executives are exercising a relatively high
degree of caution in an unpredictable environment.
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The Information Technology & Information Technology Enabled Services (IT-

ITeS) sector is a field which is undergoing rapid evolution and is changing the
shape of Indian business standards. This sector includes software development,
consultancies, software management, online services, and business process
outsourcing (BPO).
According to an article in the Times of India, India's liberalization was possible

due to its IT industry. In the 1990s, the industry started off with an export of
nearly $100 million with around 5,000 employees. Now it is an industry that
thrives globally, and India's IT exports are now around $70 billion with 2.8
million employees working in this sector. The article states that the IT sector
is one of the top two industries in the country today.
India's IT industry is expected to grow at a rate of 12 - 14% during 2016 - 2017

as per a report by India's software industry body National Association of
Software and Services Companies (NASSCOM.) This clearly shows that
information technology is a sector which will likely be one of the emerging
markets in the days to come as India's economy requires more hardware,
software, and other IT services. In a NASSCOM-McKinsey report, India's
position in the global offshore IT industry is based on five factors - abundant
talent, creation of urban infrastructure, operational excellence, conducive
business environment and finally, continued growth in the domestic IT sector.
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CHAPTER III
STATEMENT OF THE PROBLEM
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3. STATEMENT OF THE PROLEM
There is presence of work life imbalance among female employees working in

service sector in Pune city.
This project intends to study an analysis of work life balance of women employees
in IT sectors in Pune city. We all know that excessive stress is a health hazard.
Stress makes people nearly three times as likely to leave their jobs, temporarily
impairs strategic thinking, and dulls creative abilities. The more companies realize
this, the more the workplace wellness sector grows. In a recent study, researchers
found that while there is an expectation that wellness programs will reduce health
care spending and absenteeism within a year or two, they often do not. This study
adds to the growing body of work suggesting that such programs are not as
effective as we think.
Instead, employers need to shift to organization-level approaches for reducing

stress at work, ones that foster employee well-being while simultaneously
improving business performance. Over a decade of experience as a clinical
psychologist and leadership consultant has taught me that burnout prevention
requires reducing workplace stress while also upping employee engagement.
Stress level of IT women employees & its impact on their job performance,
employment engagement, overall satisfaction in life will be analyzed in this
project.
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CHAPTER IV
LITERATURE REVIEW
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4. Literature Review:
A literature review is a survey of scholarly sources that provides an overview

of a particular topic. Literature reviews are a collection of the most relevant
and significant publications regarding that topic to provide a comprehensive
look at what has been said on the topic and by whom.
4.1. Vijaya Mani (2013) has revealed the major factors influenced the work life
balance of women professionals in India such as role conflict, lack of
recognition, organizational politics, gender discrimination, and elderly and
children care issues, quality of health, problems in time management and
lack of proper social support.
4.2. FuB et al. (2008) found that socio demographic factor of age group was a
significant predictor of work interference in family. The study shows if
younger was the participant, the higher was the perceived work interference
in family.
4.3. Hsieh et al. (2005) studied the variables of marital status and age. Hsieh et
al.(2005) investigated the perspective of Taiwan hotel managers regarding
work-personal life balance and its relationship to various demographic
variables, such as gender and marital status, and did not find any
significant differences between male and female managers, nor there any
significant differences between married and unmarried male/female
managers.
4.4. Kofodimos (1993), Jeffrey H.Greenhaus, Karen M. Collins & Jason D.
Shaw(2003) suggest that imbalance – in particular work imbalance –
arouses high levels of stress, detracts from quality of life, and ultimately
reduces individuals' effectiveness at work. Suggested that an equally high
investment of time and involvement in work and family would reduce work
– family conflict and stress thereby enhancing an individual's quality of
life. And so it goes without saying that married working women of this era
can have a healthy quality of life only when work – life balance is
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maintained making the topic of work life balance for working women, the
need of the hour.
4.5. J. Redmond et al. (2006) preferred „Work-Life Balance‟ due to the fact
that it encompasses the experiences and need of parents and non-parents
alike, and are a more progressive theoretical framework in which to think
about new ways of living and working that are satisfactory to all. In
practice, it involves “adjusting work patterns so that everyone, regardless
of age, race or gender can find a rhythm that enables them more easily to
combine work and their other responsibilities and aspirations” (Pillinger
2001)
4.6. Pandey (2012) defines Work-Life Balance is a state of equilibrium in
which the demands of both a person’s job and personal life are equal.
Companies HR People are finding the innovative ideas to get the win-win
situation. Effective Work-Life Balance policies are valuable to business
and organizations for a number of reasons including reduced staff turnover
rates, becoming a good employer or an employee of choice, increased
return on investment in training as employees stay longer, reduced
absenteeism and sick leave, improved morale or satisfaction, greater staff
loyalty and commitment and improved productivity. An employee with
better Work-Life Balance will contribute more meaningfully towards the
organizational growth and success.
4.7. Padma et al. (2013) defines the term Work-Life Balance (WLB) is
attracted by all including the individuals and Corporate all over the world.
Though many have proposed various definitions, there is no accepted
definition for this term. WLB is defined as a satisfactory level of
involvement between the multiple roles of a person’s life. It is a person’s
control over the responsibilities between their workplace, family, friends,
and self. It is a comfortable state of equilibrium achieved between an
employee’s primary priorities at their workplace and at their private life.
There are various people like family members, friends, supervisors, peer
group and others involved in every person’s life. The support gained from
them will play a key role in leading a comfortable life journey.
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On the basis of above literature researcher concludes that the Work-Life

