A study on work-life balance of

employees at TCS, Mumbai.

A Project Report submitted In Fulfilment to the requirement for the degree of

B.B.A

To the

Department of commerce

Graphic Era deemed to be University

Submitted by :- Submitted To :-

Divij Hajela Capt. Rajshree Thapa

B. B.A (HR) 3rd year Department of Management

1
 Certificate

It is certified that the work contained in the project report titled, “A study on Work Life Balance
at TCS” By Divij Hajela, has been carried out under my supervision and that this work has not
been submitted somewhere else for a degree.

Signature:- ___________________

2
 Declaration

I hereby declare that this project report entitled “ A study on work life balance at TCS, Mumbai “
was carried out by me for the degree of B.B.A under the guidance and supervision of Capt..
Rajshree Thapa of Department of Management, Graphic Era deemed to be University . The
interpretation put forth are based on my reading and understanding of the original texts and they
are not published anywhere in any form. The other books, articles and websites, which I have
made use of are acknowledged at the respective place in the text. This research report is not
submitted for any other degree or diploma in any other university.

Place – Dehradun

Name of student – DIVIJ HAJELA

Class – B. B.A

3
 Acknowledgement

I would like to take this opportunity to thank Capt. Rajshree Thapa

(Teacher guide) to have provided me with such a great opportunity to
work on this research project. I am grateful to all the respondents of the
questionnaires for being so much co-operative and patient to fill in all
the required answer in the questionnaires. The project would not have
been such a success without their contribution.

Lastly, I would like to thank my family, friends and all those who
helped me in some way or the others in the successful completion of this
research project.

Index
4
 S. No. Name of the chapter Page no.

Chapter - 1 Introduction 6

Chapter - 2 Executive Summary 10

Chapter - 3 Review of literature 11

Chapter - 4 Research Methodology 20

Chapter - 5 Data interpretation and representation 26

Chapter - 6 Results and Discussions 40

Chapter - 7 Recommendations 43

References

Annexure 48

5
 Chapter -1
Introduction
1.1 Rationale of study

1.2 Introduction to IT Industry

1.3 Introduction to TCS

1.4 Justification of study

6
 Chapter -1

INTRODUCTION

1.1 Rationale of Study

Work- life balance is considered to be important for both, business practice and academic
exploration. The literature shows that work- life balance is a central issue affecting good, as
family and work are the most important rudiments of everyone’s life. Work life balance from the
hand standpoint the dilemma of managing work scores and particular/ family liabilities.
Research suggests that perfecting the Balance between our working lives and our lives outside
work can bring real benefits for Employers and workers. It also shows the difference in work life
balance of males and ladies. preface to IT assiduity The Information technology and
Information technology Enabled Services( IT- ITeS) is a field that suffers a rapid-fire
development and changes the form of Indian marketable norms. This sector includes software
development, consulting, software operation, online services and business processes
outsourcing( BPO). For illustration, take an IT department in a company. There are numerous
people with numerous varied jobs and liabilities. These liabilities range from maintaining safe
systems and data to hold networks into operation. There are people who enter data, people who
manage databases and people programming. There are also decision- makers, similar as the most
principal information officers( CIOs), which decide how an IT department is active and which
factors are bought.
7
Information technology is bothered with upgrades in a range of mortal and organizational
problemsolving trials through the design, development, and use of technologically grounded
systems and processes that increases the effeciency and effectiveness of information in colorful
strategic, politic, and functional situations. Information Technology Industry in India is linked
for six pivotal places similar as Information Technology Enabled Service/ Business Process
Outsourcing, Development of Software Products, Information Technology Services, Research
and Development conditioning, tackle and ECommerce. Information Technology covers a wide
diapason of tackle and software program software software program results that allow
businesses to gather, organize, and dissect data that helps Product from the growth rate of1.2 in
the time 1998 to7.7 in 2017, NASSCOM affirms that Information Technology sector of India has
amassed a profit ofUS$ 160 billion in 2017 and United States of America has further than 60 of
Indian IT exports( Singh and Shelly 2017). India was set up at the top in 2011 in the world
position attractiveness indicator for outsourcing followed by China and Malaysia( Kearney
2011). The prominent reasons for growth of outsourcing in India are low cost of operations
which attract the advanced nations to invest for outsourcing, appetite of global competition,
access to global request and vacuity of quality employability chops in the
population( Kakabadse and Kakabadse, 2005). them acquire their pretensions. It also describes
technology- grounded workflow styles that stretches the functionality of an company to supply
services that induce profit. As the IT company evolves to meet the technological demands of
moment’s plant, special challenges are bobbing up and IT experts are seeking to meet them.
Network security is by far the great state of affairs for numerous pots and they calculate
volume on their IT crew of humans to stop or cease these system breaches. The Information
Technology sector in India has delivered a significant part in perfecting India's Gross Domestic

1.3 Introduction to TCS

Tata Consultancy Services is an Indian transnational information technology services and

consulting company, headquartered in Mumbai, Maharashtra, India. TCS or TATA Consultancy
Service was established in 1968 as a division of Tata Sons Limited. A colonist in the Indian
software program assiduity, TCS established the Tata Research Development and Design Centre, in
Pune, India in 1981. In the time 2011, TCS commenced its pall- grounded services therefore
entering the small and medium business enterprise for the first time. With over workers as of
October 2015, TCS is the alternate- largest business enterprise among the listed India agencies in
the reverse of Coal India Limited. TCS offers a consulting- led, cognitive powered, erected- in
portfolio of business, technology and engineering services and results. This is delivered through its

8
special position Independent nimble TM transport model, diagnosed as a standard of excellence in
software program development. TCS ’ capability to deliver high – quality services and results is
unmatched. It's largest IT employer in India. It provides services to wide range of member like
banking & fiscal services, energy, coffers & serviceability, government, telecom, media &
information services,etc. TCS ’ capability to deliver high – quality services and results is unbeaten.
It's topmost IT enterprise in India. It offers services to huge vary of sectors like banking & fiscal
services, energy, coffers & serviceability, government, telecom, media & information services,etc.
TCS and its 67 accessories give a broad range of data technology- related wares and immolations
which include operation development, Business process outsourcing, capacity planning, consulting,
association software, tackle sizing, payment processing, software operation, and technology
education services. TCS operates in 27 locales across India which includes branch services,
training centres and an invention centre. When a platoon member is instated into TCS, they're
anticipated to suffer and clear a rigorous training program that prepares them with the chops
needed to exceed in the company. TCS has its own training program for new joinees that's held at
colorful training centers across India. This program lasts for a period of 3 months and happens in
three phases. In this original literacy Program( ILP), as it’s called, along with learning specialized
chops and ways, the new joinees also get to witness numerous particular grooming conditioning.
TCS has a devoted literacy app for its platoon called Fresco Play which allows them to over- skill
on the go. Not only this but in fact, courses and instruments that the TCS workers suffer are
refunded by the company as well to keep up the instigation of literacy while working at Tata
Consultancy Services. defense of study This study is conducted to know the current work life
balance at TCS. And also to know the colorful factors which are contributing satisfaction position
of work life and particular life. This study will allow you to know the relationship between the
gender and satisfaction position of work life.

Chapter 2

Executive Summary
9
\ Work–life balance is a concept including proper prioritizing between "work" (career and ambition)
and "lifestyle" (health, pleasure, leisure, family and spiritual development/meditation). This is
related to the idea of lifestyle choice. The work–leisure dichotomy was invented in the mid-1800s.
Paul Krasner remarked that anthropologists use a definition of happiness that is to have as little
separation as possible "between your work and your play". The expression "work–life balance" was
first used in the United Kingdom in the late 1970s to describe the balance between an individual's
work and personal life. In the United States, this phrase was first used in 1986. By working in an
organization, employees identify, to some extent, with the organization, as part of a collective
group. Organizational values, norms and interests become incorporated in the self-concept as
employees increase their identification with the organization. However, employees also identify
with their outside roles, or their "true self”. Examples of these might be parental/caretaker roles,
identifications with certain groups, religious affiliations, align with certain values and morals, mass
media etc. Most employees identify with not only the organization, but also other facets of their life
(family, children, religion, etc.). Sometimes these identities align and sometimes they do not. When
identities are in conflict, the sense of a healthy work–life balance may be affected. Organization
members must perform identity work so that they align themselves with the area in which they are
performing to avoid conflict and any stress as a result

Chapter -3
10
 Review of literature
2.1 Introduction

2.2 National Reviews

2.3 International Reviews

11
 REVIEW OF LITERATURE

2.1 Introduction

A literature review is a check of scholarly sources on a specific content. It provides an overview

of current knowledge, allowing you to identify applicable propositions, styles and gaps in the
being exploration. A literature review checks books, scholarly papers, and any other sources
applicable to a particular issue, area of exploration, or proposition, and by so doing, provides a
description, summary, and critical evaluation of these workshop in relation to the exploration
problem being delved . When reading an composition, independent of discipline, the author
begins by describing former exploration to collude and assess the exploration area to motivate
the end of the study and justify the exploration question and suppositions

2.2 National Reviews

Mohla( 2011), Through the study she concluded that operation of TCS is formerly
doing numerous effects Which are different and new in request as well as
important to enhance quality of work life of workers but still there's always a
compass of enhancement. palpitation is the company’s periodic Associate
Satisfaction check. Every time, TCS take over this check to measure and
understand its Associate’s station, opinions, provocation, bournes and
Satisfaction. Through palpitation, they essay to find out openings for
enhancement, invite suggestions, Ascertain failings, design applicable plans,
which eventually conclude in action. To meet certain design conditions associates
are given further flexible hours of work. It Encourages the associates to work at
the time when their productivity can be maximized. In case of extended working
hours associates can mileage for payment for mess and transport. TCS- Maitree
came into actuality on February 23, 2002 in Mumbai, started by Ms Mala
Ramadorai. Maitree is each about fellowship, relating, participating and
minding. Maitree endeavours to Cultivate a sense of belonging among its workers
and their families. It's also recommended that attention be paid to the members
attributing to low position of Satisfaction with the recognition system. Open lines
of communication should be created That will enhance the creation of participation
and interactional justice.

Seema sharma( 2018), in hear study said that reaching for the sky has come a habit with Aarthi
Subramanian, The first woman to be appointed to the board of Tata Consultancy Services( TCS),
Ms Subramanian has banked on gift, industriousness and resolve to find and fulfill her life's
calling. And a luxurious calling it has been. Appointed as administrative director to the TCS

12
board in March 2015. Ms Subramanian has operated in a variety of pivotal positions at TCS and
has worked in, besides India, Sweden, the United States and Canada. She opens up in this
interview with Christabelle Noronha on the road that has brought her this far and the gests that
have amended the trip. I like to call it work- life prioritisation because I do not know if there's a
balance. either, a company like TCS gives you the openings and inflexibility to manage your
constraints. TCS is a huge company and professional atmosphere is what we liked the most. Lot
of conditioning related to social causes take place every now and also. Hand engagement
conditioning is really amazing, similar as work life balance. My job is relatively grueling and
intriguing, good platoon work and job culture is another major factor that distinguishes TCS
from other companies workers have worked with.

Ritu Anand, Vice President and Deputy Head of Global HR, TCS, say “ The knowledge
assiduity is Characterized by a veritably youthful and dynamic pool. The new strain of IT
professionals Aspires for a work terrain that's holistic, balanced and complete. A flexible work
terrain and work- life balance are crucial motorists of hand satisfaction. ” Biswabijoy Sen,
Associate Adviser with TCS, says that the “ Maitree ” has greatly helped him To balance work
and life. " From a largely centralised model conforming of workspaces set in large delivery lot
able of accommodating thousands of workers, we had to switch to an extreme form of
distributed delivery in a matter of days, which isn't a trivial challenge," said TCS managing
director and principal administrative officer( MD & CEO) Rajesh Gopinathan. Kumar
Mohan( 2011), concluded that TCS offers a flexible work terrain where workers are given the
option to work part- Time or work from home under special circumstances. We offer
relinquishment leave to the parent Irrespective of thegender.However, durability of service is
considered, If some of our womanish associates choose to discontinue work for a Temporary
period of time due to family commitments and return the association at a after stage. workers
also have the option to go for feasts. At TCS, they strive to make work a joyous experience and
encourage worklife balance Through “ maitree ”, a unique platform for all hand engagement
conditioning. Different clubs Like Theatre Club, Bibliophile Club, Adventure and Trekking
Club, Fitness Club, Sanctuary Club, Music Club and community Services Club, among others
facilitates fun at work. These clubs organize colorful Conditioning like yoga, cotillion
assignments, music competitions, touring peregrinations, sports conditioning, Regular visits to
NGOs, among other conditioning for TCS workers.

For illustration, on Family Day, workers can bring their families to TCS and take them around
the plant. Pranav Mittal( 2020), set up in his study that People working in software assiduity
find it veritably hard to maintain the work- life balance. still, 23 people believe that TCS offers
them occasion to balance their work as well as their particular life. Another important factor
that lures the pool towards TCS is the company’s work terrain. About 16 of workers suggested
TCS for furnishing a favourable and healthy work terrain. Associates are the people with whom
you spend utmost of your time at plant. Also, for running a design successfully, an
understanding and collaborative platoon is an absolute necessity. About 15 of the repliers say
that it's one of the major reasons they're associated with TCS. People tend to like a company that
understands the requirements of its pool. An hand-friendly leave policy and regulations are

13
among the top five reasons why people continue to work with the establishment. 14 people have
approved of TCS of having good leave policy. Sandeep Mellam( 2021), said the impetuous
response to the COVID- 19 situation and lockdown was to allow the workers to work from
home( WFH). numerous companies are now switching to endless work from home, with top
companies similar as TCS planning to allow 75 of its workers to work from home by 2025.
nearly half of the workers who are working ever from home are happy with their job and don't
want to change the way they work in the near future. Transformation to work from home is one
of the biggest challenges HR directors are facing in this epidemic script. When the WFH
accreditation was arrived at, some associations were suitable to acclimatize more snappily than
others. The primary reason is the capability of the structure and the mindset to identify, embrace
and execute new technologies. The druggies need a tool which can be penetrated from
anywhere using any device with insignificant commotion. A productive terrain for remote
working requires a strong, loyal, secure and scalable operation that supports positive hand
productivity and collaboration.