Balance is not just to have a balance between work and life but it is an
appropriate mix of all the roles played by working women from typical
housewives to successful corporate leaders.
4.8.Campbell et al. (1994) study results revealed that women with children
were significantly lower in occupational commitment relative to women
without children. Contrary to expectation, women with younger children
outperformed women with older children. Samuel and Vivienne (1996)
studies revealed that women balance their work and family identity by
trading-off one role for the other. In contrast, men can simultaneously
identify with work and family roles. Carmen K. Fu and Margaret A. Shaffer
(2001) have examined the influence of family and work specific
determinants of multiple forms of family interference with work and work
interference with family conflict and found that parental demands and
hours spent on household work were important determinants of FIW
conflict and that role conflict, role overload and hours spent on paid work
influenced WIF conflicts. Spouse support and superior support and
domestic support were played moderate effect on work life conflict.
4.9. Hyman and Summers (2004) classified seven major problems which are
associated with current practices over Work-Life Balance these are
unevenness of adoption across different sectors and organizations, lack of
formalization of policies at organizational level, restricted employee voice
over the introduction and implementation of policies, policies are primarily
to meet business needs rather than those of employees. There is no evidence
of reduction in working hours, tangible and intangible work intrusions into
domestic life, domestic responsibilities are still conducted primarily by
women irrespective of their employment status.
4.10. According to Okpara (2004) job satisfaction in the IT sector can be
predicted from personal variables, but not all variables contributed to the
same degree of satisfaction. The findings of this study did not reveal clear
gender differences in overall job satisfaction. Sex, age, and Job satisfaction
studies, relating to sex and job satisfaction have reported inconsistent
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results. Studies indicating higher job satisfaction among women argue that
women, compared to men, have lower expectations of the benefits they
could receive from the labour market (Clarke 1997).
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CHAPTER V
RESEARCH METHODOLOGY
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5. RESEARCH METHODOLOGY
Research methodology can be defined as a scientific and systematic search for

pertinent information or facts on the specific topic. In fact, it is an art of
scientific information. Research in common parlance refers to a search for
knowledge. The purpose of research is to discover answers to questions
through the application of scientific procedures. The main aim of research is to
find out the truth, which is hidden, and which has not been discovered yet.
5.1. Objectives of the Study: The objectives of the project are as below:
• To study the work-life balance of women employees in IT sectors in India