Poojary Pallavi Poojary( 2021), TCS pays a lot of attention to life outside work, especially the
physical good of its workers. From sports clubs to marathons and gift events, TCS encourages
workers to balance work with fun. A special citation has to be made about the significance
given to fitness and physical health at TCS. Free spa access, periodic marathonsetc. are just a
many ways in which the platoon is encouraged to stay fit. workers sounded to have a good
work- life balance and authentically love the work that they were doing. TCS encourages its
workers to continuously over- skill and keep up with trending technologies in the assiduity. It’s
both in the company’s and the hand’s interest to do so as the assiduity becomes further and
further skill- concentrated.

Narayanan Lakshmi( 2015), is one of the hand at TCS said that Each bone of the units of TCS is
largely competitive, bear the hand to have knowledge in the rearmost technology out in the
request and keep ourselves streamlined. piecemeal from these units, we also have Digital
Commerce, Digital Marketingetc., which are inversely competitive and stay on the bleeding edge
with respect to the request technology and trends. Working in any of these units wo n’t be a
walk in the demesne and surely not like your typical run of the shop IT job. Having said that,
the eventuality for learning inside TCS DESS is relatively high. As for the work life, we follow
a veritably relaxed work culture. Anushree Sharma( 2020), wrote in her composition Leading
global IT services, consulting and business results association Tata Consultancy Services( TCS),
blazoned that its waste rate dipped to a record low of7.6 percent in the third quarter ended
December 31, 2020. TCS’s different pool comprises 147 ethnicities, and women constitute36.4
percent of the base. The establishment’s investments in skilling and developing its pool, and the
use of innovative training styles continue to bear fruit.3.4 percent of the TCS workers are
presently working out of office. This means that4.53 lakh workers( over 96 percent of TCS

14
workers) are presently working from home. The company’s people culture and HR practices
have made it the global assiduity standard in gift retention, helping it bring down the waste
rate.

Anshoo kapoor, The current circumstances have of course presented challenges to all businesses
and individualities – with millions of people suddenly transitioning to remote working. It's vital
for workers at companies of all sizes to feel they're being supported and for leaders to
communicate to them and give guidance as stylish they can. To smooth the adaptation of
working from home, TCS has produced a series of guidelines which are designed to insure
workers understand the environment of this period of home- working and to give them with
practical tips to make it work for them. We understand that this is a delicate time for everyone
some workers will have trouble conforming to remote working and others may have fresh
liabilities like minding for children or vulnerable cousins. guarding our staff’s internal and
physical health is a real precedence for TCS – and is of course particularly important now. We've
developed specific guidelines addressing good, internal health and insulation issues which are
participated with all workers. The provision of24/7 comforting and private healthcare are core to
helping with staff good. Mental health care is always a precedence at TCS, and we're working
hard to insure workers still feel supported and suitable to pierce coffers that can help them
navigate these uncertain times. Pulkit Goenka( 2012), Working with TCS affords you with a
sense of certainty of a successful career that would be driven by bottomless growth openings and
exposure to slice- edge technologies and learning possibilities. The work terrain at TCS is
erected around the belief of growth beyond boundaries. Some of the critical rudiments that
define the work culture are global exposure,cross-domain experience, and work- life balance.

2.3 International reviews

We're veritably proud to be among the small number of US organisations recognised in the
Fortune Big Companies to Work For in 2020 list," said Surya Kant, President, North America,
UK and Europe, TCS. “ At TCS, we employ passionate, empowered and driven workers who
are encouraged to make their voices heard in furnishing first- class service to our guests and
creating a happy and healthy work culture for all, ” Kant added. PTI( 2020), in his study
concluded that it's a great place to Work estimated further than 60 rudiments of TCS workers ’
gests on the job. These included the extent to which workers trust leaders, the respect with
which people are treated, the fairness of plant opinions, and how important fellowship there's
among theteam.More than seven out of 10( 72 percent) TCS workers said the company is a great

15
place to work, eight out of ten( 80 percent) felt good about work- life balance and being swung
time down from work when necessary. TCS is devoted to enabling a future-ready pool and
offers numerous learning gests that concentrate on reskilling and upskilling. In 2019, 90
percent of its US pool wasre-skilled in the rearmost digital technologies, tools and platforms.
Since 2014, TCS has been among the top two US job generators in the IT services and
consulting sector, hiring further than 20,000 new workers, the company said in a statement.

Mckay( 2019), According to a Harvard Business School check, 94 of service professionals put
in 50 hours a week. And while some people claim long hours are necessary, study after study
shows that when we lose work life balance, everyone suffers the consequences. Once we pass a
certain threshold of working hours, our sleep starts to come disabled; we ’re more likely to feel
depressed and stressed; and can indeed have a harder time communicating, uniting, and getting
effects done. 2018), concluded that TCS overall is an hand driven company, The Company
provides the stylish in the class installations to work and learn. TCS has a separate literacy and
development cell, which encourages the workers to learn and develop their specialized,
directorial, interpersonal communication and other chops. piecemeal from the literacy and
growth prospects, TCS also provides timely work review, assessments, colorful lagniappes,
leaves and also growth openings. The boundary of operation and associates is low and the
operation is fluently assessable. The position of respect for every hand is veritably high and is
maintained with the high to low operation and associates. TCS is veritably high on work ethics,
like any other Tata group company. At TCS there are no seniors, inferiors when it comes to
work, everyone is asked to make a donation to every work, the platoon work is the driving
force then. A platoon comprises of a good blend of people. TCS has a rich culture with
literacy, the literacy and development cell has their daily and yearly trainings. These trainings
are conducted by assiduity specialist and eventually in house faculty. Indeed the original
literacy program was a fantastic builder for confidence and literacy platforms. TCS should
concentrate on adding tone- mindfulness and handed the workers with guidance on how to
manage with stress through a series of shops by experts. In addition to conducting stress
operation shops, TCS should also conduct out- point picnics, games, andinter-departmental
competitions. Some companies were also using a system of instructors and promoted open
communication to ameliorate relations and fellowship at the plant.

“With a strong platoon you get a lot of effects done. piecemeal from that, I try to keep effects
veritably simple. I've a single list. I do n’t believe you need to maintain a particular life-
professional life list. You just have to keep a veritably simple precedence list and keep it short, “
said chandrasekaran. Milind Lakkad, Chief Human coffers Officer, TCS, said, “ Our sustained
investment in organic gift development is now paying rich tips, helping us support our business
growth. We're also continuing along our trip to revise and transfigure the HR value chain, using
technology innovatively to digitize processes, virtualize relations, and enhance responsiveness. ”
2018), TCS has a gift pool of 384,792 workers, over a third of which are women. As much as
85 of its workers belong to Gen Y. The company understands that diversity comes in numerous
forms — gender, race, religion, sexual exposure, age, culture, etc. The focus on addition should
be on a complete steal- heft and creating abettors and lawyers within the organisation.

16
moment, the social engagement platforms of TCS connect 300,000 druggies to elderly officers,
allowing open dialogue and ideasharing.Mentors are assigned to give guidance on career
bournes , worklife integration, organisational culture, leadership development, etc. This is eased
through formal and informal networking, coffee and virtual live exchanges, and panel
conversations. Going beyond pool development, TCS is creating lesser employment openings
for women. An illustration of this is the each- women centre for business processes and IT
services at Riyadh. This is a one- of-a-kind, each- women hand office with over 1,000 women,
of which 85 are Saudi citizens. Anshoo kapoor, said that In addition to what's being done by
TCS on a global position regarding education, the UK TCS Digital Explorers programme is
being converted into a virtual event. TCS Digital Explorers is a unique one- week work
experience programme that reaches hundreds of youthful people across the UK and provides an
sapience into the work of STEM and the openings available to youthful people then in the UK.
One of the ways that TCS workers are encouraged to get involved in both the UK and in Ireland,
is by giving to the UK’s National extremities Trust and Ireland’s Health Service
Executive( HSE), with TCS match funding all donations.
TCS is recognized to be honored as one of the Top 10 Companies with the Best Business Outlook
by Glassdoor, ” said Surya Kant, President, North America, UK & Europe, TCS. Ritu Anand is a
colonist in the field of Human coffers with a career gauging 25 times. She's a elderly Vice
President at Tata Consultancy Services With our presence in further than 144 ethnicities across 46
countries, we look at inclusivity from a behavioural lens hence enforced several enterprise to
produce mindfulness and shift of mindsets towards addition and helping individualities overcome
bias. Our end has always been to insure that they've a balanced pool, where all people feel
reputed. TCS is a values- driven association that not only invests in the success of its people but
also empowers and encourages them to make positive benefactions in their communities across the
world. also, by furnishing a variety of social and mobile platforms for its workers around the
world, TCSers enjoy a cooperative terrain across brigades and topographies. As a result of the
satisfying culture within TCS, the company has the smallest waste rate of its peer set. Rohit
kumar, The base of TCS is erected on a veritably strong culture which sets it a class piecemeal.
The culture of TCS gives a feeling of pride and immense joy for new rookies. TCS also feels proud
of its culture laid up by its settlers. Career within TCS is driven by number of growth openings and
an exposure to new technologies. The work terrain within TCS is grounded on the conception of
expansion beyond boundaries. The rudiments of work culture within TCS are global
exposure,cross-domain experience, work- life balance. TCS has a Culture Quadrant, which defines
associations on its artistic terrain and working rules. workers tends to learn new technology by
course of his job. violent training programme are conducted to make its workers streamlined with
new technology. violent training and development programs imparts the hand on the job literacy.
tutor programs tutor Program within TCS helps hand develop geste
, chops to achieve the pretensions. ‘ Global Family ’ identity TCS provides its hand the
support, stimulant just like its family. Maitree a TCS action was started with an ideal to bring TCS
hand and family together considering the family members as part of TCS extended family.
Albertsenet.al( 2008), studied the relationship between work hours and worklife balance and set up
a strong association between larger figures of work hours and lower situations of work life
Balance amongst women. For men, the results were less conclusive, while for gender- mixed

17
Groups, an association between overtime work and lower situations of work life balance was
explosively Supported. It was set up that nonstandard work hours had a negative influence on work
life Balance and some substantiation suggested that it had a negative influence on children’s well-
being And on connubial satisfaction. Murphy & Doherty( 2011), revealed that it isn't possible to
measure work- life balance in an Absolute way, because particular circumstances impact the way
this is perceived. Long hours And presenteeism form “ part of job ” when accepting a part at
advanced position. still, ultramodern Technology has helped this to some extent by allowing
elderly directors to be accessible rather Of having to be present in office. Janeet.al( 2004) have
explored connections between work- life balance, worknon-work conflict, Hours worked and
organizational commitment concluded that, although graduates seek work life Balance, their
concern for career success draws them into a situation where they work Decreasingly long hours
and witness an decreasingly wrong relationship between home And work. The composition
discusses the causes and implicit consequences of this dilemma and in Particular how worknon-
work conflict is linked to hours worked the state of the cerebral Contract and organizational
commitment. It highlights the part of associations ’ policy and Practice in helping to manage the
relationship between work andnon-work and the development Of organizational commitment
through support for youngish workers ’ lives out- of- work and Effective operation of aspects of
the cerebral contract. Clarke, et al( 2004), From the very morning it's important to understand that
work- life balance doesn't mean to devote an equal quantities of time to paid work andnon-paid
places; in its broadest sense, is defined as a satisfactory position of involvement or ‘ fit ’ between
the multiple places in a person’s life. Although delineations and explanations may vary, work- life
balance is generally associated with equilibrium between the quantum of time and trouble
notoriety devotes to work and particular conditioning, in Order to maintain an overall sense of
harmony in life.

18
 Chapter – 4

Research methodology
3.1 Introduction

3.2 objective of study

3.3 Research Hypothesis

3.4 Scope of study

19
3.5 Sample Design

3.5.1 population

3.5.2 Sample

3.5.3 sample size

3.5.4 sampling method

3.6 limitations of study

20
 RESEARCH METHODOLOGY

Research

Research is a logical and methodical hunt for new and useful information on a particular content.
It's an disquisition of chancing results to scientific and social problems through objective and
methodical analysis. It's a hunt for knowledge, that is, a discovery of retired trueness. Then
knowledge means information about matters. The information might be collected from different
sources like experience, mortal beings, books, journals, nature, etc. A exploration can lead to new
benefactions to the being knowledge. Only through exploration is it possible to make progress in a
field. Research is indeed civilization and determines the profitable, social and political development
of a nation. The results of scientific exploration veritably frequently force a change in the
philosophical view of problems which extend far beyond the defined sphere of wisdom itself.
Research isn't confined to wisdom and technology only. There are vast areas of exploration in
other disciplines similar as languages, literature, history and sociology. Whatever might be the
subject, exploration has to be an active, active and methodical process of inquiry in order to
discover, interpret or revise data, events, actions and propositions. Applying the outgrowth of
exploration for the refinement of knowledge in other subjects, or in enhancing the quality of mortal
life also becomes a kind of exploration and development.
3.1 Objects of the study
• To determine the factors that impact the workers work life balance
• To know how to maintain a balance in work life and particular life..
• To study the being system of Work- Life Balance of workers in TCS
• To understand the challenges they face and the type of managing strategy they
use to achieve work family Balance

21
3.2 Research Hypothesis Hypothesis generally considered as the top instrument
in exploration. Its main function is to suggest new trials and compliances. In fact,
numerous trials are carried out with the deliberate object thesis of testing thesis.
thesis is defined as a proposition or a set of Proposition set forth as an explanation
for the circumstance of some specified group of marvels either asserted simply as
a provisional guess to guide some disquisition or accepted as largely probable in
the light of established data. Null thesis( H0)- There's no relation between gender
and there position of satisfaction in work life balance of workers at TCS.
Indispensable thesis( H1)- There's a significant relationship between the gender and
the position of satisfaction in work life balance of workers at TCS

3.3 Compass of the study

This study is conducted at TATA consultancy services, Mumbai, Maharashtra,

India. This study is conducted to find out the current work life balance of workers
at TCS. The study is confined to the workers in IT department at TCS. Work life
balance is a fashion which helps labor force of an enterprise to balance their
private and professional lives. Work life balance encourages workers to divide
their time on the base on precedences and save a stability through devoting time to
family, health, recesses and so on on with making a career, business trip etc. The
time period of this study is from 21 march 2021- 30 April 2021. Responses are
collected only from the workers working at TCS, Mumbai

3.4 Test DESIGN

A sample design is a definite plan for gain a sample from a given population. It
refers to fashion or the procedure the experimenter would borrow in opting
sample from population.