• To study impact of disturbed work-life balance on job engagement, job
commitment, and job satisfaction
• To suggest remedial measures for managing work-life balance for women
employees
5.2. Significance & Scope of the Study:
By the dawn of the twenty first century, the scenario of India has changed
radically (Claramma 2007). The number of working women is on the rise and
they are making substantial progress towards equivalence with men. Women
established an identity of their own and created a space for them in education
and work sphere. Educational institutions started training women to enter new
arenas enabling them to move away from traditional roles. Families began
expecting women not only to continue with higher education, but also to pursue
any interest they may have in the profession. Naturally, after spending so many
years in education and obtaining professional degrees, they became interested
in using the knowledge acquired productively. As a result, modern Indian
women have made inroads into different professions that were unthinkable for
women in the past. The number of women in the jobs is increasing and they
are making substantial progress toward parity with men. A problem with the
Work-Life Balance has been identified among working women in Pune region.
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Hence, to analyse this problem and to find better solutions by developing new
social, psychological, economic, and cultural indicators to measure the issues
of Work-Life Balance creates impetus for the present study. Another gap
identified by the researcher that no such study has been conducted in these
regions together with large sample size so far. The literature available on
Work-Life Balance among Indian women is scanty and not organized for Pune
region. Thus, the need arises to have a comprehensive study of working women
in these regions. Both qualitative and quantitative approaches will be used for
better understanding of the variables effecting personal life and working life of
working women and the ways she can maintain the balance in her life at two
fronts.
5.3. Sampling Design:

In this research project, out of total 1,00,000 population of women IT
employees, only 30 sample size has been taken into consideration. Due to
female IT employees busy schedule, it is not possible to interact and
interview them asking multiple questions hence 30 sample is been
considered. Non probability sampling method is used in this research study.
5.4. Data Collection
The data collection for the proposed research will be based on both primary
and secondary data.
a. Primary data: Primary Data will be collected from the respondents with
the help of self-structured questionnaire and face to face interview.
b. Secondary data: Secondary Data will be collected from different sources:

• Magazines
• Journals
• Websites
• Books
• Newspapers
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• Online resources
• Blogs
• Published and Unpublished source
5.5. Tools for Analysis: Ms-Excel will be used for analysing the data
responses received from respondents.
5.6. Limitations of Study: Due to time constraints, the study has been
conducted with limited sample size. The researcher has concentrated on the
work life balance of working women in Pune city only. The responses from
the working women are subject to their respondent’s opinion and the
perception.
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CHAPTER VI
ANALYSIS & INTERPRETATION OF
DATA
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6. Analysis & Interpretation of Data
Researcher has conducted survey of IT female employees in Pune City. Sample

size selected randomly. The below is the analysis & interpretation of the data
collected.
i. Age
Table No 1: Age of Respondents
Sr No Age Factor No. of Data (in

Respondents Percentage)
1 21 - 30 years 10 33.3%
2 31 – 40 years 15 50%
3 41 – 50 years 2 6.7%
4 50 & above 3 10%
Total 30 100%
Figure No 1: Age of Respondents
Data Interpretation: In the above analysis, it is found that majority of respondents

are from the age group of 31 to 40 years is 50%. From the age group of 41 to 50 are
very few employees is 2%. Respondents from 21-30 years of age group are 33%.
ii. Qualification:
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Table No 2: Qualification of Respondents
Sr No Qualification No. of Data (in

1 Graduate 10 33.3%
2 Postgraduate 5 17%
3 Junior Executive 1 3.3%
4 Middle Level Executive 10 33.3%
5 Senior Level Executive 4 13.3%
Total 30 100%
Figure No 2: Qualification of Respondents
Data Interpretation: In the above analysis, it is found that majority of respondents

are graduate i.e. 33.3% & middle level executives are also 33.3%. Very few employees
are junior executives i.e. 3.3%.
iii. Marital Status:
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Table No 3: Marial Status of the Respondents
Sr No Marital Status of the No. of Data (in

Respondents Respondents Percentage)
1 Married 22 73.3%
2 Unmarried 8 26.7%
Total 30 100%
Figure No 3: Marial Status of the Respondents
Data Interpretation: It is found that 73% of the respondents are married & 27% of
respondents are unmarried.
iv. Do you have child?
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Table No 4: Child Status of the Respondents
Sr No Child Status of the No. of Data (in