3.4.1 Population

A population is the pool of individualities from which a statistical sample is drawn for a study.
In statistics, a population is an entire group about which some information is needed to be
caught on . A statistical population need not correspond only of people. The population for this
study are the workers working in IT department at TCS encyclopedically. As of March 31, 2020,

22
Tata Consultancy Services, the transnational information technology service company, had over
448,400 workers in the world, out of which 90 are the workers working in IT department. So
the population is workers working in IT department at TCS.

3.4.2 Sample

A sample refers to a lower, manageable interpretation of a larger group. It's a subset containing
the characteristics of a larger population. Samples are used in statistical testing when population
sizes are too large for the test to include all possible members or compliances. A well chosen
sample will contain utmost of the information about a particular population parameter but the
relation between the sample and the population must be similar as to allow true consequences to
be made about a population from that sample. In utmost cases, it's insolvable or expensive and
time- consuming to exploration the whole population. Hence, examining the sample provides
perceptivity that the experimenter can apply to the entire population. The sample for this
exploration study are the workers working in the IT department at TCS, Mumbai. so the sample
includes workers working in the IT department of TCS, Mumbai.

3.4. 3 Sample Size

Sample size determination is the act of choosing the number of compliances or replicates to
include in a statistical sample. In this exploration study sample size is 104 IT workers at TCS,
Mumbai.

3.4.4 Testing system

TYPES OF Testing styles Non-Probability slice Non-probability slice is that slice procedures
which doesn't go on any base of estimating the probability that each item in the population has of
being included in the sample. Non-probability slice is also known by different names similar as
share slice, hypercritical slice, convenience slice. Convenience slice When population
rudiments are named for addition in the sample grounded on the ease of access. It can be called
convenience slice, if a experimenter wishes to secure data from, say gasoline buyers, he may
elect a fixed number of petrol stations and may conduct interview these stations. hypercritical
slice The experimenter’s judgment used for opting particulars which he considers as
representative of the population. For illustration- a judgment sample of council scholars might
be taken to secure response to a new system of training. share slice It involves thenon-random
selection of rudiments grounded on the identification of specific characteristics to increase the
sample representative. Probability slice This kind of slice involves the selection of rudiments
from the population using arbitrary slice in which each element of the macrocosm has an equal
and independent chance of being chosen. Simple Random Sampling Under this each matter in
the macrocosm has an equal chance of being named. This system is also nominated as THE

23
LOTTERY or FISH BOWL TECHNIQUE. For the lottery system there's a need for listing the
members of the population. The names or canons of all the members are written on the piece of a
paper and also placed in a vessel. The experimenter draws the number of samples from the
vessel. This process is fairly easy for small population but is delicate for large population and is
veritably time consuming. Methodical slice sample are named by following some rules set by
the experimenter which involves opting the Kth member from where the arbitrary launch is
determined. A system is plan for opting members after arbitrary thresholds is determined. This
every Nth member of the population is determined by the system in drawing or opting the
member of the sample. Stratified slice This type of probability slice selects the member of the
sample from eachsub-population or strata. This system is used when there's a large population.
Sample per strata are also aimlessly named but consideration must be given to the sizes of the
arbitrary samples to be drawn from the sub groups. Cluster slice This system is used when
population is divided into clusters or groups. In this samples are named in groups rather than
individualities who are employed in a large- scale check. Multi-Stage slice Under this samples
are named by using two or further slice styles. It's infrequently used because of complexity of
its operation. It requires time, trouble and cost. slice system used in this study In this study
probability slice is used, in which simple arbitrary slice is used. Questionnaire is used as
exploration tool for collection of primary data

3. 5 Limitations of study

• Some workers were reticent to fill the questionnaire.

• As due to Covid- 19 numerous workers are working ever, so there responses

may vary from the situation when they were working in office.

24
 Chapter -5 Data Interpretation And
representation

4.1 Data Representation and Interpretation

4.2 Hypothesis testing

25
 DATA INTERPRETATION AND REPRESENTATION
Data interpretation refers to the implementation of processes through which data is reviewed for
the purpose of arriving at an informed conclusion. The interpretation of data assigns a meaning to
the information analysed and determines its signification and implications. Data interpretation is the
process Is the process of filtering Valuable information from large amount of data sets. The
collection can be represented in various forms such as Bar graphs, line charts and tabular forms
and other similar forms.

Table 4.1 Distribution of respondents on the basis of gender

Gender Male Female
Responses
72 32
Percentage 69.2% 30.8%

26
INTERPRETATION

From the responses it can be seen that out of 104 responses 69.2% are male i.e. 72 employees
and
30.8% are female i.e. 32 employees.

Table 4.2 Distribution of respondents on the basis of marital status

Marital status Single Married

Responses 84 20

Percentage 80.8% 19.2%

INTERPRETATION

From the above pie chart it can be seen that, 80.8% of respondents are single and 19.2% of the
respondents are married.

27
Table 4.3 Distribution of respondents on the basis of no. Of family members they have
No. Of family members No. Of
employees
2 8
3 20
4 28
5 40
6 4
7 4

INTERPRETATION Table 4.4 Distribution of respondents on the basis of their Job Title
No. Of employees Job title

28
 8 IT Analyst
16 Project manager
12 Software developer
8 Consultant
4 System Engineer
8 Technical lead
8 Software engineer
8 Associate process manager

8 Computer operator
8 Associate consultant

Options Responses
Less then 1 year 20
1 – 3 years 40

29
 4- 7 years 32
8 – 10 years 12
Table 4.5 Distribution of respondents on the basis of time period they have been working for the
organization.

How long have you been employed in your current position?

INTERPRETATION

According to the above graph, 20 respondents have been working for TCS for less then 1 year. 40
respondents are working for the company for 1-3 years, 32 responses are from the people Who are
working for 4-7 years, and 12 of them are working at TCS for more then 8 and less then 10 year.

Table 4.6
No. Of employees Working hours per week
12 Less then 20 hours

30
 32 20- 40 hours
56 41-60 hours
4 More then 60 hours

Options Responses Percentage

Never 4 3.8%
Rarely 16 15.4%
Monthly 28 26.9%
Weekly 20 19.2%
Daily 36 34.6%
Table 4.7

31
INTERPRETATION

From the above data it can be concluded that 3.8% of the respondents have never worked over
time, 15.4% of respondents say that they rarely work overtime, 26.9% of them say that they work
overtime monthly, 19.2% of the respondents work overtime weekly and 34.6% of them work
overtime time daily.

Table 4.8
Options Responses Percentage
Yes 16 15.4%
No 48 46.2%
Somewhat 40 38.5%

32
INTERPRETATION

According to the above data, it is seen that 15.4% of the respondents say that the stress in there
work place affecting their personal life, whereas 46.2% of respondents say that the stress in there
work life is not affecting their personal life and 38.55 % of them say that stress is somewhat
affecting their personal life.

Table 4.9
Options Responses Percentage
Never 4 3.8%
Rarely 16 15.4%
Monthly 28 26.9%
Weekly 40 38.5%
Daily 16 15.4%

33
INTERPRETATION

From the above chart, it can be concluded that, 3.8% of the respondents never destress, 15.4% of
them destress themselves rarely, whereas 26.9% of the respondents destress themselves on a
monthly basis, 38.5% of them destress themselves weekly and 15.4% of the respondents destress
themselves on daily basis.

Table 4.10
Options Responses Percentage

Yes 44 42.3%
No 60 57.7%

34
INTERPRETATION

It can be concluded that, 42.3% of the respondents have thought of leaving their job in past 1
year and 57.7 % of them are not willing to leave their job.

4.2 Hypothesis Testing

It is a statistical test used to determine whether the hypothesis assumed for the sample of data
stands true for the entire population or not. Simply, the hypothesis is an assumption which is
tested to determine the relationship between two data sets.

35
In this study chi square test is being used for testing the Hypothesis.

Chi square Test -A chi-square (χ2) statistic is a test that measures how a model compares to
actual observed data. The data used in calculating a chi-square statistic must be random, raw,
mutually exclusive, drawn from independent variables. Chi-square tests are often used in
hypothesis testing. The chi-square statistic compares the size any discrepancies between the
expected results and the actual results, given the size of the sample and the number of variables
in the relationship. For these tests, degrees of freedom are utilized to determine if a certain null
hypothesis can be rejected based on the total number of variables and samples within the
experiment. Table 4.11 Table of observed values
Gender / Highly Dissatisfied Neutral Satisfied Highly Total
satisfaction level dissatisfied satisfied

Male 4 8 28 16 16 72
Female 0 4 24 0 4 32
Total 4 12 52 16 20 104

Level of significance- Level of significance refers to a criteria of judgement upon which a

decision is made regarding the value stated in a null hypothesis. The criteria is based on the
probability of obtaining a statistic measured in a sample if the value stated in the null hypothesis
were true.

Significance level = 0.05

Expected Value = row total * column total / total no. Of responses

Degree of freedom = (columns – 1) * (rows – 1)

= (5-1) * (2-1)

=4*1=4

Table 4.12 Table of expected values

Gender/ Highly Dissatisfied Neutral Satisfied Highly
satisfaction dissatisfied satisfied
level

Male 2.8 8.3 36 11.1 13.8

36
 Female 1.2 3.7 16 4.9 6.2

Table 4.13 calculation of X2

Groups Observed Expected O-e (O -e)2 (O – e) 2/ e
values (o) values (e)

G-1 4 2.8 1.2 1.44 0.5

G-2 8 8.3 -0. 3 0.09 0.01

G-3 28 36 -8 64 1.78

G-4 16 11.1 4.9 24.01 2.16

G-5 16 13.8 2.2 4.84 0.35

G-6 0 1.2 -1. 2 1.44 1.2

G-7 4 3.7 0.3 0.09 0.02

G-8 24 16 8 64 4

G-9 0 4.9 -4. 9 24.01 4.9

G-10 4 6.2 -2. 2 4.84 0.78

X2 15.7

Degree of freedom = 4

Significance level = 0.05

According to above information the tabular value of X2 tabular = 9.49

And according to calculations X2 calculated = 15.7

15.7 > 9.49

X2 calculated > X2 tabular

Therefore, we reject null hypothesis , and accept the alternative hypothesis.

37
Alternative Hypothesis - There is a significant relationship between the gender and the level of
satisfaction in work life balance of employees at TCS.

38
 Chapter – 6

Results and Discussion

5.1 Major Findings

5.2 Discussions and Suggestions

5.3 Conclusion

39
 Results and Discussions

5.1 Major Findings

• The overall satisfaction level of IT employees of TCS is neutral as shown in the

mastersheet attached in Annexure. Employees were neither satisfied nor dissatisfied.
• The average answer given by employees when asked that if they get enough time to
spend with their family and friends was neutral.
• It was found that Family contributed the most i.e. family was the most significant factor
for happiness among the three factors family, salary and Job, whereas it is observed that
job and salary contributed neutrally in happiness of employees.
• Average employees agreed that they give neutral time for work and job as well as there
was a neutral answer for the question that if they sacrifice their sleep for work.
• Another question was asked to know whether the employees get enough time to get
involved with their hobbies and interests. The average answer of the employees was
neutral that means, most of the employees neither agree nor disagree that the get enough
time for their hobbies.
• When asked what are the activities you do for destressing yourself, the most popular
answers were gaming and social media after which it was mobile phone and gaming and
the least selected options were smoking, binge eating listening music, swimming,
travelling and driving.

40
5.2 Discussions and Suggestions

Although, in many of the previous studies it is found that the work life balance of employees at
TCS is satisfactory but through this study it is found that the work life balance of employees is
neutral. Also there are many programmes organized by TCS for its employees like maitree, The
company should initiate some more activities so that the employee feels more close and familiar
to the organization.

5.3 Conclusion

Through the study it can be concluded that the IT employees at TCS are not very much satisfied
with their work life balance. More then 1/3 rd of the employees were thinking to leave the job in
past one year. Almost half of the repondents personal life was not affected by the stress in the
work life. 1/7 of the responses were in favour that the stress in their work life is affecting their
personal life. Also through hypothesis testing it is observed that there is a significant relation
between the gender and the level of satisfaction from work life balance of employees.

41
 Chapter 7

Recommendations
I have a few recommendations or suggestions for work life
conditions at TCS.

First, I think the company could improve its communication with

employees. In my experience, there is often a lack of clarity around
company decisions or policies, which can lead to confusion or
frustration.

Second, I suggest that TCS review its policies around work/life

balance. In my opinion, the current policies are not realistic or
sustainable for many employees .

Finally, I believe that TCS should invest more in its employees'

professional development. I have encountered several managers
who seem reluctant to invest time or resources in employee training
or development.