1 Yes 17 56.7%
2 No 13 43.3%
Total 30 100%
Figure No 4: Child Status of the Respondents
Data Interpretation:
It is found from the above survey, 56.7% of respondents are having responsibility of
their children apart from their jobs, and around 43.3% respondents are not having yet
any child responsibility.
v. Average Income p.a.
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Table No 5: Average Income p.a.
Sr No Average income No. of Data (in

p.a. Respondents Percentage)
1 300000-500000 2 6.7%
2 500001–700000 8 26.7%
3 700001–900000 10 33.3%
4 900001or above 10 33.3%
Total 30 100%
Figure No 5: Average Income p.a. Respondents
Data Interpretation: In the above analysis, it is found that 33.3% of respondents are
having 9 lacs & above income p.a. 33.3% of respondents are having 7 to 9 lacs, 20.7%
respondents are having 5 to 7 lacs & 6.7% of respondents are having 3 to 5 lacs of
income p.a.
vi. Years of experience
Table No 6: Years of experience
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Sr No Year of experience No. of Data (in

1 1-4 9 30%
2 5-8 9 30%
3 8-11 5 16.7%
4 12 or above 7 23.3%
Total 30 100%
Figure No 6: Years of experience of Respondents
Data Interpretation: From the above analysis, it is mentioned that 30% of female
employees are having 1 to 4 years & 5 to 8 years of experience, 16.7% respondents
are having 8 to 11 years & 23.3% are having 12 to 15 & above years of experience of
their work.
vii. Hours of working
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Table No 7: Hours of working
Sr No Hours of working No. of Data (in

1 8-10 10 33.3%
2 11-13 20 66.7%
Total 30 100%
Figure No 7: Hours of working of Respondents
Data Interpretation: It is mentioned in the above analysis that 66.7% of respondents

work more than 11 to 13 hours in a day which really makes them more exhaustive,
tired & depressed.
viii. Are you satisfied with your present work-life balance?
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Table No 8: Satisfaction of work-life balance of Respondents
Sr No Satisfaction of Work- No. of Data (in

life balance Respondents Percentage)
1 Yes 07 23.3%
2 No 23 76.7%
Total 30 100%
Figure No 8: Satisfaction of Work-life balance of Respondents
Data Interpretation: It is revealed that 76.7% of respondents are not satisfied with
current work-life structure, whereas, only 23.3% of respondents are satisfied as they
know how to manage their stress by doing Yoga & meditation.
ix: How many days in a week you normally work?
Table No 9: Working Hours of Respondents
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Sr No Working Hours of No. of Data (in

1 Yes 07 23.3%
s2 No 23 76.7%
Total 30 100%
Figure No 9: Working Hours of Respondents
Data Interpretation: It is crystal clear that 86.7% of respondents work more

5 days in a week, which really makes their work-life disturbed.
x. How often do you think or worry about work when you are with
your family?
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Table No 10: Thinking of work when with Family

Sr No Thinking of work No. of Data (in
when with Family Respondents Percentage)
1 Never Think 5 16.7%
2 Sometimes 4 13.3%
3 Often 7 23.3%
4 Always 14 46.7%
Total 30 100%
Figure No 10: Thinking of work when with Family
Data Interpretation: 46.7% of respondents always think of work when they

are with their family.
xi: Do you ever feel tired or depressed about your work?
Table No 11: Feeling tired or depressed about work
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Sr No Feeling tired or No. of Data (in

depressed about Respondents Percentage)
1 work
Never Think 3 10%
2 Sometimes 7 23.3%
3 Often 7 23.3%
4 Always 13 43.3%
Total 30 100%
Figure No 11: Feeling tired or depressed about work
Data Interpretation: In this analysis, 43.3% of respondents stated that they

get tired or depressed about their continuous work pressure & deadlines to be
maintained.
xii: Do you ever miss out on any quality time with your family or your
friends because of pressure of work?
Table No 12: Missing of quality time with family/friends
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Sr No Missing of quality No. of Data (in

time with Respondents Percentage)
1 family/friends
Never Think 4 13.3%
work
2 Sometimes 6 20%
3 Often 6 20%
4 Always 14 46.7%
Total 30 100%
Figure No 12: Missing of quality time with family/friends
Data Interpretation: In this analysis, 46.7% of respondents mentioned they miss out
quality time with their family or friends because of work pressure.
xiii. Does your partner, parents or children ever complain that you
do not have enough quality time for them?
Table No 13: Complaints from your Parents, Partner or Children
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Sr No Complaints from your Parents, No. of Data (in