42
REFERENCES

Gambhir, Introduction to IT Industry, https://www.scribd.com/doc/116427658/Introduction-toIT-

Sector

Udemy, 2013,Introduction to Information Technology: Basics and Careers,

https://blog.udemy.com/introduction-to-information-technology/
Majumdar, 2020,How part of TCS’ workforce enabled work from home for rest,
https://www.livemint.com/companies/news/how-part-of-tcs-workforce-enabled-work-fromhome-
for-rest/amp-11587289916498.html

SightsIn plus, 2020, How TCS builds Diverse & Inclusive Workplace Culture in new normal,
https://sightsinplus.com/interview/chro/how-tcs-builds-diverse-inclusive-workplace-culture-innew-
normal/?amp

Chaudhury and Banerjee, 2010, Statistics without tears: Populations and samples,
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3105563/

Snyder, 2019, Literature review as a research methodology: An overview and guidelines,

https://www.sciencedirect.com/science/article/pii/S0148296319304564

Kumar, TCS organizational culture, https://pdfcoffee.com/tcs-organizational-

culture-pdffree.html

Narendra, sharma, Fernandez, 2018, Worklife balance of IT professionals, Volume 03 – Issue

03,www.ijlemr.com

Mohla, 2011, IMPORTANCE OF QWL WITH SPECIFIC REFERENCE TO TCS,

https://www.google.com/url?sa=t&source=web&rct=j&url=http://www.zenithresearch.org.in/im
ages/stories/pdf/2011/July/11%2520CHARU%2520IMPORTANCE%2520OF%2520QWL.pdf
&ved=2ahUKEwjV5M6LoMHvAhWgzDgGHVvSCVE4ChAWMAd6BAgCEAI&usg=AOvVa
w02R2FM01YLFHmrcJDImAmD