Partner or Children work Respondents Percentage)
1 Never Think 3 10%

2 Sometimes 7 23.3%
3 Often 4 13.3%
4 Always 16 53.3%
Total 30 100%
Figure No 13: Complaints from your Parents, Partner or Children
Data Interpretation: In this analysis which is very important factor from the point of
Work-life balance, 53.3% of respondents have mentioned they face this issue
complaints from their partners, parents & children that they do not have enough time
for them.
xiv: Does your company have a separate policy for work life?
Table No 14: Separate Policy for work-life
Page | 39
Sr No Separate Policy for No. of Data (in

work-life Respondents Percentage)
1 Yes 15 50%
2 No 15 50%
Total 30 100%
Figure No 14: Separate Policy for work-life
Data Interpretation: In the above analysis 50% respondents has separate policy for
work-life balance & 50% respondents are not having any such work-life policy.
xv: Tick the factor that motivates you mostly to work.
Table No 15: Motivation Factor
Page | 40
Sr No Motivation Factor No. of Data (in

1 Personal Satisfaction 8 26.7%
2 Financial Independence 13 43.3%
3 Support from Family 6 20%
4 Utilization of time 3 10%
Total 30 100%
Figure No 15: Motivation Factor
Data Interpretation: From the above analysis, it is found that 26.7% of respondents
are motivated through their personal satisfaction, 43.3% are motivated for financial
support/independence. 20% of respondents have mentioned that they get support from
their family to work & 10% of respondents mentioned they do their work to utilize
their time.
xvi: How do you manage stress arising from your work?
Table No 16: Stress Management
Page | 41
Sr No Stress Management No. of Data (in

1 Yoga 9 30%
2 Meditation 6 20%
3 Entertainment (Watching 15 50%

Movies, dancing, singing etc.
Total 30 100%
Figure No 16: Stress Management
Data Interpretation: In the above analysis, 50% respondents manage their stress by
watching movies, other entertainment programs such as dancing, singing &
participating in functions with their friends etc. & 20% respondents do meditation &
only 30% employees do Yoga Exercises.
xvii: Do you feel work life balance policy in the organization should
be customized to individual needs?
Page | 42
Table No 17: Customized work-life balance policy for every

organization
Sr No Customized work-life No. of Data (in

balance policy Respondents Percentage)
1 Yes 24 80%
2 No 6 20%
Total 30 100%
Figure No 17: Customized work-life balance policy
Data Interpretation: In this analysis, it is revealed that 80% respondents feel that
there should be customized work life balance policy as per individual needs whereas
20% respondents stated there should not be customized work-life policy.
xviii: According to you which factors which will help you in work-
life balance?
Table No 18: Factor that help in work-life balance
Page | 43
Sr Work-life balance factor No. of Data (in

No Respondents Percentage) (Multiple
1 More flexible working hours 20 Options

66.7%
2 Work from home 20 66.7%
3 Time off for family emergency & events 16 53.3%
4 Job sharing 3 10%

5 Support from superior & Colleagues 12 40%
6 Support from family & spouse 4 13.3%
Figure No 18: Factor that help in work-life balance
Data Interpretation: In this analysis, 66.7% respondents mention that they require
more flexible working hours, 66.7% respondents need work from home, 53.3%
respondents mentioned they need time off for family emergency & events. It is also
said by 40% respondents that they need support from superior & colleagues. Also
13.3% respondents stated they expect support from their family & spouses.
xix: Do you get time during work hours for refreshment?
Table No 19: Time for Refreshment
Page | 44
Sr No Time for Refreshment No. of Data (in

1 Yes 23 76.7%
2 No 7 23.3%
Total 30 100%
Figure No 19: Time for Refreshment
Data Interpretation: 76.7% of respondents mentioned that they get enough

time for refreshment as recreational activities inside the company whereas
23.3% people mentioned that they do not get enough time for any other
recreational activities.
xx: Do you think work-Life impacts on your job performance and job
satisfaction?
Page | 45
Table No 20: Impact on Job Performance & Job Satisfaction
Sr No Impact on Job No. of Data (in

Performance & Job Respondents Percentage)
Satisfaction
1 Yes 24 80%
2 No 6 20%
Total 30 100%
Figure No 20: Impact on Job Performance & Job Satisfaction
Data Interpretation: From the above analysis, it is found that 80% of the respondents
stated Job performance & Job satisfaction impacts due to work life balance, whereas
20% of the respondents mentioned it does not affect their performance. In addition,
they have that they know how to handle their stress & work-life balance.
Page | 46
CHAPTER VII
FINDINGS & RESULTS
7. Findings & Results:
From the above analysis, the below are the findings & results.
Page | 47
a. Majority of respondents are from the age group of 31 to 40 years is 50%.

From the age group of 41 to 50 are very few employees is 2%. Respondents
from 21-30 years of age group are 33%.
b. It is found that majority of respondents are graduate i.e. 33.3% & middle
level executives are also 33.3%. Very few employees are junior executives
i.e. 3.3%.
c. It is found that 73% of the respondents are married & 27% of respondents
are unmarried.
d. It is found from the above survey, 56.7% of respondents are having
responsibility of their children apart from their jobs, and around 43.3%
respondents are not having yet any child responsibility.
e. It is found that 33.3% of respondents are having 9 lacs & above income
p.a. 33.3% of respondents are having 7 to 9 lacs, 20.7% respondents are
having 5 to 7 lacs & 6.7% of respondents are having 3 to 5 lacs of income
p.a.
f. It is mentioned that 30% of female employees are having 1 to 4 years & 5
to 8 years of experience, 16.7% respondents are having 8 to 11 years &
23.3% are having 12 to 15 & above years of experience of their work.
g. 66.7% of respondents work more than 11 to 13 hours in a day which really
makes them more exhaustive, tired & depressed.
h. 76.7% of respondents are not satisfied with current work-life structure,
whereas, only 23.3% of respondents are satisfied as they know how to
manage their stress by doing Yoga & meditation.
i. 86.7% of respondents work more 5 days in a week, which really makes
their work-life disturbed.
j. 46.7% of respondents always think of work when they are with their family.
k. 43.3% of respondents stated that they get tired or depressed about their
continuous work pressure & deadlines to be maintained.
l. 46.7% of respondents mentioned they miss out quality time with their
family or friends because of work pressure.
Page | 48
m. From the point of Work-life balance, 53.3% of respondents have mentioned