Hayes, 2020, Chi-Square (χ2) Statistic Definition,

https://www.investopedia.com/terms/c/chi-square-statistic.asp

43
ANNEXURE

MASTERSHEET

Min. Score = 9

Max. Score = 45

Mean score = total score / 9

Mean score per question = total score / no. Of respondents

1 = Strongly Disagree

2 = Disagree
3 = Neutral
4 = Agree
5 = strongly Agree

Mean
Score =

Respo Q- To Total
ndent Q-1 Q-2 Q-3a Q-3b Q-3c 4a Q-4b Q-4c Q-5 tal score/9

2.6666666
R1 4 4 2 2 4 1 1 2 4 24 67

44
 2.8888888
R2 3 3 3 3 3 2 4 3 2 26 89

3.3333333
R3 3 2 3 5 4 4 3 3 3 30 33

3.6666666
R4 5 5 2 3 5 2 4 2 5 33 67

R5 4 5 4 3 5 3 5 4 3 36 4

R6 3 5 3 2 2 2 3 4 3 27 3

4.6666666
R7 4 5 5 5 4 4 5 5 5 42 67

3.4444444
R8 3 3 3 3 5 4 4 5 1 31 44

45
 2.8888888
R9 1 2 3 3 4 4 3 4 2 26 89

2.8888888
R10 4 2 3 1 5 5 1 3 2 26 89

R11 3 4 3 3 1 4 3 2 4 27 3

3.3333333
R12 3 5 3 4 3 3 3 2 4 30 33

3.3333333
R13 5 2 5 3 4 3 4 2 2 30 33

3.2222222
R14 2 2 5 5 3 5 2 4 1 29 22

2.7777777
R15 3 2 3 2 3 5 2 4 1 25 78

46
R16 5 4 4 3 5 5 2 4 4 36 4

3.4444444
R17 2 5 3 2 5 3 3 3 5 31 44

3.3333333
R18 3 3 2 2 5 4 4 4 3 30 33

4.2222222
R19 5 3 5 5 3 5 3 4 5 38 22

3.4444444
R20 3 5 3 3 5 3 4 1 4 31 44

3.7777777
R21 5 4 5 3 4 3 3 3 4 34 78

3.2222222
R22 3 4 4 2 5 2 4 3 2 29 22

47
 2.8888888
R23 3 3 3 2 4 2 4 2 3 26 89

2.4444444
R24 2 1 1 1 5 1 5 5 1 22 44

2.7777777
R25 3 2 3 2 4 3 3 2 3 25 78

3.1111111
R26 3 3 2 3 4 2 4 3 4 28 11

2.6666666
R27 2 1 3 2 5 1 4 1 5 24 67

R28 3 2 2 2 4 2 5 3 4 27 3

3.8888888
R29 5 4 5 3 4 4 3 3 4 35 89

48
 3.1111111
R30 2 3 3 5 4 2 5 2 2 28 11

3.4444444
R31 3 2 5 3 3 3 4 5 3 31 44

3.2222222
R32 5 5 4 3 4 2 3 2 1 29 22

3.2222222
R33 3 5 3 2 5 4 1 3 3 29 22

R34 5 5 2 5 5 4 3 3 4 36 4

3.2222222
R35 3 5 3 3 2 4 3 2 4 29 22

3.5555555
R36 4 3 3 3 4 5 4 4 2 32 56

49
 2.8888888
R37 3 2 2 1 5 4 2 4 3 26 89

3.4444444
R38 3 2 4 3 4 3 2 5 5 31 44

3.7777777
R39 5 4 3 4 5 3 2 5 3 34 78

3.6666666
R40 4 5 5 3 1 5 3 4 3 33 67

3.6666666
R41 3 2 3 5 3 5 4 3 5 33 67

2.8888888
R42 4 2 3 2 4 5 3 2 1 26 89

2.7777777
R43 3 2 3 3 3 3 4 2 2 25 78

50
 2.6666666
R44 1 4 3 2 3 4 3 2 2 24 67

R45 4 5 3 2 5 5 4 4 4 36 4

R46 3 3 5 5 5 3 4 4 4 36 4

3.6666666
R47 3 3 5 3 5 3 5 4 2 33 67

3.1111111
R48 5 5 3 3 3 2 3 3 1 28 11

3.1111111
R49 2 4 4 2 5 2 4 4 1 28 11

2.8888888
R50 3 4 3 2 4 1 1 4 4 26 89

51
 3.2222222
R51 5 3 2 1 5 3 4 1 5 29 22

2.7777777
R52 2 1 5 2 4 2 3 3 3 25 78

3.2222222
R53 3 2 3 3 5 1 4 3 5 29 22

3.5555555
R54 5 3 5 2 4 2 5 2 4 32 56

3.5555555
R55 3 3 4 3 4 3 3 5 4 32 56

R56 5 3 3 2 4 1 5 2 2 27 3

2.8888888
R57 3 5 1 2 3 2 4 3 3 26 89

52
 3.2222222
R58 3 4 3 5 4 4 3 2 1 29 22

2.7777777
R59 2 4 2 3 5 2 1 3 3 25 78

3.3333333
R60 3 3 3 3 5 3 3 3 4 30 33

2.6666666
R61 3 4 2 2 2 2 3 2 4 24 67

3.1111111
R62 3 3 2 2 4 4 4 4 2 28 11

3.1111111
R63 3 2 3 2 5 4 2 4 3 28 11

3.6666666
R64 2 5 3 3 4 4 2 5 5 33 67

53
R65 4 5 2 5 5 5 2 5 3 36 4

3.3333333
R66 3 5 4 3 1 4 3 4 3 30 33

3.5555555
R67 3 5 3 3 3 3 4 3 5 32 56

3.1111111
R68 5 3 5 2 4 3 3 2 1 28 11

3.3333333
R69 4 2 3 5 3 5 4 2 2 30 33

2.8888888
R70 3 2 3 3 3 5 3 2 2 26 89

R71 4 4 3 3 5 5 4 4 4 36 4

54
 3.5555555
R72 3 5 3 1 5 3 4 4 4 32 56

3.2222222
R73 1 2 3 3 5 4 5 4 2 29 22

3.3333333
R74 4 2 5 4 3 5 3 3 1 30 33

3.3333333
R75 3 2 5 3 5 3 4 4 1 30 33

3.4444444
R76 3 4 3 5 4 3 1 4 4 31 44

3.7777777
R77 5 5 4 2 5 2 4 2 5 34 78

2.8888888
R78 2 3 3 3 4 2 3 3 3 26 89

55
R79 3 3 2 2 5 1 4 3 4 27 3

3.6666666
R80 5 5 5 2 4 3 5 2 2 33 67

3.3333333
R81 2 4 3 5 4 2 3 4 3 30 33

4.2222222
R82 3 4 5 3 4 5 5 4 5 38 22

4.1111111
R83 5 3 4 3 5 5 4 5 3 37 11

2.6666666
R84 3 1 3 2 1 3 3 5 3 24 67

R85 5 2 1 2 3 4 1 4 5 27 3

56
 2.8888888
R86 3 3 3 1 4 5 3 3 1 26 89

2.5555555
R87 3 3 2 2 3 3 3 2 2 23 56

2.6666666
R88 2 4 1 3 3 3 4 2 2 24 67

2.6666666
R89 3 3 2 1 5 2 2 2 4 24 67

3.1111111
R90 3 2 3 3 5 2 2 4 4 28 11

R91 3 5 3 2 5 1 2 4 2 27 3

R92 4 5 2 3 3 2 3 4 1 27 3

57
 3.7777777
R93 3 5 4 5 5 4 4 3 1 34 78

3.4444444
R94 3 5 3 3 4 2 3 4 4 31 44

4.1111111
R95 5 3 5 3 5 3 4 4 5 37 11

2.6666666
R96 4 2 3 2 4 2 3 1 3 24 67

3.6666666
R97 3 2 3 5 4 4 4 3 5 33 67

3.5555555
R98 4 4 3 3 3 4 4 3 4 32 56

3.6666666
R99 3 5 3 3 4 4 5 2 4 33 67

58
R100 1 2 3 1 5 5 3 5 2 27 3

3.5555555
R101 4 2 5 3 5 4 4 2 3 32 56

2.6666666
R102 3 2 5 4 2 3 1 3 1 24 67

3.2222222
R103 3 4 3 3 4 3 4 2 3 29 22

4.3333333
R104 5 5 4 5 5 5 3 3 4 39 33

TOTA 343.11111
L 348 352 340 300 416 336 344 332 320 11

59
mean
score
3.2
per
questio 307
n 3.34615 3.38461 3.26923 2.88461 692 3.30769 3.19230 3.07692
3846 5385 0769 5385 4 31 2308 7692 3077

COPY OF A BLANK QUESTIONNAIRE Work life Balance Survey at TCS

I am student of Graphic Era deemed to be University, pursuing B.B.A. This survey is conducted
as a part of Our research curriculum and is of academic importance. Kindly spare your precious
time and Choose the most suitable option. All information provided by you will be strictly kept
Confidential.

Name (optional) - ____________________

E-mail - ________________________

Contact no. - _____________________

Gender

a) Male
b) Female

Marital status

a) Single
b) Married
c) Divorced
d) Widow

No. Of family members - ______________

60
Current job title - _________________

How long have you been employed in your current position?

a) Less then 1 hour

b) 1-3 hours

C) 4-7 hours

d) 8-10 hours

e) More then 10 hours

How many hours do you work per week?

a) Less then 20 hours

b) 20 – 40 hours
c) 41-60 hours
d) More then 60 hours

How often do you work overtime or outside normal work hours?

a) Daily
b) Weekly
c) Monthly
d) Rarely
e) Never

Q-1. How satisfied are you with your current work life balance?

a) Highly dissatisfied
b) Dissatisfied

61
 c) Neutral
d) Satisfied
e) Highly satisfied

Q-2. My work schedule allows me to spend time with my family and friends

a) Strongly disagree

b) Disagree
c) Neutral
d) Agree
e) Strongly agree

Q-3. On a scale of 1 to 5 (with 1 being Strongly Disagree and 5 being Strongly Agree), please
Rate your level of agreement with the following statements.

3a- job is the most significant Factor to my happiness

a) Strongly Disagree
b) Disagree
c) Neutral
d) Agree
e) Strongly Agree

3b- My salary is the most Significant factor to my Happiness

a) Strongly Disagree
b) Disagree
c) Neutral
d) Agree
e) Strongly Agree

62
3c- My family is the most Significant factor to my Happiness

a) Strongly Disagree
b) Disagree
c) Neutral
d) Agree

e) Strongly Agree

Q-4. On a scale of 1 to 5 (with 1 being Strongly Disagree and 5 being Strongly Agree), please
Rate your level of agreement with the following statements.

4a- I prioritize my job over my Personal and family life

a) Strongly Disagree
b) Disagree
c) Neutral
d) Agree
e) Strongly Agree

4b- I prioritize my family over my Work life .

a) Strongly Disagree
b) Disagree
c) Neutral
d) Agree
e) Strongly Agree

63
4c- I sacrifice sleep to make up Time with my family.

a) Strongly Disagree
b) Disagree
c) Neutral

d) Agree
e) Strongly Agree

Q-5. It is easy for me to Find time for hobbies and interests.

a) Strongly Disagree
b) Disagree
c) Neutral
d) Agree
e) Strongly Agree

Q6 Is stress in your work place affecting your personal life.

a) Yes
b) No
c) Somewhat

Q7 How often do you need to destress?

a) Daily
b) Weekly
c) Monthly
d) Rarely
e) Never

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Q8 How do you usually destress ?

a) Gaming
b) Social media
c) Binge eating
d) Meditating

e) Smoking
f) Mobile phone
g) Other : ________________

Q9 With in the past year have you thought about leaving the job?

a) Yes
b) No

Q10 How often do you think or worry about work (when you are not actually at work
or traveling to work)?
a. Never think about work
b. Sometimes
c. Often
d. Always

Q11 Does the organization take initiatives to manage work life of its employees?
a. Yes
b. No

If yes what are the initiatives your organization has taken for managing work life ?
a. Provided Flexible work Timings
b. Provide leaves to manage work life
c. Job Share Option is provided by the organization

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Q12 How do you rate the Flexible Working Hours provided by the company due to current Work
Life Management Policy?
a. Good
b. Average
c. Poor
\

Q13 Does the company provide crèche facility?

Yes

No

Q14 Do you think that you have good career prospects in the company?
Yes
No

Q15 Does the company provide maternity and paternity leave to the employees?
Yes

No

Q16 Being an employed man/woman who is helping you to take care of your children?
a)Spouse
b)In-laws
c)Parents
d)Servants
e) Crèche/day care centers

Q17 Do you ever miss out any quality time with your family or your friends because of pressure
of work?
a)Never
b)Rarely
c)Sometimes
d)Often
e) Always\

Q18How do you manage stress arising from your work?

a)Yoga

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b)Meditation
c)Entertainment
d)Dance
e)Music
f) Others, specify_________.

Q19 Do any of the following help you balance your work and family commitments?
a) Working from home
b) Technology like cell phones/laptops
c) Being able to bring Children to work on occasions
d) Support from colleagues at work
e) Support from family members
f) Others, specify___________.

Q20 Does your organization encourage the involvement of your family members in work-
achievement reward functions?
a) Yes, specify the name of such program__________
b) No

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Chi Square distribution table

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