they face this issue complaints from their partners, parents & children that
they do not have enough time for them.
n. 50% respondents have separate policy for work-life balance & 50%
respondents are not having any such work-life policy.
o. It is found that 26.7% of respondents are motivated through their personal
satisfaction, 43.3% are motivated for financial support/independence. 20%
of respondents have mentioned that they get support from their family to
work & 10% of respondents mentioned they do their work to utilize their
time.
p. 50% respondents manage their stress by watching movies, other
entertainment programs such as dancing, singing & participating in
functions with their friends etc. & 20% respondents do meditation & only
30% employees do Yoga Exercises.
q. It is revealed that 80% respondents feel that there should be customized
work life balance policy as per individual needs whereas 20% respondents
stated there should not be customized work-life policy.
r. 66.7% respondents mention that they require more flexible working hours,
66.7% respondents need work from home, 53.3% respondents mentioned
they need time off for family emergency & events. It is also said by 40%
respondents that they need support from superior & colleagues. Also 13.3%
respondents stated they expect support from their family & spouses.
s. 76.7% of respondents mentioned that they get enough time for refreshment
as recreational activities inside the company whereas 23.3% people
mentioned that they do not get enough time for any other recreational
activities.
t. It is found that 80% of the respondents stated Job performance & Job
satisfaction impacts due to work life balance, whereas 20% of the
respondents mentioned it does not affect their performance. In addition,
they have that they know how to handle their stress & work-life balance.
Page | 49
CHAPTER VIII
SUGGESSIONS &
RECOMMENDATIONS
8. Suggestions & Recommendations:
Page | 50
From the above analysis & findings, the below points are suggested to female
IT employees.
a. 66.7% of respondents work more than 11 to 13 hours in a day which really
makes them more exhaustive, tired & depressed. It is suggested that if
working hours can be reduced or work from home option can be given, also
they should be given enough time for family emergency & events to be
organized for employees.
b. 76.7% of respondents are not satisfied with current work-life structure. It
is recommended that; IT companies should conduct more employee
engagement activities so that employees may feel encouraged to do their
work & satisfaction level would increase.
c. IT companies should arrange awareness programs on how to manage their
stress by doing Yoga & meditation.
d. 86.7% of respondents work more 5 days in a week, which really makes
their work-life disturbed. Companies should try to reduce working days in
a week.
e. It is also found that employees get depressed about their continuous work
pressure & deadlines to be maintained, hence it is suggested that Job Role
analysis should be done so that there will be job clarity & employees will
come to know their exact tasks & responsibilities.
f. It is also suggested that every IT company should have separate work-life
balance policy for their employees & also it should be communicated.
g. Work closely with employees to create a supportive working environment,
as a result employee feel supported and recognized for their work.
Page | 51
CHAPTER IX
LEARNING OUTCOMES
9. Learning Outcomes:
Page | 52
From the above research project, the below points have learned.
a. Understanding about IT companies & their work structure, culture &
working conditions.
b. Learned about Work Stress, Work-life Balance concept.
c. Interaction with IT women employees in Pune City
d. Research Methodology to complete this project.
Page | 53
CHAPTER X
CONCLUSION
10. Conclusion:
Page | 54
In this research project, it is especially important that there is immense scope for
research on this topic in India. Focused studies on work life balance of women
employees could be initiated to bring about a good awareness about the problems of
employees’ face while balancing their personal and professional lives. Work life
balance being treated as a separate and core aspect, making it compulsory for all the
levels of employees are agreed. The researcher strongly believes that the challenge of
effecting a change rests with the attitude of the employers and the employees towards
each other, who will be responsible for improving the work life balance of future
employees and ensure a safe and happy workplace.
The need for enhanced use of Work-Life Balance options like flexi time, job sharing
and breaks from work so that employees can feel that the organization is facilitating
their coordination of family and professional lives. Organizations should have formal
counselling departments to appreciate employee work life balance problems. Regular
exercises, mediation and other soft skill practices can be initiated to advance the
emotional balance of the employees. This study gives new insights and research
directions on work-life balance practices and their relationship to organizational
performance and employee’s productivity. This study also encourages organization to
take an active role for developing a more supportive and encouraging employee
friendly culture that can facilitate on the policies implementation.
Page | 55
CHAPTER XI
REFERENCES
10. REFERENCES
Page | 56
1. https://www.comptia.org/content/research/it-industry-trends-analysis
2. https://www.indiaeducation.net/computers-it/the-future-scope-of-the-it-
industry-in-india.html
3. Carlson, J. G. (2007). Conceptualizing Work-Family Balance: Implications
for Practice and Research. SAGE Journals, pp. 455–471.
4. Mani V. Work Life Balance and Women Professionals. Global Journal of

Management and Business Research Interdisciplinary 2013; 13(5): 2013.
5. R.Balaji “International Journal of Innovative Research in Science,
Engineering and Technology”, ISSN:2319-8753, Vol.3, Issue 10, October
2014.
6. Pillinger, J. (2001). Work-Life Balance: Towards a New Politics of Work and
Time.
7. S. Padma, M. S. (2013). Role of Family Support in Balancing Personal and
Work-Life of Women Employees. IJCEM International Journal of
Computational Engineering & Management, ISSN: 2230-7893.
Annexure: Research Project Questionnaire
Page | 57
“Work-life balance of women employee in IT sector”

Hello. I am doing a research work on “Work-Life balance of Women employees in IT
sectors”.
The questionnaire is based on my MBA curriculum, so it will a great help if put in some 5 to
10 min to complete my questionnaire.
Thank you!!
1.Age
20-30
31-40
41-50
51 or above
2.Qualification
Graduate
Post-Graduate
Junior executive
Middle-level executive
Senior-level executive
3.Marital Status
Married
Unmarried
4.Do you have child?

Yes
No
5.Average income p.a.
Page | 58
300000 – 500000
500000 – 700000
700001 – 900000
900001 or above
6. Years of experience
1-4
5-8
8-11
12 or above
7. Hours of working
8-10
11-13
8.Are you satisfied with your present work-life balance?

Yes
No
9. How many days in a week you normally work?

Less than 5 days
More than 5 days
10. How often do you think or worry about work when you are with your family?
Never think
Sometimes
Often
Page | 59
11. Do you ever feel tired or depressed about your work?
Never think
Sometimes
Often
Always
12.Do you ever miss out on any quality time with your family or your friends because of
pressure of work?
Never think
Sometimes
Often
Always
13.Does your partner, parents or children ever complain that you don’t have enough
quality time for them?
Yes
No
14. Does your company have a separate policy for work life?
Yes
No
15.Tick the factors that motivates you to work.
Personal Satisfaction
Financial Independence
Support from Family
Utilization of time
Page | 60
16.How do you manage stress arising from your work?
Yoga
Meditation
Entertainment (Watching movie, dancing, singing)
17.Do you feel work life balance policy in the organization should be customized to
individual needs?
Yes
No
18.According to you, which factors which will help you in work-life balance?
More flexible working hours

Work from home
Time off for family emergency and events
Job sharing
Support from superior and colleagues
Support from family and spouses
19.Did you get time during work hours for refreshment?

Yes
No
20. Do you think work_Life impacts on your job performance and job satisfaction ?
Yes
No
___________________________________________________________________________
Page | 61

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Work-Life Balance of Women employees of IT Sector in Pune City” by Gauri Bingi

Savitribai Phule Pune University

Name: GAURI PRASANNA BINGI

‘Work life balance of women employees in IT Sector in Pune City’ is a

record of independent work carried out by me under the guidance and

supervision of Prof. Sneha Joshi towards the partial fulfilment of requirement

for the MBA degree.

other title, degree, or diploma.

Name: Gauri Prasanna Bingi

It gives me immense pleasure to present this Concurrent Project Report.

I am also grateful to my loving parents and my kind friends whose prayers,

Name: Gauri Bingi

Specialization: Human Resources

PCMRD (Affiliated to Sau. Savitribai Phule Pune University) Pune

2 Industry Profile 12-15

3 Statement of Problem 16-17

4 Literature Review 18-22

5 Research Methodology 23-26

5.1 Objectives of Study 24

5.2 Significance of Study 24

5.3 Data Collection 25

5.4 Sampling Design 25

5.5 Tools of Analysis 26

5.6 Limitations of Study 26

6 Analysis and Interpretation of Data 27-47

7 Findings & Results 48-50

8 Recommendations & Suggestions 51-52

9 Learning Outcomes 53-54

12 Annexure – Questionnaire 59-62

LIST OF TABLES & FIGURES

3 Marital status of Respondents 30 30

4 Child status of Respondents 31 31

5 Average Income p.a 32 32

8 Satisfaction of work-life balance of 35 35

9 Working Hours of Respondents 36 36

10 Thinking of work when with family 37 37

11 Feeling tired or depressed about work 38 38

12 Missing of quality time with family/friends 39 39

13 Complaints from parents/partners or children 40 40

14 Separate policy for work-life 41 41

17 Customized work-life balance policy for every 44 44

18 Factor that helps in maintaining work-life 45 45

19 Time for refreshment 46 46

20 Impact on job Performance & Job Satisfaction 47 47

simultaneously improving business performance. Over a decade of experience

education and technology increase of nuclear family set up and joint

Besides being an industry, Information Technology is a field that enables

The bulk of technology spending stems from purchases made by corporate or

The Information Technology & Information Technology Enabled Services (IT-

According to an article in the Times of India, India's liberalization was possible

India's IT industry is expected to grow at a rate of 12 - 14% during 2016 - 2017

3. STATEMENT OF THE PROLEM

There is presence of work life imbalance among female employees working in

Instead, employers need to shift to organization-level approaches for reducing

A literature review is a survey of scholarly sources that provides an overview

On the basis of above literature researcher concludes that the Work-Life

Research methodology can be defined as a scientific and systematic search for

• To study the work-life balance of women employees in IT sectors in India

5.2. Significance & Scope of the Study:

5.3. Sampling Design:

5.4. Data Collection

b. Secondary data: Secondary Data will be collected from different sources: